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Neurodiversity training for HR

Neurodivergent people are more likely to be unemployed than any other disabled people. While 15-20% of people worldwide are estimated to be neurodivergent in some way, a massive 30-40% of those people are unemployed. For autistic people, the stats are even more depressing, with just 29% of autistic people in any kind of work. Very few workplaces offer neurodiversity training for HR, and we believe this kind of training is essential.

At Adjust, we’re passionate about getting neurodivergent people who want to work into the workplace, and helping businesses to keep them there. That means supporting them through every step of their recruitment journey, from applying for the job all the way through to any issues they may encounter at work.

To help update your hiring practices and retain more neurodivergent employees, we offer neurodiversity training for HR. Just reach out to Adjust today and we can figure out how we can support you. In the meantime, here’s our guide for HR professionals who want to support neurodivergent employees.

Inclusive job postings

If your workplace has already been given neurodiversity training for HR, you should make this immediately clear in your job postings. Even if you haven’t gone through neurodiversity training, if you are trying to make your workplace more accessible, you should explain in the listing that your workplace is neurodivergent inclusive and what that means to you. Do you offer flexible hours? Alternative modes of communication? Quiet spaces? Say all of that, and make it clear that applicants are not only welcome but will be supported. The application process itself should be clear, simple, and flexible. Avoid requiring rigid things like consistent previous employment–there are all kinds of reasons why a person might have been out of work, especially if they’re disabled. All that matters is that they’re looking for work now.

Structured yet flexible interviews 

If a neurodivergent person has applied and been offered an interview, they are likely very stressed about the process. There are many reasons why interviews are difficult for different neurodivergent people–if they’re autistic maybe they’re worried about being judged on their eye contact, or if they have ADHD maybe they’re worried about seeming visibly distracted. Make it clear ahead of the interview that you are willing to accommodate someone’s needs, and ensure that you know what they are. The interview should be exactly what you’ve told someone it’s going to be. Don’t spring unexpected tasks or questions on people, even if you think they’re fun!

Transparent hiring process

The hiring process can be long, drawn out, and very stressful–for anyone. If you haven’t yet had workplace neurodiversity training for HR, you might not realise how difficult it is to not know exactly what’s going to happen at every step of the way. You should have set dates for interviews and when they’re going to hear back about decisions made. Taking the stress of not knowing out of it could make a huge difference to a neurodivergent person’s distress during the hiring process, particularly someone who is autistic and therefore really struggles with uncertainty.

Support throughout employment

So you’ve hired a neurodivergent person–lucky you! Your workplace is going to be more diverse, productive and creative as a result. Hopefully, your hiring processes were smooth and onboarding was a pleasant experience for them. However, their need for support doesn’t end the day they get their contract. If you want to retain a neurodivergent staff member and stop them from burning out, you need to ensure that they have support from HR all the way through their employment. If they have that, they may stay with you for many years to come. You should get neurodiversity training for HR that enables them to work with neurodivergent employees to the best of their ability, understanding exactly what they need and how it can be implemented.

Handling issues in the workplace

Anyone could have a difficulty in the workplace at any time–not just neurodivergent people. But there may be an extra level of distress or diminished self-esteem if a neurodivergent person is struggling in the workplace. When it comes to handling issues, the process should be much the same as it would be for anyone, although they may need extra support through the process. Handle it with transparency, care and privacy, being upfront about what you can offer and how the workplace plans to better serve them in future. 

To learn more about Neurodiversity why not contact us to start your Neurodiversity conversation today.