Posts in Recruitment
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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