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While many companies have researched variety through the lenses of race and gender, neurodiversity is often overlooked—but this tech giant is putting its inclusive hiring efforts at the center.
Neurodiversity recognizes the difference in how people experience and interact with the world around them, and includes those with autism, ADHD, dyspraxia, dyslexia or Tourette syndrome. But those differences could cause companies to shut out applicants before they can even get a foot in the door: The unemployment rate for neurodivergent adults is eight times higher than the U.S. average rate of 30% to 40%, according to the Center of the University of Connecticut on Neurodiversity and Employment Innovation.
“Neurodiversity means recognizing that no two minds are alike,” says Neil Barnett, director of inclusive hiring and accessibility at Microsoft. “Just by being more inclusive in your interview process, you’ll discover incredible talent that you might have otherwise screened out.”
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This mission is not new for Microsoft. In 2017, Microsoft launched the Neurodiversity @ Work Employer Roundtable, which currently hosts over 50 employers engaged in neurodivergent hiring efforts. Through this group, Microsoft has developed a job portal for neuroscience talent, advertising roles that range from STEM-related positions to finance and customer service across companies and industries.
But the company’s work does not end there. Barnett is adamant about not letting great talent slip through the cracks and continues to fight exclusionary interview practices. EBN spoke further with Barnett to better understand how Microsoft is adding neurodivergent talent to its ranks and how other employers can shape their job postings and interviews to support this demographic.
How can employers ensure that their interview process does not exclude neurological candidates?
First, you need to start the process by addressing the first thing a candidate sees: the job description. Less is more. You need to be concise about what you really need. When trying to fill a role to solve a problem or need in your business, avoid ambiguity and instead stick to the skills that are critical for someone who excels in that role.
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Next, employers should scrutinize their interview and placement questions and ask whether they are truly inclusive of neurodivergent candidates. Ask yourself, “Are your interview questions more skill-based? Or are they more focused on behavior and culture? Make sure the placement process is clear and easy for job seekers to find. Many accommodation requests can be as simple as sending the agenda in advance or asking for more time between interviews.
Finally, it’s so important to start raising cultural awareness about what neurodiversity is and how your organization can support self-disclosing job seekers. The good news is that even if you don’t know where to start, there are many great training providers and services that can help you in this process today.
What are the common mistakes employers make when interviewing a neurological candidate?
Some neurodivergent people struggle with social dynamics or situations that test social skills or require someone to make eye contact or read the room. Reading social cues, pacing back-to-back interviews, or having to think quickly to answer any ambiguous questions in an interview can be challenging for people with neurological diversity. By creating an alternative front-door hiring program, neurodivergent job seekers can go through an interview process that reduces unconscious bias, allows job seekers to leverage their strengths, and allow their skills to shine. Ask yourself, “Are your interview questions more skill-based? Or are they more focused on behavior and culture?
Read more: 4 ways employers can combat the stigma surrounding neurodiversity
All people have unconscious biases, so it’s important for recruiters and employers to focus on hiring people based on their talents rather than looking for reasons why they shouldn’t be hired.
How can interviewers and candidates best discuss possible accommodations?
In these circumstances, the individual being interviewed will be the one to raise the issue, if at all. It really depends on the person as well as the reason the job seeker wants to reveal. It’s a personal choice. Once you have decided that you will disclose your disability, the timing of communication will often depend on the reason you are disclosing it. For example, a person may want to develop an action plan to navigate the accommodation request process before the interview, as each employer may have a different process.
If you ask for accommodations, focus on identifying your needs and highlighting tools or accommodations that work for you in other settings. You probably know what works best for you, and you can work together with your future employer to come up with solutions that lead to your success.
How does a company benefit from being more inclusive in its interviewing processes?
No matter the industry, it’s always nice to discover untapped talent. And of course, to produce affordable and innovative products and services in any company or organization, you need to attract a diverse and inclusive workforce. As we focus on making our processes even more inclusive, we continue to discover great talent that contributes to our inclusive culture and product design.
This hiring approach can make a real impact. The benefits of these hiring practices have been reflected throughout the company in the way we approach all interviews – setting up our candidates and interview teams for success.
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