Embracing Neurodiversity: Insights from Business Leaders on Inclusive Hiring and Decision-Making

To better understand how employers can involve neurodivergent employees in the hiring process and decision-making, we sought insights from seven diversity executives and HR professionals. Their advice ranges from involving neurodivergent employees in key decisions to asking for specific interview arrangements.

Involve Neurodivergent Employees in Key Decisions

One inclusive practice employers can adopt is involving neurodivergent employees in the hiring process and decision-making. This could mean having them on interview panels, allowing them to provide input on job descriptions, or seeking their feedback on company policies. 

By doing so, employers ensure that neurodivergent perspectives are considered, fostering a more diverse and inclusive workplace culture. This practice also empowers neurodivergent employees, giving them a sense of ownership and belonging. Additionally, it can help attract more neurodivergent talent, as candidates often feel more comfortable when they see that people like them are involved in key decisions.

Vivian Acquah CDE®, Certified Diversity Executive, Amplify DEI

Share Interview Questions in Advance

It’s important to be aware of and accommodate different styles of learning, processing, and decision-making. Often, in hiring processes, we place people “on the spot” to see how they respond in high-pressure and unknown scenarios. 

However, this approach greatly disadvantages certain groups, especially neurodivergent folks. Moreover, this type of “on the spot” interaction is usually quite rare in the day-to-day of most jobs—so why are we interviewing people as though this is what they will do every day? A more inclusive approach in hiring, for both the interviewees and interviewers, is to share interview questions ahead of time. 

The interviewees have time to prepare their best answer in a setting that is more similar to what their day-to-day would look like on the job. And interviewers have a more even playing field from which to evaluate candidates and make decisions about who, objectively, gave the most productive answers rather than who, subjectively, performed best on the spot.

Sofie Leon, DEI Consultant Manager, Peoplism

Implement Structured Interviews and Support Systems

Incorporating neurodivergent employees into the hiring process and decision-making at a company can foster a diverse and inclusive work environment. 

One effective approach is to implement a structured interview process that accommodates different communication styles and cognitive abilities. Offer explicit instructions beforehand, allowing candidates to prepare adequately. 

During interviews, focus on assessing skills and potential contributions rather than rigid social norms. Provide additional time if needed, and offer alternative communication channels such as written responses or video submissions. Moreover, establish an internal support system to ensure neurodivergent employees feel comfortable expressing their ideas and concerns during decision-making processes. 

By embracing diverse perspectives, companies can harness the strengths of neurodivergent individuals and cultivate an innovative and dynamic workplace culture.

Bryor Mosley, Talent Acquisition Partner, Southern New Hampshire University

Design Job Simulations with Neurodivergent Employees

We can involve them in job simulations. Imagine a loan company where they use a role-playing exercise. In this scenario, candidates process a complex loan application. Neurodivergent employees, with their unique understanding of challenges and thought processes, assist in designing this exercise.

This method allows potential hires to show their ability, not just talk about it. It helps to cut down unconscious bias that may sneak in during traditional interviews. Neurodivergent employees often have alternative problem-solving approaches that are valuable, and these might only emerge in a practical task like this.

Fred Winchar, Founder, Certified HR Professional, MaxCash

Train Teams and Foster Healthier Environments

To guarantee that the hiring process is fair and inclusive, hiring managers and teams must be trained and educated. This training should concentrate on understanding neurodiversity, recognizing the various manifestations of it, and dispelling any misconceptions or biases that may exist.

Job advertisements should be written in simple, uncomplicated language that avoids jargon and sophisticated terminology. By doing so, employers ensure that neurodivergent candidates grasp the important skills and qualifications required for the position.

Building trust is essential in an inclusive workplace. Employers should foster a secure and supportive environment in which candidates and workers are encouraged to reveal their neurodivergence if they so desire. Assure them that their revelation will not have a negative influence on their chances of employment or their treatment at work.

Aleksandar Ginovski, Career Expert, Resume Expert and Product Manager, Enhancv

Keep Candidates Updated Throughout Hiring

The best way to get neurodivergent employees involved is to keep their interest by appealing to the thing that matters most: their neurodivergence.

Employers can’t expect to be successful in hiring and retaining neurodiverse talent within a company if they don’t strive to be accommodating and respectful to their talent’s individual needs. 

One great practice is when an employer takes the time to send frequent email updates to candidates throughout the hiring process. This takes a little time on their part but can go a long way in letting a disabled person know if they really have a shot with the job or if they are going to be ghosted.

The hiring process can be unpredictable, especially in such unprecedented times. But that doesn’t mean that things need to be unpredictable for the neurodivergent person who is applying.

Fallon Sousa, Freelance Actor, Spectrum Theatre Ensemble

Ask for Specific Interview Arrangements

One of the best ways to involve neurodivergent employees during the hiring process is by asking them if there are any specific arrangements or considerations that need to be made for their interview. This not only shows how inclusive you are, but also makes your company seem welcoming and understanding to neurodivergent employees.

Max Wesman, Chief Operating Officer, GoodHire