While many companies have
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: 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.
"Neurodiversity is about recognizing that no two minds are alike," says Neil Barnett, director of inclusive hiring and accessibility at Microsoft. "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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This mission isn't new to Microsoft. In 2017, Microsoft started the Neurodiversity @ Work Employer Roundtable, which currently hosts over 50 employers committed to neurodivergent hiring efforts. Through this group, Microsoft developed a job portal for neurodiverse talent, advertising roles that range from STEM-related positions to finance and customer service work across different companies and industries.
But the company's work doesn't end there. Barnett is adamant about not letting great talent slip through the cracks and continues to tackle exclusionary interview practices. EBN spoke with Barnett further to get a better look at how Microsoft is adding neurodivergent talent to its ranks and how other employers can frame their job postings and interviews to support this demographic.
How can employers ensure their interview process does not exclude neurodiverse candidates?
First, you need to start the process by addressing the first thing an applicant sees: the job description. Less is more. You need to be concise on what you truly need. When you are 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 to someone excelling in that role.
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Next, employers should take a detailed look at their interview questions and accommodations and ask if they are truly inclusive for neurodivergent candidates. Ask yourself, 'Are your interview questions more skill-based? Or are they more focused on behavior and culture fit?' Make sure your accommodation process is clear and easily discoverable by jobseekers. Many accommodation requests may be as simple as sending the agenda in advance or asking for more time between interviews.
Finally, it is so important to start driving cultural awareness on what neurodiversity is, and how your organization can support jobseekers who self-disclose. The good news is, even if you don't know where to start, there are many great training and service providers out there that can assist you in this process today.
What are common mistakes employers make when interviewing a neurodiverse 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, 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. 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. Ask yourself, 'Are your interview questions more skill-based? Or are they more focused on behavior and culture fit?'
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All people have unconscious biases, so it is important for recruiters and employers to focus on hiring people based on their talents rather than looking for reasons they should not be hired.
How can interviewers and candidates best discuss possible accommodations?
In these circumstances, the individual being interviewed would be the one to bring it up, if at all. It really depends on the person, as well as the reason the jobseeker wishes to disclose. It's a personal choice. Once you've determined that you will disclose your disability, the timing of the 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 since each employer may have a different process.
If you request accommodations, focus on identifying your needs and highlighting tools or accommodations that work for you in other settings. You likely know what works best for you and can work collaboratively with your prospective employer to come up with solutions that lead to your success.
How does a company benefit from being more inclusive in its interview processes?
No matter the industry, it's always a good thing to discover untapped talent. And, clearly, to produce accessible and innovative products and services at any company or organization, you need to attract a diverse and inclusive workforce. By focusing on making our processes even more inclusive, we continue to find great talent that is contributing to our inclusive culture and design of our products.
This hiring approach can drive real impact. The benefits of these hiring practices have rippled across the company into how we approach all interviews — setting our candidates and interview teams up for success.
