Hiring Processes Need Reviewing

At present, 7 out of 10 Autistic adults are unemployed, which Sir Robert Buckland breaks down in his report on Autism Employment. The lack of neuro-inclusive interview processes are largely responsible for this statistic. Autistic people are left tired and discouraged every day by the lack of inclusivity in those crucial starting points. It is stripping them of the right to live independent, fulfilling lives. This poses the question – Why are adjustments not being made on a larger scale and how do we fix it?

This structural imbalance could be resolved with some fairly basic changes. A recent article published by the BBC details how one individual received push back from an employer when needing adjustments. Although it is important an Autistic person is aware of the reasonable adjustments they can request, and can identify neuro-diversity friendly employers, the real responsibility to progress us forward as a society does not fall upon their shoulders. It sits with everyone else – the Allistics, the Neurotypicals, regardless of hiring power.

Unconscious Bias is Holding us Back

The work required to implement these changes starts with acknowledging our unconscious bias. Unless you or a loved one have personal experiences with neurodivergence, your understanding is most likely influenced by the inaccurate representation shown to you through popular television and media. Take Netflix’s reality dating show, Love on the Spectrum, as an example. More often than not this kind of representation has an intentional humorous or condescending undertone, purely for the purpose of entertaining the masses. In reality, Autistic people are far more skilled and capable than they are perceived to be. They’re often detail orientated, honest, highly skilled individuals who prove to be a valuable asset in any workplace. They just interact differently with the world.

Any person in a position of authority who isn’t open to making minor adjustments, either to workplace culture or internal hiring processes, should ask themselves “why?”.  These changes help to maximise performance, boost staff morale, and increase efficiency across the board. Perhaps the real problem we are facing is that too many people in positions of power do not possess the skills required for true leadership.

Neuro-inclusivity Should Be a Priority for Employers in 2024

Approximately 50% of Gen-z now identify as having some form of neurodivergence. As they continue to integrate themselves into the workplace over the coming years, the employers who are not actively working towards building neuro-inclusive environments are likely to get called out and kicked to the curb. This is not good for business. Especially in the digital age where information can be shared globally within seconds. We have a responsibility as a society to push the conversation forward and move away from this mentality of ‘profits over people’. More often than not, studies have shown that putting the benefits of your employees at the forefront of business conduct has a positive impact on profits and longevity of your organisation.

You wouldn’t avoid hiring someone with the right skill set for the job because they have a nut allergy, but the boss likes to snack on cashews in the afternoon, would you? You’d make reasonable adjustments such as opting for fruit or a packet of walkers crisps. It might turn out that the boss prefers this change, and comes to realise that the cashews became the default choice for no other reason than it was a habit. The point is, the possibility of change is already within our hands. Change is not something to be feared, but something to be welcomed with an open mind. If we make minor adjustments with diversity in mind, it has the potential to create a monumental impact.

Are you an employer looking to make your workplace more neuro-inclusive? We can help. Visit www.enna.org to view our CPD accredited neurodiversity training workshops.

About Enna: At Enna, we are a small team with a big mission. We help employers discover and tap into a vast pool of hidden talent – and help neurodivergent people find great jobs in enlightened organisations, where their uniqueness is both supported and celebrated.

Useful Links for Neurodivergent Job-Seekers:

• How to Find a Neurodiversity Friendly Employer: Questions to Ask in an Interview
• How to Prepare for a Virtual Interview: A Guide for Autistic Job-seekers
• Reasonable Adjustment Request Template for Interviews
• Reasonable Adjustment Examples During the Recruitment Process

Useful Links for Employers:

• How You Can Make the Interview Process Accessible to Neurodivergent Candidates
• What are Reasonable Adjustments, and How Can You Implement Them?
• Five Ways to Make Your Workplace More Neuro-inclusive