Neurodiversity 101: What's your neurodivergent bias?

“The eye sees only what the mind is prepared to comprehend.”― Robertson Davies

Do you have biases that you didn't even know were there.... We don't know what we don't know! Cognitive biases shape how we behave. If we think most people do X then we are more likely to do X too.

Korteling and Toet discuss:

"These intuitive and subconscious tendencies are at the basis of human judgment, decision making , and the resulting behavior "

Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. We can all hold unconscious beliefs because as a human species we like to categorise people and then we make assumptions on a specific grouping.

Conscious and unconscious bias can prevent your hiring teams and managers from objectively assessing candidates from a neurodiverse talent pool. McKinsey tell us that?AI can both bake in bias (and at scale) ?and could also reduce bias by automating decisions.Even if it is subconscious––they can prevent neuroinclusive practices from occurring in your organisations.

Change makes people fearful and question their own skills. We usually go with the grain and not against it...

?“Collective fear stimulates herd instinct, and tends to produce ferocity toward those who are not regarded as members of the herd.”

―?Bertrand Russell,?Unpopular Essays ?

Having to change our own behaviours because someone else tells us to can cause feelings of resentment. This is especially true if we are feeling under pressure too.

We also tend to prefer people like us and gravitate towards those whose culture, education and background are like our own. Everyone loves someone who laughs at the same jokes!

But can we really change how you think and act?

I am always an optimist.Maybe you can when you gain some awareness and greater insight.

“It is useless to attempt to reason a man out of a thing he was never reasoned into.”― Jonathan Swift

What sort of ND biases do you have?

Eye Contact Bias: Some neurodivergent individuals may have difficulty with or avoid making direct eye contact, which if you did not realise this could be misinterpreted as disinterest or dishonesty.

*What can you do? Focus on evaluating communication skills and content rather than fixating on someone 'looking you in the eye.' Understand that eye contact may also vary based on cultural and individual differences.

Small Talk Bias: Neurodivergent candidates might struggle with 'small talk' or social chit-chat, which could lead to an inaccurate perception of their interpersonal skills. We try with the best intent to make someone feel comfortable but for some talking about the weather, or time of year can be difficult for some people to grade. Do you ask questions back about that person's life too..?

*What can you do? Assess the candidates' ability to communicate effectively within a professional context, always focusing on relevant skills and experiences for the job itself.

Non-verbal Communication Bias: Misinterpretation of nonverbal cues, such as facial expressions or body language, might lead to biased judgements about a candidate's enthusiasm or confidence. Someone's tone of voice may be flat and lack variation for example.

*What can you do? Focus on direct verbal communication ( the content) during interviews. Consider that some neurodivergent individuals may have different nonverbal cues to you.

Neurotypical Assumption Bias: Assuming that all candidates will demonstrate the same social behaviours or communication patterns can overlook valuable perspectives. Anxiety may present in different formats. Some people may find sitting still difficult to do, or look at their hands rather than you... they may take longer to process information...

*What can you do? Recognise and appreciate diverse communication styles. Emphasise skills, qualifications, and job fit rather than expecting uniform social behaviours.Understand your own preferred style.

Time Pressure Bias: Neurodivergent candidates might need more time to process questions or formulate responses, leading to the perception of slower thinking.

*What can you do? Allow extra time during interviews to ensure candidates have the opportunity to showcase their abilities and thought processes fully. Be ready to repeat information and check for understanding. Reframing the question can also be helpful.

Pattern Recognition Bias: Relying on patterns of typical behaviour might lead to overlooking candidates who present differently due to their neurodivergence. Are you expecting a set response because that is what you have always used as a measure till now? You may expect in an interview a rapid response to a question... but you don't actually need this in the job... but this is the pattern of behaviour we are judging this person on.

*What can you do? Evaluate candidates based on the specific requirements of the job rather than fitting them into preconceived moulds.

Social Norm Bias: Favouring candidates who conform to societal norms of communication and interaction might result in missing out on unique talents from neurodivergent individuals.

*What can you do? Focus on a candidate's ability to contribute to the team and excel in the role, rather than their adherence to conventional social norms.

First Impression Bias: Forming judgements based on initial interactions might unfairly disadvantage neurodivergent candidates who need time to acclimate to new situations. ..."don't judge a book by its cover"

*What can you do? Provide opportunities for multiple interactions and potential to use different assessment approaches to gain a more accurate understanding of each candidate's capabilities and match these to the skills you actually need and want to see.

Lack of Flexibility Bias: Expecting candidates to adapt to the interview process without accommodating their individual needs could disadvantage neurodivergent individuals. This can be a case of everyone doing a presentation when it may not be essential for the job itself and you ending up judging the wrong set of skills...or delivering an assessment via MCQ which may favour certain delegates... and could end you up in a tribunal!

*What can you do? Offer flexible interview formats and environments to accommodate different communication styles and preferences.Provide information before the interview process so people know what to expect and to consider what adjustments need to be offered.

Blog Author

I am Amanda Kirby, CEO of?Do-IT Solutions ?a tech-for-good company that delivers thought provoking consultancy and neuroinclusive guidance and training. We have developed cutting edge web-based screening tools that have helped 10s of 1000s of people. We strive to deliver person-centered solutions relating to neurodiversity and wellbeing.

I am a mixed bag of experiences and skills, an odd ball... and have 25+ years of working in the field of neurodiversity.

I am a medical doctor, Professor, and have a Ph.D. in the field of neurodiversity; parent and grandparent to neurodivergent wonderful kids and am neurodivergent myself.

Theo Smith and I wrote the UK award-winning book?Neurodiversity at Work?Drive Innovation, Performance, and Productivity with a Neurodiverse Workforce . My 10th book came out called?Neurodiversity and Education ?in March this year and excitingly Theo and I have another book coming out next year!