How Businesses of Any Size Can Hire Neurodiverse Individuals

Training Magazine issued an article called, “How to Hire People Who Work Differently.” This article delves into the importance of hiring neurodiverse individuals and offers strategies for companies to hire talent that thinks differently.  Hiring neurodiverse employees gives the following benefits to businesses both small and large alike:

• Increased creativity to solve complex problems.

• Broader range of problem solving skills.

• Allowing team leaders to tap into a broader range of perspectives.

• Giving companies more incentive to hire individuals who have difficulty accessing employment opportunities through traditional assessment methods.

• Happier employees which leads to increased retention

• Reduced recruitment costs to find new team members.

• Healthier work environments that led to reduced health benefits and mental health costs.

Neurodiverse individuals in the United States face undue challenges when trying to access employment.  These challenges include inflexible assessment processes, increased unemployment, and misunderstanding between neurodiverse and neurotypical employees.

Americans for Autism Advocacy Foundation Policy Principles on Neurodiversity Hiring 

• Consider Alternative Hiring Practices – The interview process is a struggle for neurodiverse individuals.  Companies should focus on alternative methods such as:

  • Written essays over in person interviews.

  • Waiving traditional assessment tests.

  • Focusing job qualifications more on skills and less on degrees earned.

  • Creating programs that create alternative interview processes.

• Create a Welcoming Culture – Companies should create a culture that

  • Promotes understanding, acceptance, and respect for neurodiverse individuals.

  • Provide training to educate employees about neurodiverse conditions.

  • Allows multiple channels of communication for employees to communicate to human resources personnel about their neurodiversity in a manner that they can feel comfortable.

• Implement Policies that Protect Neurodiverse Employees – Companies should implement policies that are aimed at protecting the work environment for neurodiverse individuals.  Every company should have at a minimum these policies:

  • Zero tolerance policy on bullying.

  • Zero tolerance policy on sexual harassment and misconduct.

  • Zero tolerance policy on harassment towards individuals who work remotely versus in the office.

  • Equal opportunity and anti-discriminatory policy.

    • Companies should seek the advice of qualified legal counsel in drafting these policies specific to federal and state laws.

• Offer Accommodations and Support – Companies should take into account their responsibilities with The Americans with Disabilities Act to provide reasonable accommodations and support.  Companies can provide these simple accommodations to enable neurodiverse employees to perform their jobs effectively:

  • Noise canceling headphones.

  • Allowing for a quieter work environment that allows neurodiverse employees to focus on their work.

  • Rooms that allow for reduced lighting for neurodiverse individuals that are light sensitive.

  • Provide coping tools such as fidgets.

  • Multiple, official communications channels to help neurodiverse employees communicate concerns to their managers and human resources.

• Create a Culture of Learning and Skill Development – Neurodiverse individuals are at risk for skill regression if they are not in a proper environment that fosters growth. Companies should focus on:

  • Mentorship and peer learning opportunities.

  • Opportunities to gain professional development certifications.

  • Joining professional development associations.

  • Specialized training.

• Building a Support Network – Human resources personnel should encourage neurodiverse employees  to connect with resources in and out of the organization and along with support groups to tackle any challenge.

The AFAA Foundation believes that these simple recommendations can help companies hire more neurodiverse talent with the goals of:

• Lowering the disability unemployment rate in the United States.

• Increasing self sufficiency.

  • More self-sufficient  individuals working who identify as neurodiverse help their states better allocate social services spending.

• Improving the tax bases in each state.

  • More neurodiverse employees working ensures both the federal and state governments have the tax dollars needed to fund government programs.

• Boosting productivity for all employees: neurodiverse and neurotypical.

• Improving value for all companies regardless if they are publicly or privately trade.