How can recruitment agencies and hiring companies get the best out of neurodivergent candidates and stop unfair recruitment processes?

By Staff Reporter Last updated Jul 30, 2024

New research by diversity and inclusion experts Pearn Kandola reveals a stark reality: half of neurodivergent job seekers feel unfairly treated during recruitment.

In this article, we explore strategies to eliminate bias, ensuring that neurodiverse candidates have the chance to showcase their exceptional talents in a more accommodating interview format. This way, companies won’t miss out on their ideal hires.

What is neurodiversity?

Neurodiversity encompasses a wide range of conditions, including autism, ADHD, dyslexia, and dyspraxia. These conditions can affect individuals’ thinking, learning, and behaviour. While neurodivergent individuals often possess unique strengths and skills, such as heightened creativity, problem-solving abilities, and attention to detail, they can also face barriers in traditional recruitment environments.

How many people are considered neurodiverse?

An estimated 15-20% of the population is neurodivergent, a proportion likely mirrored in the workforce, according to research. However, neurodivergent individuals often face exclusion and discrimination at work, with 20% reporting harassment and half of leaders expressing reluctance to hire them (CIPD, 2024; Institute of Leadership, 2020). This bias, potentially stemming from a lack of understanding, highlights the need for further research to develop practical guidance for employers on fostering neurodiversity inclusion (Doyle & McDowall, 2021).

A-Collective, a Croydon-based creative health and wellbeing non-profit offers these startling statistics:

Suicide is a leading cause of early death for autistic people

“Suicide rates for autistic adults without intellectual disability are nine times the UK average; for autistic women, this rises to thirteen times more than for non-autistic women. There’s no intrinsic reason why. It’s not OK.”

Less than 30% of autistic people are in employment.

“There are a significant number of autism-related charities and non-profits in the UK, but very few are autistic-led. Many of these charities spend a large amounts of money on “awareness” yet the statistics on employment and suicide have not changed in over a decade, if anything, they have got worse.”

Why traditional recruitment processes aren’t working

The Pearn Kandola report highlights that common recruitment practices, such as standardised testing and panel interviews, can disadvantage neurodivergent candidates who may excel in other areas. Moreover, unconscious biases and misunderstandings about neurodiversity can lead to discriminatory practices, hindering neurodivergent individuals from accessing suitable employment opportunities.

Pearn Kandola’s Neurodiversity At Work Report 2024 presents several key findings based on a survey of 601 neurodivergent individuals employed in the UK:

Recruitment Challenges: 48% of respondents strongly disagreed or disagreed that recruitment processes were fair to neurodivergent candidates. This highlights a significant barrier to entry for neurodivergent individuals seeking employment.
Disclosure Experiences: 69% had shared their neurodiversity with someone in their workplace, with the majority having a positive experience. This suggests a growing openness and acceptance within workplaces but also indicates that a significant proportion still choose not to disclose.
Masking at Work: 63% reported masking in the workplace, adapting their behaviour to fit in. This can be exhausting and detrimental to well-being, highlighting the need for more inclusive workplace cultures.
Adjustments Benefit All: Many adjustments mentioned by respondents would benefit all employees, not just those who are neurodivergent. This focuses on the importance of creating flexible and accommodating workplaces for everyone.

Ideal Jobs and Work Environments for Neurodivergent People

Neurodivergent individuals thrive in roles that leverage their strengths and accommodate their needs. Jobs that involve pattern recognition, data analysis, creative problem-solving, and specialised knowledge are often well-suited for neurodivergent individuals. Additionally, flexible work environments that allow for movement, breaks, and minimal distractions can foster productivity and well-being.

Jill Finch, Founder and Co-Director at A Collective, an autistic-led social enterprise in Croydon tells The Freelance Informer:

Many neurodivergent people benefit from prep time: we can experience differences in auditory processing and struggle to respond quickly. A simple and effective accommodation is sharing interview questions in advance. It’s not an unfair advantage, it simply allows applicants to articulate their thoughts and experience to the best of their ability.

Finch also suggests allowing interviewees to participate via text chat or submit a prepared video response also works well: “That’s how you uncover hidden gems who will never shine in an intense face-to-face situation,” she says.

Finch says their organisation is 100% neurodivergent-led and staffed, everyone participates in different ways; some communicate digitally, others are better in person.

“We ask people to share their ideas in the format they find most comfortable, we want the best and most exciting thinkers, however they vibe. For us, the best way to find our people is by short paid work trials so we can spend time together discursively, co-creating the best way to work together,” says Finch.

Tips for Hiring and Supporting Neurodivergent Individuals:

Match strengths to roles: Prioritise jobs that leverage neurodivergent strengths, such as pattern recognition, data analysis, creative problem-solving, and specialised knowledge.
Provide flexible work environments: Offer flexibility in movement, breaks, and minimal distractions to enhance productivity and well-being.
Share interview questions in advance: Allow time for preparation, especially for those who may struggle with auditory processing or quick responses.
Consider alternative interview formats: Offer text chat, video responses, or short paid work trials to accommodate different communication styles.
Embrace diverse communication: Encourage team members to share ideas in their preferred formats for maximum creativity and collaboration.
Co-create working styles: Collaborate with neurodivergent employees to find the best way to work together, valuing their unique perspectives.

One effective strategy companies can use [is] alternative recruitment methods, such as skills-based assessments, which better highlight their abilities.

Microsoft’s Autism Hiring Programme, [for example], on the other hand, utilises a “hiring funnel” that includes practical tasks rather than traditional interviews, leading to a higher success rate in job placements.
Ketan Dattani, CEO and Founding Owner at Buckingham Futures

Creating Inclusive Recruitment Practices

The report calls for a more inclusive and equitable approach to recruitment to address these disparities. Both recruitment agencies and hiring companies have a crucial role to play in creating environments where neurodivergent talent can flourish.

Ketan Dattani, CEO and Founding Owner at Buckingham Futures, an Environmental Health recruitment services company, tells The Freelance Informer:

“To effectively harness the potential of neurodivergent candidates, recruitment agencies and hiring companies must adopt inclusive practices. One effective strategy companies can use [is] alternative recruitment methods, such as skills-based assessments, which better highlight their abilities. Microsoft’s Autism Hiring Programme, [for example], on the other hand, utilises a “hiring funnel” that includes practical tasks rather than traditional interviews, leading to a higher success rate in job placements.

Dattani suggests interview processes should be structured and accommodating, with clear, predictable questions to reduce anxiety.

“[For example], Google’s hiring initiatives offer flexible interview formats and sensory-friendly environments, enhancing candidate comfort and performance,” says the recruitment expert.

“Furthermore, providing reasonable workplace accommodations, such as flexible hours or noise-cancelling headphones, supports neurodivergent employees.”

Recommendations for Neurodiverse Candidates

Research: Learn about your rights as a neurodivergent candidate and the accommodations you may be entitled to.
Disclose: Consider disclosing your neurodivergence to potential employers, as this can facilitate a more open and transparent discussion about your needs and strengths.
Advocate: Don’t hesitate to request reasonable adjustments to the recruitment process, such as additional time for tests or alternative interview formats. Explain that you want them to experience what you can really offer them.

Recommendations for Recruitment Agencies and Hiring Companies

Education: Train recruiters and hiring managers on neurodiversity and unconscious bias to foster a more inclusive mindset.
Flexibility: Offer alternative assessment methods, such as work trials or portfolio reviews, to gauge candidates’ skills and abilities beyond traditional interviews.
Accommodation: Be willing to make reasonable adjustments to the recruitment process to ensure neurodivergent candidates can perform at their best.
Collaboration: Partner with organizations specializing in neurodiversity to access a wider pool of talent and gain valuable insights.

By implementing these recommendations, recruitment agencies and hiring companies can tap into the immense potential of neurodivergent talent, fostering a more diverse and inclusive workforce. The report serves as a timely reminder that embracing neurodiversity is not only a matter of fairness but also a strategic advantage in today’s competitive business landscape.