The right to work: three areas to focus your neurodivergent recruitment and hiring initiatives.

Earlier this year, an article was published in Wired about why employers should hire an autistic person right now. The piece is now making the rounds on LinkedIn and has sparked an interesting conversation about a specific claim from the opening statement: “In 2020, there will be a sea change in how autistic people are treated in professional settings.”

Sea change is defined as a “profound or notable transformation,” and many are skeptical as to whether or not companies, despite their talk, are actually prepared or equipped to make that kind of change in their workplace.

“I hear people talking the talk, but it isn’t translating into action or real, meaningful opportunities for many autistic people,” commented Catherine Weber. “Sometimes, it’s all just noise to me. What people say and what people deliver are two very different things. I so much want this to be the case. It isn’t. Yet.”

Research supports Catherine’s observation. According to a recent study completed by SHRM, SHRM Foundation, and the nonprofit Workplace Initiative by Understood, while United States employers have trouble filling jobs, only 25 percent of organizations have explicit goals for recruiting and hiring people with disabilities. 

While there are several organizations making noteworthy and quantifiable change (Specialisterne, Ultranauts, and SAP among them), we do have a long way to go to truly achieve #InclusionForAll at the workplace.

“The single most important feature of being inclusive towards autistic employees is to have the right attitude — to appreciate their unique strengths,” said Rachel Morgan-Trimmer, neurodiversity coach and consultant at Sparkle Class. “If you do that, you will help your autistic staff to develop confidence, be productive, and most of all, finally feel accepted.”

This is a broad overview, but the following are three areas in which employers should immediately evaluate when trying to better support neurodiversity at their company or organization: 

1️. Recruitment.

Job descriptions should be clear, concise, and free of jargon, and more should be done in targeted outreach to recruit neurodivergent candidates in the local community.

“We have to understand that picking ‘winners’ from one category at a time is going to reinforce social exclusion, not break it down,” said Whitney Iles in an interview with diversity and inclusion expert Nancy Doyle. “Creating opportunities start with community outreach, youth mentoring programs and paid internships. We can’t wait for the ‘right’ people to apply, we have to go find them and persuade them that they have a place in our businesses before the overwhelming structural violence of poverty and discrimination destroys confidence.”

2️. Hiring process. 

Do you conduct “traditional” interviews where you judge a candidate’s interpersonal communication skills over their job-specific skills?

“Sometimes (we) miss out on good opportunities because someone less capable presents better in interview,” said an anonymous contributor who is on the autism spectrum and works as a disability supports coordinator. “I have to work harder and achieve more to reach the same level as people with better social skills.”

To combat this, also consider providing interview questions in advance, allow candidates to use a scribe or computer, and consider alternative assessment methods where appropriate.

3️. On-the-job expectations. 

Provide easy access to common accommodation needs (i.e. noise-canceling headphones, balance balls, sitting/standing desks, dedicated calm/quiet spaces) and clearly communicate these accommodation policies during interviews, onboarding, and beyond.

“By taking the time to get to know each autistic colleague’s skills, interests, and challenges, and carefully matching those with the right tasks and support mechanisms, auticon creates careers that allow autistic people to not only work, but also more importantly, work to their full potential,” writes Paul Modley, Director of Talent Acquisition and Diversity & Inclusion at Alexander Mann Solutions. “The significance of employment for mental health, confidence and quality of life from this move is widely acknowledged.”

Have you seen more meaningful employment opportunities for neurodivergent individuals this year at your workplace or in the job market at large? What changes do you think need to be made in order to better support #InclusionForAll? I would love to know your thoughts — please message me!