EMPLOYABLE neuro-diverse adults such as those with autism, Asperger’s syndrome, attention deficit hyperactivity disorder (ADHD) and dyslexia are being left out of the workforce in swathes, according to recruiting experts Hays.
In fact, Autism Europe says that neuro-diverse people are pre-disposed to display higher levels of concentration, hold detailed factual knowledge or technical skill and excel at repetitive tasks.
Similar skills are also often seen in people with Asperger’s syndrome.
Furthermore, a 2019 EY report indicated that people with dyslexia often display the most in-demand skills for the workforce of the future – leadership, creativity and initiation.
Despite the many benefits to be gained from hiring neuro-diverse employees, a large number of neuro-diverse adults remain unemployed.
“Equality, diversity and inclusion have been major areas of focus for many organisations in recent years, and for good reason,” managing director of Hays Malaysia Tom Osborne pointed out.
Osborne added that while many organisations are taking steps to improve the inclusion of workers from different ethnic groups, genders and social backgrounds, adults with brain differences are being overlooked.
“Yet organisations need diversity of thought and mind,” he stressed. “By accommodating the needs of neuro-diverse employees, employers can create a more inclusive workplace for those with different approaches.”
According to Hays, there are several ways employers can achieve this:
- Encourage inclusivity and diversity of thought: Culturally, organisations need to ensure staff are aware and accepting of the different needs of their colleagues. Create an inclusive culture where individuals feel they belong and their differences are accepted and valued.
- Adjust interview process: When recruiting, think about the social challenges the candidate is facing. Don’t let a lack of eye contact or difficulty answering questions hide the skill and abilities of the candidate. Research best practice hiring tips.
- Talk openly about neuro-diversity: By starting to talk about differences, staff will learn to spot and be more accepting of neuro-diverse colleagues.
- Create a mentorship programme: Pair each neurodiverse employee with an internal mentor and check-in regularly to understand if additional support or accommodations are required.
- Consult an expert: Organisations such as Aspiritech, a software and quality assurance testing non-profit with an entire workforce made up of people on the autism spectrum, are ready and willing to share their experience to help make your work environment an easier place for neuro-diverse employees. – June 10, 2021
