Neurodiversity in recruitment: Why should I care?

There's an emerging idea that, just as all living species are biodiverse, human brains feature an innate diversity. Diversity of thought and personality is well-accepted, but what about function? Processing? Approach to learning? ?

??This is neurodiversity. Judy Singer, an Australian sociologist, first used the term in her titular honours thesis in the 90s; "Why can't you be normal for once in your life?"?

In practical terms, you'll hear it used to refer to Autistic people, ADHDers, dyslexics... those with a brain that functions differently to that of a 'neurotypical'. ?

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Why do we need the word 'neurodiversity'? ?

Isn't it creating more division? Why segment people based on whether they're 'neurodiverse' or 'neurotypical'? It's a common question. ?

Refer back to the example of Autism Spectrum Disorder - which affects over 1% of the UK population. Nearly 2 in every 100 people is Autistic. In the past, methods of 'treating' Autism aimed to minimise Autistic behaviours. The goal was for an Autistic person to blend in with everyone else, at the risk of their authenticity and comfort. ?

This purports that the Autistic brain has something wrong with it. That something can be 'fixed'. ?This is false.

Neurodiversity is not only a label, but a framework for approaching those with differing cognitive needs. ?

Within this framework, there is acceptance that a neurodivergent person will not think, act, or want to behave like a neurotypical person. Instead of forcing unnatural behaviours in the individual, the aim is to create understanding and a more tolerant world.?

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What's the point? Isn't this pandering to a minority??

It's a question many think but are too afraid to ask. Put simply, neurodiversity is more common that you realise. It's part of the fabric that makes up humanity. ?

?In the UK, the most common neurodivergences are:?

• Autism (700,000 diagnosed in UK; approx. 1.7% of population overall)?
• Dyslexia (est. 6.3mil in UK)?
• ADHD (est. 1.5mil in UK, <120,000 with formal diagnosis)?
• Dyspraxia (est. 1.5mil in UK)?
• Dyscalculia (est. 4-6% of population)?
• Tourette's (est. 1% of UK population) ?

To put this in context, 1.9% of the UK population uses a wheelchair. Although accommodations for those with diverse mobility needs are often sorely lacking, the idea that society should support those individuals is widely accepted. To accommodate those with diversity of mind then, should be a no-brainer. ?

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So why is neurodiversity talked about at work? ?

The workplace is historically an inhospitable place for neurodivergent people. Statistics back this up. For example, over 75% of Autistic people are unemployed. More are likely to be underemployed (in roles that don't reflect their true skill or knowledge levels). ?

The modern workplace often relies on a myriad of unwritten social rules and being the right 'culture fit'. However, the primary obstacle for many neurodivergent people is the recruitment process. ?

Applying for jobs is stressful for anyone. Although neurodivergences vary greatly, the application and recruitment process are not designed to accommodate anyone featuring an atypical brain or approach to work. ?

Don't believe us? Consider the following scenarios:?

• Written, timed tests - Dyslexics and Dyscalculics may find this extremely taxing or irreflective of their true skillset ?
• In-person panel interviews - Autistics may struggle with eye-contact, or force it (painfully), causing exhaustion and anxiety ?
• Vague, subjective requirements in job adverts - many neurodivergent people can be quite literal, and lack of clear explanation may result in immediate self-rejection ?
• Fluorescent lights, distracting open plan offices, etc. - Many neurodivergent people have low sensory thresholds, and may struggle to concentrate or feel comfortable in these environments ?

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What can recruiters do to be inclusive of neurodivergent candidates? ?

As over 20% of the UK population is neurodivergent (and over 25% in technology work cohorts), we don't believe neurodiverse inclusivity is optional, but essential.?

There are a few ways we at Big Red are opening the door to more neurodivergent candidates:?

1. Educating ourselves. We welcomed Marc Crawley from Diversita.co.uk recently to learn about Neurodiversity in more depth and take on actionable insights. ?
2. Writing job adverts in clear language and proofing for unconscious biases ?
3. Advocating for neurodivergent candidates to our clients?
4. Having an understanding of appropriate adjustments, so candidates get the best chance, and clients see them in the best light ?

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We understand that for many people, knowing your recruiter is not only sympathetic to your experience but understands it to some degree, can make a world of difference. ?

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Where can I learn more about Neurodiversity? ?

We'd like to direct you to Diversita.co.uk. Diversita is an organisation that has a passion and a mission to advise and empower neurodivergent technology professionals in seeking the right career opportunities. ?

Additionally, you can find information on our DEI page, where we have a spotlight on neurodiversity. ?

Notable LinkedIn accounts we're inspired by:?

• Amy Elliott ?
• Ellie Middleton?
• Sara Kelly?
• Leanne Maskell?
• Marc Crawley?

Want to speak to us about neurodiversity or adjustments? We’re here to listen and talk. You can email us at [email protected]. Or, send us a LinkedIn message.