Once employers have done the work to build a solid foundation for neuroinclusion in their workplace, they may want to continue to diversify their workforce and seek out neurodivergent talent. However, employers often do not realize that their usual methods — like standard interviews or rigid job descriptions — can unintentionally create barriers for highly qualified candidates who think or process information differently. This means employers could be missing out on talented individuals who bring unique strengths and perspectives to their teams.
To attract and retain neurodivergent employees, it is important to address barriers throughout the entire hiring process, from finding and attracting talent to making an offer and successfully onboarding new team members. Take a moment to consider: Are all the requirements in your job descriptions absolutely necessary, or do they exclude candidates who could thrive in the role? When it comes to interviews, can you rethink the format or remove abstract or overly complicated questions? Ultimately, the goal is to meet candidates where they are, ensuring that everyone can showcase their strengths and abilities.
Once hired, the onboarding process also plays a key role in setting neurodivergent employees up for success. Clear communication about workplace expectations, providing sensory-friendly environments, and offering ongoing support during the first weeks and months can make a significant difference. By taking small, intentional steps to remove barriers and offer flexibility, employers can unlock the potential of neurodivergent talent — and create a workplace where everyone has the chance to thrive. As always, there are experts and service organizations that can help you start to build a more inclusive recruitment, hiring, and onboarding process. For further ideas, you can also check out our research summary here.