By Cathy Donnelly Chief People Officer at Texthelp
Cathy Donnelly, Chief People Officer for Texthelp
Most business leaders want their company to be inclusive. Most businesses strive to welcome everyone, regardless of their background. However, some barriers might prevent candidates with neurodivergent or other disabilities from applying. Organisations committed to creating an inclusive workplace should consider how to better support all employees. Inclusion must be prioritized from the beginning of the recruitment process to the end of the employee life cycle.
Contributing to your business’ success
The first step to creating an inclusive culture starts with removing bias – both conscious and unconscious. There may be misconceptions about neurodivergent colleagues’ abilities, misplaced concerns over how to support them, or the assumption that one type of support will suffice for all of their needs. Its important then to highlight the benefits – to both teams and the entire organisation – of hiring and supporting neurodiverse employees.
The name is all that matters. Neurodivergent employees encourage teams to think beyond the norm. Diversity in all its forms can offer new solutions to problems and more ideas. A business that ignores neurodivergent talent is missing out on a vast pool of potential employees that could be a significant asset to its company. We know that diversity makes business sense – diverse teams produce better results.
Get the words right
A company’s first contact with potential employees is during the recruitment process. It is important that everyone participates in the process. If the job role is the same year-on-year, it’s easy to use the same job description. However, if the company doesn’t go through the material it shares with candidates it could find it is excluding candidates with diverse backgrounds. It is important to avoid using complex language.
It is important to evaluate the skills needed for the job. Many times, job requirements will include skills that are not essential but remain on the list of requirements. Candidates are often required to demonstrate excellent writing skills for roles that don’t heavily rely on writing content. Having this requirement in the job description may dissuade neurodivergent candidates – such as those with dyslexia – from applying and employers miss out on strong talent as a result. Employers should carefully consider which skills are most essential for the job.
Simpler the process
Once job descriptions have been updated it’s time to think about whether the application process should be reviewed. Even for candidates who aren’t neurodivergent, the more obstacles and hurdles a candidate encounters during the recruitment process, both for job applications and for dropping out, the less likely they will be to apply for the position. This doesn’t mean that the company has to compromise its recruitment process. It should be a way for companies to ensure that each step adds value and is accessible for all candidates.
Some candidates may have difficulty applying if the platform is not accessible or doesn’t offer assistive tools like screen readers. To encourage applicants from neurodivergent candidates, it may be necessary to revise the traditional interview format. It is important to give these candidates the chance to share any adjustments that they might need. One way to adjust is to conduct the interview in a less stressful setting, such as by calling. You could also make sure to explain what the interview entails and any tasks that are required. It is possible to make small adjustments that can make a huge difference to candidates’ experience. Asking for your assistance shows that you are willing to support employees at every level and help them reach their full potential.
It is here that companies should sign up to the Disability Confident Scheme. It has three levels that support employers in improving accessibility for people with disability. This structure will ensure that the business follows a clear process for hiring neurodiverse employees.
Neurodiverse day-to-day
It is important that a business’s neurodiverse workforce grows. This means it must ensure that staff can develop and advance in their roles. While there are many forms of neurodiversity, each person will have a different experience. However, there are some business practices that can help to support employees’ experiences.
Employees with ADHD might not be able to respond well to the traditional quarterly format for goals and reviews. Instead, leaders should set shorter-term goals. This will give employees a better understanding of their personal development, and keep them focused on delivering smaller pieces of work.
The company will be able to offer better support if it has a better understanding about the individual’s neurodiversity. Regular catch-ups not only keep the business informed about how employees are doing, but also break down barriers and allow for more honest and open communication. Every employee is individual and therefore will benefit from individualised support – creating a safe environment for neurodivergent employees to share the support they need is critical.
No matter the variety of neurodivergence in the team members, it is crucial that the business adheres to its own internal guidelines. Employers who are committed to inclusion will show their commitment by providing training for leaders and employees, increasing contact with employees, and even team-building activities at company meetings and town halls.
Although neurodivergent talent can be a great asset to a company, it is important that they have the right processes in place for welcoming and nurturing these candidates. The recruitment stage is the most important. If the company has the right processes in place, it can move on to onboarding and daily activities.