4 ways employers can attract and support neurodiverse talent

March 15, 2023 3:17 PM

As the talent market remains hot, employers continue to search for untapped pools of workers. But despite organizations' interest in expanding and diversifying their workforces, neurodivergent talent can still feel overlooked or unseen.

Up to 20% of the world's population is neurodivergent, according to consulting firm Deloitte. Autism, dyspraxia, dyslexia, obsessive-compulsive disorder, attention deficit hyperactivity disorder, or arguably, even a mood disorder like major depression, are all considered on the spectrum of neurodiversity.

The unemployment rate for neurodivergent adults is eight times the average rate in the U.S., sitting at 30% to 40%, according to University of Connecticut's Center for Neurodiversity and Employment Innovation. To bring those numbers down, employers will need to make concerted efforts to consider the needs and skills of this population when recruiting, hiring, and retaining neurodiverse talent.

"Reading social cues, the pace of back-to-back interviews or the need to think quickly to respond to any ambiguous questions in an interview can be challenging for people who are neurodiverse," says Neil Barnett, director of inclusive hiring and accessibility at Microsoft. "By creating an alternative 'front door' hiring program, neurodivergent job seekers can come through an interview process that reduces unconscious biases, lets job seekers play to their strengths and shine with their skills."

Below, catch up on EBN's recent coverage of the neurodiverse community, with smart steps employers can take to better recruit and support this talent pool.

How employer bias is getting in the way of hiring neurodiverse talent

Accommodating neurodivergent individuals during the hiring process may not be as difficult as employers assume. Accommodations can range from an employee requesting noise-canceling headphones to better focus on their tasks, or a remote work option so an employee can feel comfortable in their environment. Neurodivergent individuals usually understand what they need from not only their company but themselves to be successful, says Anthony Pacilio, vice president of CAI Neurodiverse Solutions, an employment program that helps companies attract and retain neurodiverse talent.

"I am neurodivergent myself — I suffer from extreme social anxiety disorder, which is humorous because I am the brand ambassador and I have to talk to folks," Pacilio says. "It's tough for me to do interviews, so I usually prepare two to three hours before. The barriers to hiring are not typically because of the individual, or even so much the job itself, but the client's infrastructure."

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How employer bias is getting in the way of hiring neurodiverse talent

Cleo expands its benefit platform to support parents of neurodivergent children

Fifteen percent of children and teens specifically have a neurodivergent condition, according to the Centers for Disease Control and Prevention. The stress of finding a proper diagnosis and then providing consistent care can take its toll: various academic research has found that mothers of children with autism and other neurodivergent conditions have higher levels of stress, depression and anxiety than parents with typically developing children.

Family benefits platform Cleo has recently expanded its offerings to launch a neurodiversity program, which provides support, education and care coordination for parents of neurodivergent children. Since its launch last June, participation has increased 325%, and 100% of participants say it has reduced their caregiving stress.

"Really our focus is how to create that individualized care plan for families, and understanding what are the needs of their child or children," says Dr. Madhavi Vemireddy, chief clinical officer at Cleo. "It's not just about the neurodivergent child — parents are having to take care of them and also themselves and that can be really overwhelming and create a lot of stress and anxiety and other significant burdens."

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Cleo expands its benefit platform to support parents of neurodivergent children

Why Microsoft is on a mission to lower the unemployment rate for neurodiverse talent

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's syndrome. But these differences could cause companies to exclude candidates before they can even get a foot in the door:

"Neurodiversity is about recognizing that no two minds are alike," says Barnett, who has led Microsoft's efforts to actively engage neurodiverse job candidates since 2017 with the launch of the Neurodiversity @ Work Employer Roundtable. "By just being more inclusive in your interview process, you will find incredible talent you may have been otherwise screening out."

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Why Microsoft is on a mission to lower the unemployment rate for neurodiverse talent

4 ways employers can combat stigmas surrounding neurodiversity

"There is a long history of negative stigma around neurodiversity," says Martin McKay, founder and CEO of Texthelp, a company that provides organizations with inclusive communication tools. "Years ago many employers mistook neurological differences as a sign of low intelligence, carelessness or lack of ability. Today, many organizations now understand that this isn't the case. However, we've still got a long way to go to reduce the impact of these negative misconceptions."

Texthelp surveyed 500 neurodivergent employees and 500 neurotypical employees to gain more insight into the perception of neurodiversity in the workplace. Click below to learn four things employers should know.

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4 ways employers can combat stigmas surrounding neurodiversity