Why Your Business Needs Neurodivergent Brains

Earlier this week, I shared a post on LinkedIn highlighting a disturbing statistic: 50% of employers have admitted to intentionally not hiring neurodivergent individuals.

Tamzin Hall PCC on LinkedIn: #neurodiversity #inclusion #leadership #diversityandinclusion… | 12 comments

Unsurprisingly, this statistic resonated with many, and I've received numerous messages expressing their lack of surprise.

In a time when we have the Equality Act 2010 and the Disability Discrimination Act, we should be striving to be an inclusive society. Yet, I can’t help but raise an eyebrow at the reality I see around us - evidence that inclusivity is still far from achieved.

It’s disheartening to think that we can intentionally discriminate and make people feel unwelcome. But the evidence suggests that this is exactly what’s happening.

This week, I also came across the appalling comments on Dan's post, filled with hatred and exclusion

Dan Harris FRSA on LinkedIn: #changetheworld #thejoshieman #nonspeaking #autistic #adhd #tjm… | 658 comments

With my psychology hat on, I can rationalise these behaviours - maybe people feel threatened, embarrassed, or just don’t understand neurodiversity. Perhaps past experiences or bullying have shaped their views. But regardless of the reason, this behaviour is unacceptable.

I recently shared a story on Julia's podcast about a manager whose neurodiversity was ignored, leading to destructive behaviour. After working with him, it became clear that feeling unheard was at the root of his actions. Stories like this motivate me to help.

Tamzin Hall PCC on LinkedIn: It was such a honour to speak on Julia Rogers, CPC, MCC, MA podcast…. I…

That’s why I’m dedicating this week’s blog to helping employers understand why neurodivergent brains are invaluable to their organisations. A diverse team is more successful than a homogenous one - research and science back this up.

Here are five reasons why every organisation needs to think outside the box, approach interviews with an open mind, and eliminate any stigma or misconceptions about neurodiversity:

1. Enhanced Problem-Solving and Innovation: Neurodivergent individuals often bring unique perspectives and approaches to problem-solving. Their ability to think outside the box can lead to innovative solutions that might not occur to neurotypical teams. This diversity of thought can be a significant competitive advantage in industries that rely on creativity and innovation.
2. Increased Productivity and Focus: Many neurodivergent individuals, such as those with ADHD or autism, can exhibit hyperfocus and attention to detail in areas they are passionate about. This can lead to higher productivity and exceptional quality of work, especially in tasks that require sustained attention or a deep dive into complex subjects.
3. Improved Team Dynamics: Diverse teams that include neurodivergent members tend to perform better because they bring varied perspectives that challenge conventional thinking. This diversity encourages more dynamic discussions, leading to better decision-making and a more inclusive workplace culture.
4. Access to Untapped Talent Pools: By embracing neurodiversity, employers can tap into a pool of highly talented individuals who are often overlooked due to traditional hiring practices. These individuals may possess exceptional skills in areas like pattern recognition, analytical thinking, or creativity, which are valuable in many roles.
5. Strengthened Corporate Reputation and Inclusivity: Companies that actively support neurodiversity send a strong message about their commitment to inclusivity and equality. This not only enhances their reputation as forward-thinking and socially responsible but also attracts a broader range of customers, clients, and employees who value diversity and inclusion.

These reasons demonstrate how hiring neurodivergent individuals can bring significant benefits to an organisation, both in terms of business outcomes and creating a more inclusive work environment.

I completely understand that you only know what you know. So I’d love to help you create an inclusive interview process for neurodivergent staff.

Here are five practical steps to ensure your recruitment process is truly inclusive:

1. Review and Revise Job Descriptions: Ensure your job descriptions are clear, concise, and focused on essential skills rather than broad, non-essential requirements. Avoid using jargon or phrases that might discourage neurodivergent candidates, such as "excellent communication skills" if they aren’t critical for the role. Instead, focus on the core competencies needed for the job.
2. Provide Alternative Application Methods: Offer different ways for candidates to apply, beyond the traditional CV and cover letter. For example, allow for video introductions, work samples, or practical assessments that let candidates demonstrate their abilities in a way that suits their strengths. This can help neurodivergent candidates showcase their talents more effectively.
3. Train Interviewers on Neurodiversity Awareness: Ensure that everyone involved in the recruitment process is trained on neurodiversity awareness. This training should include understanding different communication styles, recognising unconscious biases, and learning how to create a comfortable interview environment. This helps to ensure that neurodivergent candidates are assessed fairly and on their merits.
4. Offer Accommodations and Flexibility: Clearly communicate that accommodations are available during the recruitment process. This could include offering more time for tasks, allowing candidates to interview in a format that suits them (e.g., via video rather than in person), or providing interview questions in advance. Flexibility can help candidates feel more at ease and perform at their best.
5. Assess Skills Over Social Cues: During interviews, focus on evaluating a candidate's skills and how they align with the job requirements, rather than their ability to engage in small talk or maintain eye contact. Neurodivergent candidates may not conform to typical social expectations, but this does not diminish their ability to perform the job successfully. Shift the focus to what truly matters for the role.

Implementing these steps can make a significant difference in creating a recruitment process that is inclusive, fair, and welcoming to all candidates, including those who are neurodivergent.

If you don’t know how to help your leaders achieve this, that’s okay. We all have our areas of expertise, and that’s where I can support you. If you're interested in learning how to conduct inclusive interviews, reach out to me—I’m here to help.

Our children and future generations depend on us to get this right. I’m committed to championing neurodiversity in the workplace, but we still have a long way to go. We can only succeed if we work together, collaborate, and take a stand to ensure that every brain, no matter how it functions, has a place in our organisations.

If you’re struggling to think outside the box, let’s chat .