Why Neurodiversity Should Be on Your Company’s Agenda

• Look further afield

Engage with neurodiverse communities, groups, and organisations to tap into a wider talent pool. Reconsider your normal recruitment pathways to ensure they are accessible to as vast a pool of potential talent as possible.

• Provide training

Sharing our Navigating Neurodiversity whitepaper can be an excellent first step in discussing common types of neurological differences and the strengths associated with each.

• Don’t dismiss due to gaps

Neurodivergent people often deal with stigma and lack of support, leading to gaps in their education or work history. You’ll miss out on valuable talent by dismissing candidates because of this.

• Use automated systems with caution

High-performing neurodivergent candidates often won’t ‘fit the mould’. Automated systems can exclude these candidates, narrowing your talent pool. Regularly audit these systems to avoid this.

• Be direct and clear

Ask direct questions and provide clear instructions on how to get to (if in person) or set up (if virtual) the interview. Clearly explain what candidates should expect from the process.

• Create a calm environment

Whether in person or virtual, the interview should be carried out in a quiet space with no distractions.

• Keep it small

Avoid large panels, as this can be overwhelming.

• Be tolerant and supportive

Don’t judge on different body language, lack of eye contact or social style; everyone can be nervous during a job interview, and there are many different communication styles.