The Invisible Barrier: Four Steps to Attract, Recruit and Retain a Truly Inclusive Workforce
Eagle London Agency
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As diversity continues to be the buzzword in marketing today, it is essential for companies to recognize the value of neurodiverse employees. Neurodiversity refers to the variety of differences in brain function and behavioural traits, such as autism, ADHD, dyslexia, and other neurological conditions. These individuals can bring a fresh perspective and unique skills to the workplace. Research shows that neurodiverse teams are more creative and innovative than neurotypical teams. Embrace neurodiversity and enjoy improved business performance, enhanced workplace culture, and strengthened employer branding. Take the lead in creating an inclusive environment.
Creating a neurodiverse workplace involves intentional efforts to recruit and retain individuals from different neurological backgrounds. Embracing neurodiversity is not just the right thing to do, but it also leads to better business outcomes. Here are our four tips to help you attract, recruit and retain a neurodiverse workforce:??
Educate yourself and your team about neurodiversity: Before you start recruiting neurodiverse staff, it is crucial to educate yourself and your team about what neurodiversity is and why it is essential to embrace it in the workplace. According to a study by Deloitte, roughly 10%–20% of the global population is considered neurodivergent. By educating yourself and your team, you can create a supportive and inclusive environment that fosters diversity and celebrates neurodiverse perspectives and skills.
Design an inclusive and accessible recruitment process: To attract neurodiverse candidates, organisations need to design an inclusive and accessible recruitment process. Those affected by Autism Spectrum Disorder have an employment rate of just 21.7% in the UK - the lowest of all employment disability rates. Using plain language, avoiding jargon, and providing clear instructions can help ensure that neurodiverse candidates understand the job requirements and application process. Additionally, allowing candidates to use assistive technology or alternative communication methods can remove barriers and showcase their skills more effectively.
Provide support and accommodations: Once you’ve recruited neurodiverse employees, it’s essential to provide support and accommodations to help them succeed in their roles. Simple changes such as noise-cancelling headphones, reduced expectations of small talk, and fixing faulty fluorescent lights go a long way in creating a safe workspace. According to a report by the UK’s Department for Work and Pensions, accommodations for neurodiverse employees typically cost less than 1% of the employee’s salary and can have a positive impact on productivity and job retention.
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Foster an inclusive and supportive workplace culture: A survey of 500 companies regarding their attitudes to hiring neurodivergent team members revealed that one-third of the group would not knowingly hire an individual with a learning impairment. Creating an inclusive culture where neurodiverse employees feel valued and supported is critical to retaining them. Encouraging open communication, providing regular feedback, and offering opportunities for professional development can help neurodiverse employees build their skills and contribute to the organisation’s success. Furthermore, creating an employee resource group or affinity group that focuses on neurodiversity can provide a safe and supportive space for neurodiverse employees to connect and share their experiences.
In conclusion, embracing neurodiversity can benefit organisations by fostering innovation, creativity, and more effective problem-solving. By following these four tips, organisations can recruit and retain neurodiverse employees who can bring diverse perspectives and skills to the workplace.?
Eagle London Agency is passionate about helping brands to become culturally credible. Since 2004, we have been driven by our desire for the ethnic story to be told. We believe there is a space for all to flourish in markets, and know that brands will have a greater success story when they understand the importance of diversity and inclusion.
We create Culturally Credible Brands.
I provide insights, direction and connections to organisations and marketers to make an even more impact by understanding how to amplify their message to appeal to a diverse audience.
1 年Great tips Eagle London Agency. This topic is so important as the drive for creating an inclusive workforce gains attention. Let's not forget that inclusion is not only about ethnicity, gender etc. Employers must pay attention to neurodiverse employees and create opportunities for them to thrive in the work environment.