Interviews are just the first step for Neurodivergent employees

Getting to an interview is a challenge; application forms, psychometric testing, and then managing the interview process demonstrates why only 22% of people with ASD are employed. Even disclosing a Neurodiverse condition is unlikely because of stigma and perceived discrimination – it’s like someone reliant on a wheelchair being asked to leave it outside the building.

Common workplace challenges will be with memory, organisation, time, communication, and concentration. Offering flexible start times, working from home, quiet workspaces, visual reminders, information on audio or succinct actions – these can support all employees.

Every organisation thrives with a Neurodiverse workforce; if you need problem solvers, intense hyper focus and creativity hire those with Autism Spectrum Condition (ASD) or Attention Deficit Hyperactivity Condition (ADHD). Developing a professional career with your Neurodivergent employee will reap rewards professionally.