Embracing neurodiversity in the workplace: Lessons learned from Autism SA’s Inclusive Recruitment Project

Over the past few months, Tom Larter and I have been participating in Autism SA’s Inclusive Recruitment Project as members of the National Advisory Group. The purpose of this group is to bring together neurodivergent people, recruitment providers, industry experts and Autism SA representatives to share ideas, opinions and experiences – with the ultimate goal being the production of a digital asset to increase employers’ confidence in hiring neurodivergent professionals and to make the hiring experience more inclusive for candidates.

As part of our social impact programs, we provide, neurodivergent people, those with neurological or developmental conditions such as autism spectrum disorder, dyslexia, dyspraxia and ADHD, with free psychometric and aptitude testing, access to accredited training pathways and job matching opportunities.

My personal experiences working in this space, and seeing some incredible neurodivergent talent come through ours and other programs, has made me a passionate advocate for increasing neurodiversity in the workplace and dispelling common misconceptions about neurodivergent individuals – but I recognise I still have plenty to learn. After working with Autism SA these past few months, I wanted to communicate some valuable lessons that can help organisations not only hire neurodiverse talent, but also ensure they’re creating an inclusive environment where neurodivergent employees can build long-term careers.

1. We need to change the narrative around neurodiversity in the workplace

Neurodiverse people often possess exceptional skills and unique capabilities because of the differences in how they collaborate and approach problems. Time and time again it has been demonstrated that diversity in the broadest sense of the term is of great benefit to an organisation, and the cognitive diversity that neurodivergent individuals exhibit is no exception. Embracing diverse ways of thinking and approaching challenges can enhance creative problem-solving, drive innovation and uncover fresh insights. Recognising that neurodiversity is not a challenge to be overcome but benefit to be embraced, is an important shift in perception employers need to adopt to truly integrate neurodiversity into the workplace.

Similarly, if an organisation is looking to hire and retain neurodiverse talent, they should consider moving the focus away from past work experience as the sole measure of a person’s capability and instead adopt a skills-based approach. Part of the challenge in creating a neurodiverse-friendly employment program is ensuring people are valued based on their skill set, rather than their past job title, industry network, the university they went to or how they present during an interview process.

2. An inclusive work environment starts with inclusive hiring practices

While the screening processes mentioned above play an important role in improving inclusion in the workplace, there are several other hiring practices that can create barriers for neurodivergent candidates.

Simple adjustments can make the hiring process easier to navigate for neurodivergent workers including writing clear, skills-based job advertisements, doing away with rigid, high-pressure interview formats, using alternative screening methods like skills assessments and asking individuals to perform work-related tasks and demonstrate capabilities.

Also, providing detailed information about your organisation’s hiring, interview and onboarding process – even providing interview questions in advance – can demystify the experience and minimise anxiety.

3. Employers need to adapt to people, not the other way around

Creating a truly inclusive workplace means asking individuals what they need, then seeking out and implementing creative solutions, rather than placing the onus on the individual to adapt. For example, converting closed off offices into sensory friendly spaces, supplying noise-cancelling headphones or designating quiet rooms can all serve to improve productivity and create a more welcoming environment. It’s important to remember that each person may have a different set of needs and accommodating them requires an openness to continuous iteration and improvement.

Additionally, providing awareness training for all employees, especially those in management or leadership positions will help build a better understanding of neurodiversity and the value it can bring to each team. These training programs also help ensure neurodiverse employees aren’t stigmatised in the workplace and provide advice for the types of flexible working options and support services that could benefit individuals.

The benefits of neurodiversity at work

Championing neurodiversity in the workplace is not just an opportunity to demonstrate social responsibility, if accommodated correctly, companies can unlock a genuine competitive advantage by bringing diverse perspectives and unique problem-solving abilities to the table.

By implementing these lessons, organisations can start to create a more inclusive and welcoming environment, and therefore reap the rewards of increased cognitive diversity.

You can contribute to Autism SA’s Inclusive Recruitment Project by completing their survey on how employers recruit and hire people in Australia. Follow this link if you’re an employer or this one if you’re a neurodivergent person.