UK 
United States
It’s estimated that around 15% of the UK population are neurodiverse. That’s one in seven working age people. Yet unemployment in this group, which includes people experiencing autism, ADHD, dyslexia, dyspraxia, Tourette’s syndrome and a range of other conditions, runs at between 30-40%. The rate is even higher amongst the UK’s 700,000 autistic people; with the ONS reporting that only 21.7% of this cohort is in employment. That’s a huge amount of exclusion – and a vast wealth of untapped potential.
So how can employers be part of the solution when it comes to welcoming, onboarding and supporting a truly neurodivergent workforce? We spoke with Donna Wearn, Executive Director of People, Performance and Learning at Autism Unlimited, who, along a wealth of other services, provide understanding autism training to employers.
It’s the same process for all
Donna stresses that having a positive approach to recruiting and onboarding a neurodiverse workforce isn’t achieved in isolation from your overall EDIB strategy. “This is not a separate box ticking exercise. It’s about creating a sense of belonging for every person who works with us. We find that many of the modifications and initiatives we’ve implemented for neurodiverse colleagues are also seen as positive by neurotypical members of the team.” In short, the way you recruit, onboard and retain to nurture a neurodivergent workforce should be a blueprint for welcoming everybody. This is particularly important when you consider that due to fear of stigmatisation and prejudice, neurodiverse people will often be reluctant to disclose their condition to a new employer – initiatives which are ringfenced for those who self-identify, might end up excluding the very people they were specifically designed for.
It starts with the recruitment process
From the language used in recruitment advertisements, to preparing people fully for what to expect during the interview, there is much an employer can do to make sure everyone feels welcomed and able to give of their best. “It’s important to make sure that all language used in recruitment communications is clear and unambiguous,” says Donna. “Remember that autistic people can interpret language literally. If an advertisement states three years’ experience is required, an autistic person might de-select themselves, thinking ‘I only have 2 years’ 10 months – I can’t apply’. Similarly, during an interview, be aware of the language you are using. For example, the sentence ‘Take a seat’ can be confusing if you process language more literally. We had a candidate who picked up the chair and asked where we wanted them to take it to.”
