Katherine Wiid of Career Ambitions writes:
But how often are employers embracing neurodiversity in the workplace?
neurodiversity - noun: “The range of differences in individual brain function and behavioural traits, regarded as part of normal variation in the human population (used especially in the context of autistic spectrum disorders).”
Does your company hire candidates with autism, ADHD and dyslexia? Many neurodiverse traits are so subtle, you might not even be aware that a colleague has them. There also remains a huge stigma attached to ‘being different’, so perhaps your colleague hasn’t spoken out. What a shame! By not embracing their differences, they cannot surround themselves with the environment and support that they need in order to excel.
Whilst neurodiversity is regarded as a disability, is it not just a different way of thinking and working? Everyone’s brains are simply wired differently, and work in unique ways.
In order to be irreplaceable, one must always be different.
- Coco Chanel
Just as people from different cultures and religions may have different opinions and approaches to their work, those on the autistic spectrum will provide yet another viewpoint, another cognitive style. By building a truly diverse workplace and embracing neurodiversity, employers can tap into a talent pool previously overlooked.
It’s no coincidence that some of the greatest entrepreneurs, creators and inventors have been on the autistic spectrum, including Amadeus Mozart, Andy Warhol, Albert Einstein and many more.
We all have our strengths; embracing these allows us to build the strongest workforce possible.
For example, candidates on the autistic spectrum tend to be extremely good at noticing and working with patterns, as well as having fantastic memories.
How can you embrace full diversity in the workplace?
We have established that neurodiverse minds work in different ways to neurotypical minds. So in order to tap into this pool of talent, why not consider making your hiring process more neurodiversity-friendly?
- Start with clear, concise job descriptions. In order to attract a truly diverse pool of candidates, appeal to all. Don’t be vague in your job description; set out exactly what their responsibilities will be, what will be expect of them and so on. Someone with ADHD might not be suited to a desk role, but could perform fantastically in a more active, problem-solving, diverse role. A candidate with autism would likely flourish in a more structured, consistent role in which they know what to expect!
- Could your interviews be conducted virtually? Neurodiverse candidates work best in surroundings that are familiar to them. Under the pressure of a face-to-face interview, they may crumble and fail to show their full potential!
- Neurodiverse candidates may not pick up on the subtle nuances of body language. Unlike neurotypicals, who often rely on non-verbal signals to convey a whole host of messages, they don’t pick up on these signals in interviews and in the workplace. Don’t judge a potential employee on their lack of eye contact during interview – it’s unlikely that that will affect their ability to fill your role and perform well!
- Candidates on the autistic spectrum tend to take things at face value. Be straight with them, and they will be straight with you! Don’t ask vague questions. Structure your interview to encourage the candidate to give specific examples from their past roles and demonstrate their value.
Finding a common language is key to successfully building a neurodiverse workplace. We often coach people who are having difficulties in communicating at work, and help them to find strategies to work harmoniously with others who are wired differently. Employers should be embracing a neurodiverse workforce, and so awareness is key! If you know how your employees are wired, then you can take steps to ensure that they remain motivated and committed to the job.
Remember, we all have our strengths. When employers tap into these and ensure their workforce is truly diverse and that the right candidates are performing the right roles, they will unlock full potential and productivity.
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Do you need help finding a common language in the workplace, or embracing neurodiverse-friendly approaches? Get in touch with Career Ambitions today.