Neuro-inclusive hiring practices

Traditional job interviews can be difficult for neurodivergent people

Interviews often focus on social skills rather than practical abilities, making it hard for neurodivergent candidates to show what they can do. To address this, many companies have created new hiring processes that focus on skills and potential. This case study looks at different approaches’ businesses are using to be more inclusive and how these methods benefit both employers and employees.

Informal hangouts and skill demonstrations

Some companies have moved away from formal job interviews and instead use informal “hangouts.” For example, Specialisterne holds casual gatherings where neurodivergent candidates take part in group tasks or activities in a relaxed setting. This approach allows candidates to show their skills without the pressure of a formal interview.

Benefits: Informal hangouts reduce anxiety and help candidates feel more comfortable, allowing them to show what they can really do. This leads to fairer hiring decisions and better job matches.

Hands-on workshops and extended training programs

Companies like DXC Technology and Microsoft use hands-on workshops as part of their recruitment process. DXC Technology’s Dandelion Program runs a three-week workshop where candidates work on practical tasks related to the job. Microsoft’s Autism Hiring Program offers a multi-day workshop where candidates collaborate on real projects, giving them a chance to show their skills in a supportive setting.

Benefits: These programs allow neurodivergent candidates to demonstrate their strengths in real-world situations. The extended training and support help them transition smoothly into the job and ensure long-term success.

Job auditions and skill building

Some companies, like Rising Tide Car Wash, use job auditions where candidates show their abilities in a real work environment. During these auditions, candidates are assessed on how they perform the tasks needed for the job. If they do well, they receive additional training and support.

Benefits: This method focuses on the practical skills needed to do the actual job, instead of how well someone does in an interview. It gives neurodivergent candidates a better chance to succeed by showing what they can do in a real job setting.

Tailored recruitment programs

Some businesses have designed recruitment programs specifically for neurodivergent candidates. Westpac, for example, has replaced traditional interviews with workshops where candidates work on tasks like problem-solving and teamwork. This allows hiring managers to see how candidates perform in real work situations.

Benefits: Tailored recruitment programs allow neurodivergent individuals to demonstrate their abilities in a way that suits them. This leads to more accurate hiring decisions, focusing on skills rather than social interactions.

Supported onboarding and mentorship programs

In addition to alternative hiring processes, companies like JP Morgan and Dell offer supported onboarding programs with mentorship and job coaching. These programs provide ongoing support to help neurodivergent employees adjust to their new roles and workplace.

Benefits: Supported onboarding and mentorship programs help neurodivergent employees settle into their roles more easily. With continuous guidance, they can succeed in the workplace and stay in their jobs longer.

This case study shows the importance of neuro-inclusive hiring practices. By changing traditional interviews and focusing on practical skills, businesses can tap into a wider pool of talent and create more inclusive workplaces. These approaches benefit neurodivergent individuals by giving them the support they need to succeed and help companies build stronger, more diverse teams.

By adapting recruitment and onboarding processes, businesses can create a fairer and more inclusive future where everyone’s skills and abilities are valued. This leads to better outcomes for employees and employers alike.

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“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”