Everyone knows that diversity in the workplace matters.  However, diversity goes beyond what we can see. Neurodiversity—the natural variation in how people think, learn, and process information—is just another aspect of human difference, like having a different hair colour or preferred working style. And just like any other form of diversity, embracing neurodiversity can bring fresh perspectives and strengths to your business.

Why Neurodiversity Is Just Good Business

Every individual brings something unique to the table, and neurodiverse talent is no different. Whether it’s someone with autism who excels in logical thinking or an employee with ADHD who thrives on fast-paced problem-solving, neurodiverse individuals contribute their own valuable skills.

For many roles, it’s these different ways of thinking that can lead to innovation and success. A company that is open to and aims to attract people who process information differently is simply expanding its pool of potential talent and creativity.

Inclusive Hiring: Small Adjustments, Big Gains

When it comes to hiring neurodiverse candidates, the focus should be on finding ways to make the process accessible for everyone—just like you would for any candidate with a different background or experience. Here are a few ways to ensure you’re bringing in the best talent:

 Simplify Job Descriptions

Focus on the core skills and tasks of the role, avoiding unnecessary jargon or long lists of “nice to have” requirements. It helps all candidates, not just neurodiverse ones, understand what’s really important.

Rethink Interviews

Interviews can be nerve-wracking for anyone. Offer a flexible approach, like allowing candidates to review questions ahead of time or incorporating practical exercises that demonstrate their abilities. Not everyone shines in traditional interview settings, so creating options can help you find the best fit.

Collaborate With Experts

Consider working with organisations or consultants who specialise in neurodiversity hiring. They can offer insight and help you tap into a wider talent pool, but the goal is to find talented people, just like you would through any other hiring channel.

Creating an Inclusive Work Environment

Once a neurodiverse employee joins your team, the focus should be on making sure they feel just as comfortable and supported as any other employee. It’s all about recognising that different people may need slightly different tools to thrive.

 1. Flexible Onboarding and Training

We all learn in different ways, so offering a bit of flexibility in how training is delivered just makes sense. For some, clear, step-by-step guidance works best; for others, hands-on learning is key. Having a flexible approach helps everyone settle in smoothly.

2. Simple Adjustments

Whether it’s offering flexible working hours, allowing the use of noise-cancelling headphones, or creating a quiet workspace, small adjustments can make a big difference to a neurodiverse employee’s comfort. It’s about finding what works for each individual.

3. Fostering Connection and Support

 Pairing new employees with a buddy or offering access to a support network helps everyone, not just neurodiverse team members, feel like they’re part of the team. It’s about building a workplace where everyone can thrive.

4. Awareness and Training

Just like we train employees on effective communication and teamwork, introducing a bit of neurodiversity awareness can go a long way. The aim is to ensure that everyone understands and respects different working styles, leading to a more inclusive culture overall.

One simple way to do this is using an ‘About Me’ Fact sheet where individuals can set out what works for them and what doesn’t, in work setting! 

 Hiring inclusively is about recognising that everyone thinks and works differently. By creating an environment where diverse thinking is celebrated, you can tap into a wealth of untapped potential.