Neurodiversity Hiring: How Inclusion Drives Creativity and Innovation

Research shows that diverse teams outperform industry averages, generating up to 35% more revenue than less diverse competitors. The average hiring manager is likely to consider race, gender, culture and different life perspectives. However, one area they may inadvertently overlook is neurodiversity. Seeking individuals with autism, ADHD or other neurocomplicities expands the abilities of the entire team.

People think in different ways, so including those who are neurodivergent can bring fresh ideas to the table that the team might not have considered. The result is a more rounded decision-making process. The team will likely become more productive as a wider variety of ideas allows the team to settle on the best solutions. Finding unconventional methods of dealing with problems can also give a brand an edge over similar companies.

What Is Neurodiversity Hiring? 

When prioritizing neurodiverse hiring, human resources (HR) staff and company leadership make concerted efforts to recruit individuals with neurocognitive differences. Spend time adapting your processes to ensure descriptions and expectations are clear. Make changes to create a positive interview experience by customizing your methods to meet the needs of all types of individuals.

Let candidates know what to expect. People with neurodiversity can prepare accordingly for the interview process. These individuals then go on to develop a work culture that allows them to share who they are rather than having to mask their thinking to fit in.

Adopting better hiring and retention strategies for neurodivergent individuals can change your organization for the good. Neurodivergent individuals thrive in a welcoming environment and excel in problem-solving and creativity.

Researchers estimate around 25% of chief executive officers may be dyslexic. However, they often cover the fact to fit in with the masses. When leaders share their struggles, they can pave the way for an organization that embraces thought diversity. 

Bill Gates, who has ADHD and dyslexia, frequently speaks about his struggles with a traditional education. His strengths helped him build a net worth of $113 billion and a company that's a household name. Microsoft is filled with people who think outside the box and thrive in a company culture that embraces diversity. 

If you want to create a company that edges out the competition, hire a wide range of individuals with varied abilities and backgrounds. 

Adopt these best hiring practices for neurodiversity in the workplace:

1. Rework Your Job Descriptions

Keep language simple so those considering applying understand the role’s responsibilities. Look for skills the job doesn’t require and remove them. 

For example, a job posting for a software developer includes “outstanding verbal presentation skills” as a required qualification. While a candidate with autism might have exceptional coding abilities and problem-solving skills, they may pass over the role, assuming they don’t meet that communication standard—even though the job itself rarely involves presentations. 

By reassessing your job descriptions, you can remove barriers like this. Instead, focus on the skills that directly impact success in the role, like “proficiency in Java or Python” or “ability to debug complex systems.” Removing vague or irrelevant requirements ensures you’re attracting the talent your team truly needs. HR should identify the specific skills needed for the role by talking to those already working in the same or similar position and revamping descriptions.

Think about where creative types excel and rework those position descriptions first. Where would your team benefit the most from adding neurodiverse individuals? Include anyone on your team who is neurodiverse and get their input about what turns them off in the job description so you can fix it.

2. Contact Neurodiverse Organizations

Let local organizations and chapters know you seek people who think differently to foster a more creative and inclusive work environment. Some groups you can work with include groups like, Autism Speaks, Society for Neurodiversity and The Neurodiversity Alliance help connect candidates with companies seeking neurodiverse talent.

Around 15%-20% of people are neurodivergent, so you'll open your doors to a bigger pool of job candidates. Your website should explain that you're open to working with individuals with autism, ADHD, dyspraxia, dyslexia, dyscalculia and dysgraphia, to name a few. Highlight the work environment and how the company culture adapts to each individual’s needs. 

3. Customize Interviews to Individuals

Not all people thrive in a one-on-one, face-to-face interview. Be open to meeting with candidates in different ways, including phone interviews, virtual meetings and simulated work situations. A person who has trouble gathering their thoughts when challenged with a question may excel when they can show off their skills.

Someone who’s neurodivergent might freeze when asked a direct question. Imagine your brain coming up with a dozen answers and trying to sort through them while someone waits for your response. The entire process produces extreme anxiety for some neurodiverse individuals. One thing you can do to make them more comfortable is provide questions in advance, so they can think through their responses.

4. Create a Welcoming Work Environment

Neurodiverse people often face challenges in the workplace related to sensory overload. They may have trouble managing their tasks because of difficulty prioritizing. Some things you can do to improve the environment include: 

• Create a prioritized list of tasks. Make priorities clear — for example, label crucial items as “A” and less important tasks that can wait as “B” or “C.” This lets someone having trouble narrowing their focus know what to work on first. 

• Reduce clutter. Around 77% of workers say clutter harms their productivity, though for a neurodiverse staff member in particular, a plethora of stuff can immobilize them. Provide trash cans, drawers and cubbies beside employees’ desks for easy organization.

• Create a welcome kit. A welcome kit that includes a handbook and information on the company and the employee’s specific team will help them understand company policies and feel appreciated.

Companies can implement many different programs to make all new employees feel welcome no matter what their unique traits might be. For example, you might add a quiet/medication room for when people become overwhelmed by the noise and activity in an office setting and need a break.

Allowing neurodiverse individuals to work remotely can allow them to thrive. Many feel most comfortable in their houses, where things are set up to meet their needs. Offering work-from-home or hybrid options can be a good hiring and retention strategy for brands wanting to acquire and retain neurodiverse talent. 

5. Help Employees Develop Emotional Intelligence (EQ)

HR can create programs to foster a sense of inclusion and acceptance in the workplace. One of the biggest issues many neurodiverse people face at work is bias and prejudice. They may have a different communication style that turns others off. Without empathy and understanding, they may struggle to find their place and make work friends. 

Studies show around 90% of top staff score high in emotional intelligence. At the same time, EQ can impact 58% of workplace performance. EQ is something people can learn by working to understand those around them and put themselves in another’s shoes. The better the EQ in your organization, the more neurodivergent new hires will feel heard and welcomed. 

6. Tweak Training Programs

Company leadership must learn to focus on improving and adding to individual strengths, which can vary from one employee to the next. Rather than offering a single workshop or training session, HR should find programs that best meet the needs of each employee in each department.

Career Circle offers targeted DEI training to create an inclusive workplace. Diverse perspectives drive innovation and improve team performance. 

Talk to your staff about how they absorb information best and what scenarios stress them out. For everyone to thrive, their personal needs must be taken into consideration. 

A Future of Inclusiveness

Expanding your employees to include more neurodiverse individuals brings advantages such as better problem-solving sessions. By tailoring roles to meet the skills of each employee, you'll see increased productivity. When the team comes up with solutions more rapidly and implements them through a diverse workforce, where each person applies their top skills to the project, you’ll see increased profits and happier clients.

Companies can scale their neurodiversity inclusion by using CareerCircle's TalentConnect, which allows bulk resume downloads, community partner sourcing, multi location search, customizable search cards, and more. 

Written by Content Contributor: 

Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of Designerly Magazine or as a staff writer at sites such as HR.com and Clutch.co.