Neurodivergence and the workplace: Reducing unconscious bias in the recruitment process

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Neurodiversity describes that people experience and interact with the world in different ways. We are all neurodiverse. Look around your workplace, community, friends and family and you will see that no two brains and ways of thinking are the same.

Neurodiversity can be divided into two categories: those who are ‘neurodivergent’ and those who are ‘neurotypical’.

According to Reframing Autism, the term ‘neurodivergent’ is used to describe “people whose brains are significantly different to what is expected in the ‘typical’ population”. This can include people with Autism Spectrum Disorder (ASD), Attention Deficit Hyperactive Disorder (ADHD), Dyslexia, Dyspraxia and other neurological or developmental conditions.To learn more about these terms visit the Reframing Autism website.

The term ‘neurotypical’ or ‘non-neurodivergent’ refers to people whose brains function similarly to most of their peers. Individuals who are neurotypical develop skills at the same rate as others their age.

An untapped asset

Neurodivergent people have different ways of navigating, solving problems and challenging assumptions. Various scientific studies have identified numerous strengths of neurodivergent people, including creativity, three-dimensional thinking, attention to detail, hyper focus and entrepreneurialism.

Yet, the unemployment rate of neurodivergent people is higher than that of people with any form of disability. It is also higher than that of people without disability.

Embracing neurodivergence at work can help businesses broaden their talent pool. They can unlock innovation, reach new markets, grow their customer base, and retain their current clients.

What is unconscious bias?

Unconscious bias means attitudes and perceptions that are held in our subconscious, prompting hidden or unconscious, biases.

Unconscious bias happens automatically and is triggered by making quick assessments of people. These assessments are based on our own background, culture and experiences.

It may prevent employers from hiring neurodivergent candidates even if they perform well at the interview. Additionally, neurodivergent employees may not get equal opportunities of career growth and development as they progress in their roles.

8 tips to reduce unconscious bias from the recruitment process

Resolving unconscious bias is vital to mitigate and manage assumptions when hiring neurodivergent candidates. These simple tips can help give neurodivergent candidates an equal chance to show their fit for the role and thrive at work: 

1. Simplify your job advertisements: use clear, straight to the point language and mention in the job ad that candidates with disability, or neurodivergent candidates, are encouraged to apply.
    
2. Carefully consider the inherent requirements for the role: ensure you are focused on the core skills required to perform the job. For example, many traditional job ads seek ‘excellent communication skills’ or promote as having a ‘fast-paced environment’. The question to ask here is if this skill is necessary for this particular role. If it isn’t a required skill and it’s included as a ‘necessary skill’ in the job ad, it may deter some neurodivergent candidates from applying. For example, candidates who might have the right skill set for the role but aren’t strong in communication.
    
3. Check recruitment programs that rely on Artificial Intelligence: ensure that the data coded into the system isn’t based on neurotypical candidates, for example, the data isn’t already biased. This could result in a higher probability of neurodivergent individuals being eliminated.
    
4. Be transparent about the recruitment process: provide a clear and simplified summary of the end-to-end recruitment process and what to expect. Ask the candidate if they have any requests or requirements at all stages of employment.
    
5. Rethink your interview format:
   • Ideally, replace a typical face-to-face interview with a test, task or simulation.
   • If an interview is required, move away from using outdated ways of assessing someone in an interview. Assessing aspects like direct eye contact or body language is not inclusive of neurodivergent people.
   • Provide all candidates with the standardised list of questions ahead of time.
   • Consider having an interview panel, with interviewers from diverse backgrounds.
   • If multiple interviews are required, spread them out across several days, to reduce stress on the applicants. If candidates need to use a laptop or device let them use their own, as they are familiar with it.
      
6. Provide candidates options for meeting: whether it be face-to-face, video call or over the phone, allowing the candidate to choose the best setting for them can help reduce anxiety. Offer breaks if the interview is expected to run longer than 30 minutes. If the interview is face-to-face, ensure a quiet space with no interruptions.
    
7. Provide a task as a core part of the process: tasks that mimic the kind of work candidates will be doing in the role are the best indicator of the candidates’ potential performance. Interviews are social interactions that neurodivergent people may find challenging, it is more effective to let the candidate demonstrate their skills. If the candidate emails the task rather than presenting it, ensure a ‘blind review’, i.e., have the names of the candidate removed before you review the task, to ensure no bias creeps in from previous recruitment rounds.
    
8. Get feedback: ask candidates for feedback on your recruitment process to see if there are ways to make it more accessible and inclusive for everyone.

Build an inclusive workplace to support a diverse workforce

JobAccess Employer Engagement team – the National Disability Recruitment Coordinator (NDRC), works alongside large employers, to develop inclusive workplace policies. They also advise on good practice to support people with disability.

JobAccess also supports employers with advice and implementation of workplace adjustments. Our allied health professionals provide expert advice to support neurodivergent employees at work.

Call us on 1800 464 800 to connect with the NDRC. You can also submit an online enquiry form through the JobAccess website.
 

This page was updated on 15 July 2024 to remove incorrect statistics regarding neurodivergence and employment in Australia.

Last updated: 6 August 2024 - 9:50am