How to create a more neurodiverse inclusive workplace

Diversity, equity, and inclusion (DEI) is a key focus of many employers; however, neurodiversity can be left out of these discussions as other areas take the focus.

“Most DEI discussions have centred around race, gender, disability and ethnicity. However, it is important for employers to also recognise that neurodiversity is a critical component that is being highlighted more and more,” said Tariq Shaban, senior assessment consultant at HireVue.

According to Australian Bureau of Statistics data, referenced by Mr Shaban, “the unemployment rate for people with autism at the time was 34.1 per cent. That’s more than three times the overall rate for people with a disability (10.3 per cent).”

Mr Shaban continued: “While there is still a way to go in improving those unemployment figures, a lot of progress has been made since the 2018 data was collected. In fact, our latest HireVue Global Trends Report shows that employers in Australia are becoming increasingly confident in accommodating neurodiverse candidates, with 75 per cent feeling very or extremely confident in this regard. Only 5 per cent said they are not confident.”

“As employers continue to embrace inclusivity, I suspect future reports will show even higher levels of confidence amongst business leaders. The ambition is to reach 100 per cent confidence. To achieve this, continued education will be key.”

Employers can do their part to turn these statistics around by creating an inclusive workplace that makes neurodiverse workers feel respected and represented.

“Inclusivity starts with hiring. Talent decision makers are the gatekeepers of opportunity, and by adopting practices that are grounded in evidence, these leaders have a chance to truly diversify their workforce,” said Mr Shaban.

“For employers looking to make their hiring process more inclusive for neurodiverse talent, there are a number of simple steps that can be taken.”

Mr Shaban’s tips for making the hiring process more neurodiverse-friendly are:

• Give candidates a preview of the assessment process and share your questions in advance.
• Allow candidates to re-record their responses.
• Learn about and consider alternative assessment methods.
• Provide a point of contact.
• Provide interview accommodation pathways.

HireVue’s Global Trends Report found that 97 per cent of Australian employers prioritise DEI in their hiring process in 2023. Mr Shaban said there is much more work to be done, especially from those in positions to create change.

“Closing the autism unemployment rate in Australia shouldn’t just fall on employers. Continued progress requires a collaborative approach that involves government, employers, educators, advocacy groups, and individuals with autism themselves,” explained Mr Shaban.

“The role of government and industry should continue to focus on raising awareness and promoting education about autism and the unique strengths and abilities of individuals on the spectrum. They can also provide funding and resources to support programs that help individuals with autism gain and maintain employment.”

Mr Shaban added: “On the other hand, employers can take steps to create more job opportunities and support services that are tailored to the needs of neurodivergent individuals.

“I hope to see advocacy groups play a bigger role in working with employers to help them gain a better understanding of how to better cater their work environments and selection practices to those on the spectrum. Collectively, these steps can help bridge the gap between employers and autistic talent and create a more inclusive and equitable workforce.”

Jack Campbell

Jack is the editor at HR Leader.