Neurodiversity: How To Create An Inclusive Recruitment Process

I am a huge advocate for diversity and the inclusion of people; in the workplace and outside. For me personally in the last 3 years, I have learnt more about what diversity means and specifically about the term neurodiversity and what it encompasses. During this 3 year period, I have also been exposed to numerous life science organisations hiring processes and I have noticed that a large percentage of these processes are outdated, not inclusive, and in need of remedial action. 

Neurodiversity is a term that covers a wide range of diagnoses including but not limited to; autistic spectrum disorder (ASD); attention deficit hyperactivity disorder (ADHD); dyslexia; dyspraxia; and Tourette syndrome - with each diagnosis, symptoms, and traits presented in different ways for each person.

DE&I has been heavily focused on the issues of gender and race in recent years and while the increased attention and awareness on the subject is great - Neurodiversity is often a forgotten area and this vase and highly complex topic can be brushed over.

Even when organisations are paying increased attention to the neurodiversity aspect of DE&I, the focus tends to be geared towards initiatives for existing employees. In order to make positive change for the future; a combination of initiatives for existing employees, accommodations to the work environment, and recruitment/ hiring process changes are needed.

So how can organisations create a more inclusive recruitment and hiring process…. Below I have outlined some of the ways in which change can be made.

Job Adverts:

Often the first hurdle for a neurodiverse candidate can be the application and job advert. Ensuring the job adverts are inclusive is key to broadening the applicant talent pool for each position.

Being clear on the essential elements of the role and the requirements and also what is not essential can be very beneficial, whilst also creating an advert that is clear and concise in the language used - This makes it easier to understand for everyone.

Also, avoiding the use of certain phrases that could deter neurodiverse individuals is key. Neurodiverse people can sometimes have difficulties with social interactions, so terms such as "team player" or "excellent communication skills" can often be viewed as essential to the role (sometimes this is the case).

Formatting can also make a big difference for neurodiverse applicants, using readable fonts with wide spacing such as Arial in size 12-14 would make the post more accessible.

Dyslexia is a condition that is covered by the umbrella term neurodiversity, therefore, creating an advert that is clear, uses simple and straightforward language, and is well-structured can make it easier for this type of neurodiverse person to follow.  The readability and language used can be checked online by using a reading difficulty score - these considerations when creating a job advert will ensure a larger pool of neurodiverse candidates apply to the position and that they find it easier to process all of the information.

Hiring managers could also include a paragraph in the job description that encourages neurodiverse talent to contact the hiring team should they require any adjustments during the process (there’s often a standardised equality/disability act statement that employers include) which helps to prompt neurodiverse talent to feel welcome to apply/that they will have a chance despite their neurodiversity.

Restructuring the Application and Interview Process:

Studies have shown that standardised interview processes are geared to test and examine neurotypical people, this creates a massive disadvantage for neurodiverse people.  Organisations can adopt non-interview methods - this can see massive benefits in identifying the right neurodiverse talent for your business whilst creating a fairer process that is a level playing field. For some neurodiverse individuals, social interactions may be harder, which could make the utilisation of quizzes and questionnaires to determine someone's skills, strengths, and weaknesses without the need for multiple face-to-face interviews hugely beneficial for them. 

Online application processes can become tedious and require a lot of attention especially if they are fairly long; Having an option to save the application at each step and allowing the applicant to go back into it at any time to continue would reduce the number of neurodiverse individuals who start the application process and then don't continue.

I have personally seen interview processes that last multiple months and span over a number of rounds - reducing the number of interview rounds or types of interviews and streamlining this process can go a long way in improving the inclusivity of a process. This also makes the process easier to navigate.

For example, candidates with autism can sometimes have a literal understanding of language and may find it hard to understand rhythm and colloquialisms over a telephone conversation. The telephone interview screening process risks putting anyone with a non-typical communication style out of the running. If this element were to be removed from the process, it could remove another hurdle so neurodivergent candidates can move through it and play to their strength on a level playing field.

Ideally, an interview process would have a degree of flexibility and should vary from candidate to candidate or based on positional requirements - Zoom meetings, in-person interviews, written assessments, in-person training sessions, questionnaires are great ways to vary the process and take a candidate strength-based approach to interviewing.

If an interview is being conducted in person, having a "quiet" space for those who may have sensory sensitivity or deciding to conduct those interviews virtually can make a neurodiverse person feel more comfortable in the interview setting.

Reevaluating the areas that people are assessed is also key - fidgeting/ stimming, generally poor body language, or lack of eye contact can often lead to the assumption that someone is disinterested. For people who have ASD this does not mean that they lack interest, It can simply be that they are assimilating to the environment or coping with being in a new environment / meeting someone new.

Preparation Time:

Adequate preparation time prior to an interview can make the process less daunting for a neurodiverse person; Letting the person know what they can expect at each stage, who the interview will be with, how long it will last, what will be discussed and any other information will create a detailed picture of what the interview will look like - This will ensure that the neurodiverse person is not caught off guard or thrown off by an unexpected turn in the process.

If there are specific questions that will be asked to determine the candidate's skill set, technical capabilities, or motivations - sharing a full list of these questions prior to the interview will allow neurodiverse candidates a chance to prepare and provide detailed answers. Often a deviation or change of direction can induce a degree of anxiety in neurodiverse minds and this can negatively impact their performance.

Identify Trigger Points:

Creating a unique and tailored process for each neurodiverse person can be difficult, especially since everyone will present different traits in different ways. However, organisations can identify typical or prominent trigger points and structure the process to reduce and remove these.

Seek Feedback:

Seeking feedback from neurodiverse people who have gone through the process or neurodiversity advocacy groups and experts in the space will help organisations continue to develop and improve upon the recruitment and hiring process.

Taking steps to develop inclusive practices are great and having a continuous improvement mindset will help organisations stay ahead of their competitors when hiring from diverse talent pools.

Training:

Educational programs, awareness-building training, and coaching for hiring managers, business leaders, talent acquisition, and human resources will not only create a better understanding of how to carry out the new process but also what support, measures and adjustments need to be taken in order to create a level playing field for neurodiverse candidates going through the interview process. 

#diversity #neurodiversity #leadership #recruitment #recruitmentprocess