Did you know that 1 in 7 people in the UK are thought to be neurodivergent?
Neurodiversity is a term that refers to people who have autism, Asperger’s, ADHD, dyslexia, dyspraxia and a range of other neurological conditions.
They’re known as ‘spectrum’ conditions, which means they can present with a different range of characteristics depending on the person. But there are some common features in terms of preferred communication style and ways of processing information, for example.
Whilst awareness of neurodiversity continues to grow, it’s important, as an employer, to understand how you can improve the working environment for neurodiverse candidates and employees to help them thrive.
Supporting neurodiversity in recruitment
When it comes to recruitment, diversity is always a plus for your business. Why? Because you’re opening your talent pool to a greater number of skills and talents. Creating teams with a great range of skills allows for innovation and creative thinking could well lead to the next evolution of your business.
So, let’s take a look at some of the ways you can create a more neuro-inclusive and wider pool of brilliant candidates…
- Job ads – try not to use too much industry jargon. Use plain English and focus on the core skills you need in a candidate
- Application forms – if you use an application form, try to make sure it’s as easy to fill out as possible. Or consider providing clearly outlined instructions on how to complete it.
- Interviews – try to adjust your interview technique to maximise results for a neurodiverse person. For example, a candidate with autism or Asperger’s might not be comfortable making eye contact or answering hypothetical or abstract questions. However, concentrating concrete details of the job may well see them excel.
- Communication – create a welcoming environment where candidates feel comfortable discussing their needs and preferences.
- Trial work periods – consider implementing trial workdays or job-shadowing opportunities to allow candidates to demonstrate their abilities in a real work environment.
Neurodiversity and the Equality Act 2010
Under the Equality Act 2010, employers are required to make what’s known as ‘reasonable adjustments’ to support their differently-abled job applicants and employees.
It’s important to seriously consider reasonable adjustments so you can make sure your workplace is as inclusive as possible. That goes from as early as job adverts and recruitment through to performance management. In reality, many of the tweaks you can make to your processes can actually benefit everyone!
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