4 ways organisations can create more neuro-inclusive workplaces

As a business owner who is also on the autistic spectrum, I have been aware of the barriers and challenges that people with neurodiversity face when it comes to employment for a long time. This is largely due to sweeping generalisations about what it means to be neurodiverse, and assumptions about what people can and can’t do.

The abilities of neurotypical people are not given the same ‘broad brush’ treatment. Such a blinkered approach significantly narrows the talent pool for businesses, something that shouldn’t be underestimated with the current skills shortages businesses are experiencing. It also limits the multiple benefits that a business will certainly gain from an inclusive approach that welcomes the unique skills and qualities of everyone.

At Business Data Group we are a proud and supportive recruiter where people with autism are an invaluable part of our business family. Every member of our team brings qualities and skills to the business, whether they are neurodiverse or neurotypical. We all have strengths; we are all better at some things than other aspects of our jobs. It’s through acceptance and by embracing these differences that we achieve great things.

There are many ways that organisations can create more neuro-inclusive workplaces. Interestingly, I feel that many of these measures should be implemented as standard for everyone anyway. So many times, recruitment processes seem intent on ‘tripping candidates up’ rather than making the process comfortable in order to get the very best out of them.

Use Plain English in all communications

Review and refine your recruitment processes and determine whether they are really accessible and inclusive to everyone (both neurodiverse and neurotypical candidates). The language used in job adverts is particularly important, especially when it seeks information about skills and experience.

Rethink how you will interview to get the best out of your candidates

Formal interview formats are not always the best way of learning about your potential future employees. It can also be a style that neurodiverse individuals struggle with, and you, as the recruiter, won’t get the best out of the experience either. Sometimes the best way to see if someone is right for the job is through a more practical, skills-based approach.

Help candidates prepare

Provide a helpful candidate welcome pack containing practical information, such as maps, parking facilities, and pictures or details of the team and buildings. Providing questions in advance can also help enormously with putting candidates at ease. Everyone can then focus on the interview itself rather than trying to overcome nerves.

Don’t be afraid to ask awkward questions

No two neurodiverse individuals are the same, so you must ask questions to find out what modifications your candidates might need for the interview or their employment. Communication is absolutely key for greater awareness at all levels of a business. Don’t ever make assumptions, instead, make use of every opportunity to nurture better understanding and acceptance of everyone.