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Inclusion has come a long way in the workplace, but only just 20 percent of employees are disabled feel that their organization is committed to supporting them. Many neurodivergent people, who make up 20 percent of the population, still do not feel supported by their organizations. Prospective employees may not apply for a job or accept a job offer, and current employees may not feel comfortable working for a company if diversity, equity, and inclusion (DEI) practices are not a priority.
Creating a truly inclusive workplace starts with an inclusive hiring process and job descriptions, which are often a candidate’s first impression of a company. Many companies include a workplace DEI statement in their listing, but applicants can tell if this is not representative of everyday experience. For example, if a company goes into detail about their commitment to DEI in their job description, but there is no information on their website about how they practice DEI, this signals a problem.
Companies cannot have truly inclusive job descriptions without creating an inclusive workplace and vice versa. Non-engaging job postings will keep people away, and non-engaging jobs will prevent employees from staying. Inclusive workplaces make current and future employees feel welcome.
Why companies should embrace neurodiversity
Approximately one in five people is neurodivergent. Neurodivergent employees, including those with dyslexia, autism and ADHD, think in ways that are truly unique. They bring unconventional ideas to the workplace. However, 76 percent do not feel comfortable fully disclosing their diagnosis at work due to negative bias, shame and fear of unfair treatment.
A truly inclusive workplace supports and encourages diverse ways of thinking, learning, processing and contributing. It is not realistic or sustainable for a company to require all employees to work in the same way. In fact, it stifles innovation. Some of the greatest ideas at companies like Apple, Google, and Microsoft happened because of divergent thinking. Success happens when we create an environment that encourages employees to be authentic and contribute in a way that comes naturally.
How the hiring process can be off-putting
We often hear the phrase “reasonable adjustments” from people in HR and talent acquisition when it comes to employees with dyslexia. Companies are wondering, “How do we accommodate people with dyslexia in the workplace?” The problem with this is how it’s worded. Instead, we should be asking, “How do we get people with dyslexia into our workplace?” Essentially, companies need to prioritize accommodations earlier in the process.
The job description
Often the first stumbling block for neurodivergent people occurs when applying for the position. Words like super star or guru in a title may prevent people who are neurodivergent from applying because they may not think of themselves with confidence.
In addition, many job descriptions include requirements such as “must have excellent communication skills,” “excellent writing and editing skills,” and “strong attention to detail and organizational skills.” This general phrase may not appeal to neurodivergent candidates with dyslexia or ADHD. While some jobs require strong communication skills and attention to detail, reevaluate and rewrite job descriptions to focus on the specific skills associated with the specific role.
Unnecessary jargon, difficult words, and long sentences can be challenging to understand for people who struggle with reading and cognitive load. In addition, too much written text can often be overwhelming for a neurodivergent individual. This is especially true for those with ADHD, OCD, and dyscalculia. Readability software like ReachDeck Editor can help you keep information simple, concise, and clear.
Finally, there is the actual design or layout of the job description. Some job descriptions are in a single block of text in small font with no line spacing. This format may be inaccessible to people who are neurodivergent. By creating an unwelcoming experience, this layout increases the chances of missing out on the great talents that neurodivergent candidates can bring.
The application process
A company’s online application experience can be off-putting for neurodivergent applicants. If there is no diversity information on the careers page, candidates who are neurodivergent may not feel welcome to apply.
Even the app’s page layout can be difficult to navigate. Instructions may be unclear or use complex language. An online application that must be completed in a certain order or that places the applicant’s details in the wrong fields makes the application process unnecessarily complicated. Also, there may be accessibility issues. Can the app be scanned by a screen reader? Are the font and background colors comfortable? Can the text be enlarged easily? These considerations are often useful not only for people with dyslexia, color blindness and people with vision loss, but for all applicants and help demonstrate the organization’s commitment to DEI.
The interview
The interview stage is important and language matters. There are several ways an interviewer can inadvertently discourage an excellent, well-qualified neurodivergent candidate. Questions such as ‘Can you work in a fast-paced environment?’, ‘Is your English good?’, ‘Can you disseminate information quickly?’ and ‘Will you need more support than other applicants?’ can send the wrong message . Educate your employees about unconscious bias and what they can and can’t say in interviews. And it’s just as important to avoid being condescending with comments like, “You interviewed so well for someone with dyslexia.” All neurodiverse brains work differently, so a personalized approach is key.
After the interview
When hiring a neurodivergent person, make them feel more at ease. Ask what accommodations they need. Most new neurodivergent employees will need things like extra time on tasks while they get used to the environment or literacy software like Read&Write to help with comprehension. Help new hires bond early with team-building activities such as lunches or mentoring programs. For any new person – neurodivergent or not – it is good to be introduced to established members in large organizations who can act as mentors.
With the large number of individuals who are neurodivergent, DEI practices are no longer optional—they are mandatory. Including inclusion as part of your hiring process not only helps empower neurodivergent candidates, but also expands the company’s potential talent pool. To retain employees, especially at a time when many people are leaving their jobs and industries, companies need to make DEI practices part of the overall business strategy to help employees feel supported once hired.
Disabilities and neurodiversity are often placed lower on the list of priorities for DEI efforts, but we can make immediate improvements in these areas. Inclusive technology indeedwith such as those provided by Texthelp help organizations make these improvements quickly. Inclusive tools allow people to learn and achieve in their own way and help make communication easier to understand. The right tools designed for neurodivergent minds can provide the necessary support so that all employees have what they need to maximize their contribution and thrive in the workplace.
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