Tammy Harper, CHRO, is responsible for strategic and operational leadership and oversees the Human Capital Management operations at CAI.
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Neurodiversity is the individual differences in brain functioning regarded as normal variations within the human population. Diagnoses that encompass neurodivergence include autism spectrum disorder, dyslexia, dyspraxia and ADHD, to name a few. People with these neurological differences are often skilled in data analysis, problem-solving and pattern recognition—skills ideal for careers in technology, finance, cybersecurity and others.
Yet many neurodivergent individuals remain underemployed or unemployed. According to the University of Connecticut’s Center for Neurodiversity & Employment Innovation, unemployment rates for neurodivergent adults can reach as high as 30-40%. But if neurodivergent people bring so much value, why can’t they find work?
My organization, CAI, is a global technology services firm that offers an end-to-end neurodiversity employment program and is an active Neurodiversity Career Connector (NDCC) contributor. As an executive sponsor of our neurodiversity hiring portfolio, I've seen firsthand that employers have the opportunity to tap into this highly skilled yet underutilized talent pool and help neurodivergent job seekers find rewarding careers.
Employers with a commitment to neurodiversity can realize the benefits of neurodiversity by reevaluating their hiring approach. The answer is found in understanding two employment processes that become obstacles for neurodivergent people: the traditional interview and the lack of workplace accommodations.
Traditional Interviews
The interview process is designed for the neurotypical candidate—usually involving a lengthy procedure of phone calls and the potential for several rounds of interviews. However, for a neurodivergent candidate who may be uncomfortable promoting their talents, this process can lead to anxiety and eventually failed interviews.
Change must start with the application and interview process.
To best assess the talents neurodivergent individuals possess, I suggest replacing the traditional interview with a hands-on evaluation conducted by a team of learning and development (L&D) and neurodiversity-certified professionals. The evaluation process should offer a supportive environment that can last up to five days. During this time, and along with assessing the candidates’ hard skills, you will better understand soft skills, time management and workplace etiquette. As the employer, it’s recommended that you implement specific projects that cater to the job the candidate is interested in.
Following the job matching, task those neurodiversity-certified leaders to oversee a small number of neurodivergent employees. For instance, at my organization, we employ team leads who are certified by the International Board of Credentialing and Continuing Education Standards (IBCCES). The IBCCES is the global leader in training and certification for professionals who work with neurodivergent individuals. They can provide mentorship and maintain accountability while integrating their teammates into the company and ensuring productivity.
Workplace Accommodations
Finding employment is only half the battle. Unless there is a supportive company culture with proper education and an accommodating environment, neurodivergent employees may face barriers to success.
Neurodivergent individuals can be overstimulated and distracted from projects unless the employer is willing to provide solutions, many of which are simple and cost-effective. Site surveys can help employers who want to implement a neurodiversity employment program understand if their office or online infrastructure is accommodating. Several environmental factors are evaluated including lighting, sounds and scents. Then, accommodations like screen readers and noise-canceling headphones can be made available, as necessary.
It’s important to get to know the individual and personalize the accommodation to their needs. For those who struggle with anxiety, small and affordable solutions can make a profound impact: rearview mirrors on their computers to see people walking behind, a small traffic light with each color indicating a certain mood level, or moving a desk away from a window or door with heavy foot traffic.
Success goes beyond employee retention. Career mobility is also a key factor in retaining neurodivergent individuals. Team leads who provide support throughout the entire talent lifecycle can work with each neurodivergent employee and coach them on self-advocacy. Promotions and new challenges are part of anyone’s career aspirations.
A Win-Win For Company And Candidate
When a successful neurodiversity employment program is put into place, everyone benefits. Neurodivergent candidates can excel in rewarding careers that give them purpose and build confidence.
