The Benefits of Hiring Neurodiverse Employees

Many people who identify as being neurodiverse, which covers neurological conditions such Aspergers, Autism, ADHD and Dyslexia, are reported as being under supported at work.

Australian and international statistics also indicate that between 52% and 60% of people with a disability or neurodiverse are unemployed.  This does not include the large numbers that are underemployed (employed less than 32 hours a week) where they have the capacity and desire to work more.

With the often highly valuable workplace strengths that neurodiverse people possess, this represents a significant opportunity for organisations to access a capable and willing pool of talent.

Unfortunately the neurodiverse community is often at a disadvantage during application and selection processes due to challenges with social interactions or communication skills and at times ‘jagged’ resumes as a result of prior challenges in finding and retaining employment.  

When combined with a lack of awareness and understanding of recruiters and hiring managers, this group of people will often face hurdles just too high to leap. 

Employers can leverage a range of approaches to create successful employment outcomes for the neurodiverse community. Every individual is different, with their own unique talents and challenges. 

Whilst at times generalised accommodations will meet some or many of the needs of most people, each is still different.

As well as their individual strengths and talents, neurodiverse employees will often possess highly desirable capabilities such as:

  • high levels of concentration

  • reliability, conscientiousness and persistence

  • accuracy, attention to detail and the ability to identify errors

  • technical ability, such as in IT, engineering or sciences

  • detailed factual knowledge and an excellent memory

  • creativity especially in visual or spatial or process activities

  • high levels of intellect and thinking

Just like everyone, neurodiverse people maybe more suited to specific types of roles. Through questioning and investigation you gain insight into the specific strengths and interests of the individual to better understand where and how they can contribute the most value to your organisation. 

By being more inclusive you are also able to help lift overall engagement, creativity and innovation throughout your organisation.  

Managers and peers of neurodiverse staff often report improvements in their ability to communicate, organise and prioritise their work and discover more opportunities for improvement to their functions as a result of working with neurodiverse team members.

So are you ready to start accessing great talent for your organisation

chris turner1 Comment