The term “neurodiversity” is a relatively new one, having first been coined around the turn of the millennium. It’s also one that might still not make a lot of sense to people without direct experience of a neurodiverse setting – but it is one that is going to become more and more relevant, especially for recruiters in the near future. Hiring a workforce that is neurodiverse will be expected of most businesses going forward – but there is a risk that seeing it as mandatory might hide the direct benefits that are offered by workplace neurodiversity.
Let’s be clear on one thing: for many people, the idea of neurodiversity means hiring people who are on the autism spectrum, or who experience ADHD or other neurodevelopmental issues. However, that ignores the fact that a neurodiverse workforce will always include plenty of workers who are considered neurotypical. The “-diverse” part of the term is not meaningless; a neurodiverse workforce means people of all kinds of neurological status. With that in mind, what do employers need to bear in mind about hiring such a workforce?
Neurodiversity means a more complete overview
Most workplaces, whether they know it or not, already have something of a neurodiverse workforce. For reasons which are sadly still obvious, people will not always disclose their ASD or ADHD status when applying for a job. Time and again, it has been shown that people with conditions in this area can offer a more “outside the box” perspective on a project. In seeking to hire a neurodiverse workforce, one clear advantage is that you will be able to include this perspective in discussions, and adopt more inclusive approaches either in their entirety or as a hybrid with traditional ways of working.
Leaning into neurodiversity now means a head start on the future
One thing that can be frustrating for a new recruit with a neurodiverse diagnosis is the experience of acclimatising to a workplace which can never really be attuned to their needs from the get-go. Until they have started working for you, they won’t know exactly which challenges it will present them with. If you’ve already hired from across the neurodiversity spectrum, then it’s a good chance to make the most of your mentoring platform and have one of your atypical staff members mentor someone who is in a similar situation. The more people you have around with these needs, the more institutional understanding your business gains.
Work with the experts
Hiring neurodiverse employees is, in and of itself, a challenge – as we’ve noted, some people are uncomfortable about the idea of claiming their ADHD or ASD status, while seeking applications squarely from within the above communities can leave your recruitment cohorts somewhat imbalanced. The best idea is to have a working relationship with official groups such as the National Autism Society and platforms such as The Mighty, who will have informed ideas about how to make your application process diversity-friendly without being patronising.
Neurodiversity in the workplace is becoming increasingly important, and taking the chance to develop your approach towards it now means that you’ll be better-placed to operate in the world going forward.
