Tech Issues Explained: Neurodiversity

Welcome back! In this series from the editorial team behind Microsoft On the Issues , we are breaking down topics at the intersection of technology and public policy – and exploring how they impact your life. On the agenda this month: neurodiversity hiring.?

At Microsoft we know neurodiverse teams benefit from increased productivity and innovation, because diverse thinking is the reason great things happen in the workplace and beyond. While there is growing support for businesses to have inclusive hiring programs that support neurodivergent employees, according to a survey by technology group Texthelp, there’s also a lack of understanding about neurodiversity.?

So, what is neurodiversity? And how can we better understand and be inclusive of neurodivergent populations??

Neurodiversity refers to the variance of how the brain can work and interpret information. It highlights that people think about things differently, have different interests and motivations, and are naturally better at some things and poorer at others. In the words of Harvard Health Publishing, there is no one “right” way of thinking, learning, and behaving.?

Australian sociologist Judy Singer coined the word ‘neurodiversity’, and it has generated an inclusive movement and community. The term includes conditions such as autism, ADHD (attention-deficit/hyperactivity disorder), dyslexia, dyspraxia, dyscalculia, dysgraphia, and Tourette syndrome. Neurodiverse conditions and associated traits do not affect individuals uniformly. Rather, the traits of each condition will affect individuals along a spectrum/continuum of intensity. ?

As many as 20% of people around the world are neurodivergent , according to research published in the National Library of Medicine. One in 44 people is autistic and 1 in 10 has ADHD , according to figures from the Centers for Disease Control and Prevention (CDC). Around a tenth of people are dyslexic , according to the US International Dyslexia Association.

What does this mean in the workplace? And how can companies improve their approach?

Research by Drexel University in the United States shows that autistic young adults have some of the lowest employment rates , while figures from Deloitte suggest an estimated 85% of autistic people in the U.S.?don’t have a job, compared with around 4% of the general population. Elsewhere, research from the Office for National Statistics in the United Kingdom shows that just a fifth of autistic adults are in employment .?

Interviewing for a job can be an incredibly stressful experience for anyone looking for employment. But for neurodiverse candidates, who may have social difficulties and miss nonverbal cues, the experience can be challenging. This kind of social anxiety could cause individuals to freeze up and be unable to think on the spot, and ultimately be unable to respond in ways that communicate their knowledge and experience. ?

Forward-thinking businesses are seeking to bring more neurodiversity to their teams, recognizing that greater inclusion brings more perspectives and skills to the workforce, according to the World Economic Forum.?

This can mean adapting the recruitment process. Some neurodivergent people struggle with social dynamics and navigating new environments, while traditional interview questions, based on hypothetical situations rather than skills and experience , can cause confusion, says HR agency Randstad. Taking steps to minimize distractions and setting expectations at the start of the interview can help candidates.?

The newly launched Neurodiversity Career Connector hosts job listings by U.S. employers seeking neurodivergent applicants. The site was launched by the Neurodiversity @ Work Employer Roundtable , a group of nearly 50 companies with neurodiversity hiring programs and support systems for new employees. Microsoft Director of Inclusive Hiring and Accessibility Neil Barnett co-founded the group , which wants to reduce employment barriers and improve neurodiversity in the workplace.?

Before companies can list jobs on the site, they must have a neurodiversity hiring program in place for at least a year and be public about it. That usually means having trained recruiters, coaching, and supported interviews with detailed guidance that include extra breaks.?

Professional services firm EY has created several Neuro-Diverse Centers of Excellence to underpin its strategy – starting with a pilot in 2016 – and has hired more than 300 people in seven countries using a model that focuses on skills rather than social norms. Other companies with neurodiversity initiatives include Deloitte and JPMorgan Chase .?

Microsoft has its own neurodiversity hiring program that has led to the hiring of around 200 people across its engineering and business disciplines. Recruitment through this program is often spread out over several days, with some parts happening virtually and others taking place on the Microsoft campus. This video shows what the interview process might look like .?

What people are saying:

What can you do?

Learn about what it means to be neurodivergent and how to foster inclusive workplaces for neurodiversity: What is neurodiversity? – Harvard Health

Consider some training, like an autism at work course, or one covering disability and inclusion in the workplace: Yang Tan Institute – eCornell

Start a neurodiversity-focused hiring initiative: Neurodiversity @ Work Employer Roundtable – Disability:IN (disabilityin.org)

Attend ability hiring events: Disability Hiring – Global Diversity and Inclusion at Microsoft

Share your experiences, or any current programs you’re working on in this area, in the comments.

You can check out more from the On the Issues team on accessibility in the workplace and beyond .??