Are We All Interpreting This Sentence (or Is It a Question) the Same Way?
The evidence indicates that we interpret information differently, as each person processes it based on how their brain is wired—leading to diverse understandings. In the UK, it’s estimated that around 15% of the population is neurodivergent, though the actual figure could be significantly higher. Neurodiversity encompasses a variety of conditions, including ADHD, autism, dyslexia, dyspraxia, dyscalculia, and Tourette syndrome, and affects individuals in unique ways.
This 15% estimate likely underrepresents the reality, as it only includes those who have received formal or self-declared diagnoses. Many others may not have been formally assessed or may choose to keep their neurodivergence private. For instance, a study by Tech Talent Charter in the tech industry revealed that while employers estimated only 3% of tech workers were neurodivergent, over half (53%) of respondents identified as such.
Employment Challenges Faced by Neurodivergent Individuals
Neurodivergence poses significant barriers to employment. The Buckland Review on Autism Employment revealed that just 30% of working-age individuals with autism are employed. Many who do find jobs are often under-employed, taking on roles for which they are overqualified.
Despite their potential, neurodivergent individuals possess invaluable skills and strengths that benefit teams. Common competencies include analytical thinking, pattern recognition, and problem-solving. One of the major challenges lies in shifting perspectives about neurodiversity; hiring neurodivergent individuals shouldn’t be viewed as a charitable act but rather as a strategic move to enhance talent and foster innovative thinking. For example, consultancy firm EY has established 23 Neurodiverse Centres of Excellence globally, boasting a 92% retention rate and an estimated $1 billion in value generated from neurodivergent talent.
Given that a sizable portion of the workforce is neurodivergent, employers aiming to foster inclusive workplaces must prioritize neurodiversity. Historically, however, neurodivergence has received less attention compared to other diversity dimensions. The good news is that awareness is gradually increasing, with more research emerging and employers actively seeking ways to support and champion neurodivergent talent.
Holistic Strategies and the Value of Small Changes
Several key principles are already emerging. First, organizations must support neurodivergence throughout the entire employment lifecycle. This need encompasses every stage, from job postings and application processes to interviews, onboarding, and day-to-day work experiences.
Secondly, minor adjustments—often simple and low-cost—can lead to significant positive outcomes. A misconception exists among 68% of employers who worry about the costs associated with making reasonable adjustments for neurodivergent staff. However, small changes that may not have been considered can dramatically enhance the experience for neurodivergent employees. For instance, a recent audit by Nash Squared for a large government client revealed 82 micro-changes that could vastly improve their neurodiversity policies.
Implementing Practical Changes
So, what specific changes can be made? Here are a few quick suggestions across important employment stages:
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Job Advertisements: Evaluate the language used. When stating “essential” skills or experiences, ensure it is accurate. Many neurodivergent individuals may interpret this literally and might refrain from applying if they do not meet every listed criterion.
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Application Process: Instead of placing a standard invitation at the end for reasonable adjustments, promote it prominently within the job description. Instead of asking whether any adjustments are needed, proactively list potential accommodations for candidates to select from.
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Interviews: The interview process can be stressful for neurodivergent individuals. Providing a quiet waiting area can help candidates compose themselves before the interview. Offering assistive technology for any required tasks can also alleviate pressure. Additionally, consider omitting small talk as a criterion for evaluation. Transparency regarding interview questions in advance, particularly for roles that don’t require quick thinking, can create a fairer environment focused on substantive answers.
- Workplace Environment: Assess the office layout and ambiance, particularly regarding sensory sensitivities. Create a sensory environment checklist to identify necessary adjustments: Are the lights too harsh? Is the decor too distracting? Amplifying quiet spaces can also help. Encourage line managers to discuss any specific needs with their teams; simple tools like noise-canceling headphones can be very beneficial. Furthermore, exploring flexible working options can aid in stress management and accommodate individual preferences.
Taking Action
Neurodivergence is a vast field with much still to learn. However, it’s imperative for employers to enhance their support for this community. Neurodivergent individuals bring a wide array of skills and significant potential that can benefit organizations. Finding effective solutions to unlock this talent can cultivate a richer, more diverse workplace environment.
Rhona Carmichael serves as Chief Commercial Officer at Nash Squared, while Adam Harper is a Software Development Recruitment Consultant at Harvey Nash.