5 Questions You Need to Answer Before Starting a Neurodiverse Hiring Program

Thinking of setting up a neurodiverse hiring program? Maybe you’re just looking to starting hiring more talent from this pool of people as part of your normal recruitment rhythm.

No matter what your reasoning for beginning, there are a number of key steps that you want to be aware of as you get started.

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Managing Performance of Neurodiverse Staff

Managing staff requires a mix of guiding through missteps and mistakes. Encouraging continued good work and dealing with the odd interpersonal challenge. This is no different when it comes to neurodiverse staff. But, this is often an area of uncertainty for many managers new to supporting a neurodiverse employee.

When establishing an inclusive workplace it's important to treat all people equal. Making distinctions on how one person is treated versus everyone else fosters exclusion.

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4 Lessons From 3 Creative Minds

An area that I find interesting and I believe many others do also, is that of creativity. What is it? And is it something that can be learnt, developed and harnessed?

Through an exploration of three well known creative figures, I had hoped to gain some insight into potential answers to these sorts of questions.

Whilst a sample size of three is clearly not going to be statistically significant, there were a number of key insights that can provide some useful lessons regardless.

The three people that were the subject of this ‘grueling’ analysis were James Dyson, Richard Branson and Thomas Edison. You might be wondering why the inclusion of Edison, he’s a little of out time with the other two.  

The rationale was that including someone from the previous century (or two) would provide an interesting perspective as to how pervasive (over time) any insights might be.

I had hoped to see if any lessons we might learn would likely have future validity beyond the here and now.

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3 Neurodiverse Hiring Program Structures

When it comes to establishing a deliberate approach to increasing organisational diversity, creativity and performance, a neurodiverse hiring program is certainly a growing ‘go to’. The question for many organisations starting out though, is how? 

In simple terms there are really 3 primary formats that any organisation can take. In this post I’ll explore each in turn along with some thoughts on pros, cons and what considerations might be relevant for your organisation.

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How to Hire Autistic, Dyslexic or Other Neurodiverse Staff

The first and typically the last hurdle that most neurodiverse job candidates face is the recruitment process.  From sometimes long, repetitive and occasionally ambiguous application forms to panel interviews and assessment centres that generally only serve to highlight the challenges these candidates may have with social interactions, there are a number of stages where job candidates will stumble. 


However, there are many minor adjustments that organisations can make to their processes that will allow neurodiverse candidates to demonstrate their strengths and character.

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The Benefits of Hiring Neurodiverse Employees

Many people who identify as being neurodiverse, which covers neurological conditions such Aspergers, Autism, ADHD and Dyslexia, are reported as being under supported at work.

 
Australian and international statistics also indicate that between 52% and 60% of people with a disability or neurodiverse are unemployed.  This does not include the large numbers that are underemployed (employed less than 32 hours a week) where they have the capacity and desire to work more.


With the often highly valuable workplace strengths that neurodiverse people possess, this represents a significant opportunity for organisations to access a capable and willing pool of talent.

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