One of your employees came to you and asked for accommodations for autism or ADHD. As a manager, you want to support your employee, but you realize you’re out of your depth. What accommodations are available? You wonder how your team navigates social situations to ensure they are comfortable. Luckily, you have come to the right place. As an autism therapist in Illinois and California, I have a wealth of experience and resources for you to use! So, use this blog post as a starting point. You’ll be well on your way to ensuring you are supporting your neurodiverse employees.
What is Neurodiversity?
- Autism
- ADHD
- Dyslexia
- Dysgraphia
- Dyspraxia
- Among others
Those who are neurodiverse bring many strengths to the workplace. They are often overlooked because their social skills are different from those of neurotypical people. In this blog post, we are going to focus on hiring neurodiverse people. And, how to ensure their success once they are in the workplace.
How does your company benefit from hiring neurodiverse adults?
There are often assumptions about autistic and neurodiverse people. These can often prevent them from consideration for jobs. Many believe autistic people are nonverbal or have issues that make them unemployable. Because of these assumptions, autistic and neurodiverse people have higher unemployment rates than any other class of disability. According to a study by Drexel 58% of young people with autism are unemployed. In addition, an even greater number experience underemployment.
But, autistic and neurodiverse employees are a great value add to your organization. They often have strengths in areas many neurotypical people do not. For example, autistic people tend to specialize in areas they know more about than others. People with ADHD have the ability to hyperfocus and be very productive when they are on a project. Autistic people often succeed in tech jobs where there is less social interaction. and many succeed in arenas across the company. For example, neurodivergent people tend to think outside the box. As a result, they can come up with creative solutions to problems. They are also adept at optimizing workflows and identifying sticky spots.
Employers will get the most productivity and best work from their neurodiverse employees by providing appropriate workplace accommodations. Feeling understood, listened to, and respected leads to greater company loyalty, as well. Masking can lead to burnout and the need for medical leave from work. But, when an employee provides workplace accommodations, their neurodiverse employees are less likely to experience burnout. They are also less likely to need medical leave, which is a win-win for both employee and employer.
Recruiting and Hiring Neurodiverse Adults
The hiring processes set up in most companies highlight behavioral interviews. These focus on social skills and selling oneself in a cover letter and resume. You may intend to create a program to hire neurodiverse individuals. Or, you may want to make your hiring process more inclusive of those who think in different ways. Regardless, these tips will help you to create an inclusive, more diverse workplace.
Hiring Neurodiverse Employees
When hiring neurodiverse candidates, there are certain things you should keep in mind. Doing so will make the process as friendly as possible to the way their brains work. One way to be more inclusive in your hiring practices is to use specific language in the job description. And, throughout the process. Many neurodiverse people see the world as black and white. So, a turn of phrase or vagueness in responses may lead to confusion or misinterpretation.
Neurodiverse job seekers will also often not apply for a job unless they meet all the requirements listed. It is advisable to have a shorter list of required skills. Then, another list of bonuses that may be preferred. You might be missing out on the most qualified candidates by having too narrow of a job listing!
Interview Methods
The way most companies interview applicants is based on behavior. Instead of assessing the skills required for the job, social skills and “culture fit” get determined based on one’s behavior. This interviewing style puts neurodiverse people struggling with social skills at a disadvantage. When possible, a skills-based approach should be taken. Especially for applicants who are entering the workforce and may not understand professional etiquette yet.
Working with your hiring team can go a long way in hiring neurodiverse individuals. You can address and mitigate bias against people with autism and what a “culture fit” looks like. Lack of eye contact doesn’t always mean someone lacks confidence. They may instead struggle with maintaining eye contact because they are autistic. If your culture is very social and relies on unspoken rules, think about how you can get those rules in writing. Even the things which seem very obvious to you. Many neurodiverse people don’t pick up on these rules and are at a loss on why things work the way they do.
Being clear about what the interview process will look like is also encouraged. Who and how many people will be attending the interview and what general questions are asked? These are important details to an autistic job hunter. Knowing what things will look like mitigates anxiety. Doing so allows the individual to know what things may look like moving forward.
It is also important to explain things in brief, clear statements.
Turns of phrases are often misinterpreted. Vague language can also be confusing. For example, a supervisor asking if someone is working on a certain project can be interpreted as “are you currently working on this project at this very moment?” They may also interpret it as “is this project getting worked on at some point soon?”
Many neurodiverse individuals are un or underemployed. But, they deserve the opportunity to work a job that is fulfilling for them. Inclusive hiring practices help not only autistic people, but also your bottom line. An autistic employee can be a great addition to your team. You only have to learn to work together to navigate the workplace.
Begin Working with an Autism Therapist in Chicago, IL for Neurodiverse Adults
You deserve support in finding a rewarding job as a neurodiverse adult. Our team of caring therapists would be happy to offer support via online therapy in Illinois or California. To start your therapy journey, please follow these steps:
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Reach out to our autism therapy practice to schedule a free phone consultation
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Meet with us for a 1-hour online intake meeting with an autism specialist. This will help us decide which services will be the best fit for you
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Begin gaining resources to improve your career!