Neurodiversity: Lets talk best practice.

Holly Martin

Neurodiverse conditions sit on a spectrum and as with other forms of diversity, are unique to every individual. This can make it difficult to create a ‘one size fits all’ approach when making reasonable adjustments for neurodiverse individuals. However, making reasonable adjustments for neurodiversity is essential for organizations to harness its benefits, and a legal requirement for organizations under the UK’s 2010 Equality Act and international equivalents.

The Thomas psychology team have conducted extensive research to investigate differences in assessment scores between different groups. Some minor differences have been found between self-described neurotypical and neurodiversity individuals in some areas and assessments. But due to the complexities in the data being collected, it is difficult to draw robust conclusions.

Nevertheless having a recruitment process that creates psychological safety around
neurodiversity can help ensure a positive candidate experience.

Here are the crucial steps we believe are essential:

• Make it clear from the outset of the recruitment process, and especially
  prior to taking an assessment, specifically what is expected of candidates, so that they can evaluate whether they are likely to be impacted during the process, and to what degree.
  
• Communicate with candidates in a way that allows them to feel comfortable disclosing any neurodiverse condition that may be relevant. Do not force candidates to undertake an assessment if they do not feel comfortable doing so. You can download two templated letters here
  
• Do not make a decision about a candidate because they haven’t taken
  an assessment. Neurodiversity is diverse, and studies show that it has
  many benefits for organizations, including improving team productivity
  and advancing innovation
  
• Reassure candidates that neurodiversity will not adversely affect
  their application by providing guidance about the adjustments to the
  decision-making process and interview weighting should they choose
  not to take an assessment. For example, “Instead of this assessment,
  we will ask you to complete a different kind of assessment, or if that is
  not possible, the interview will be given greater weight in the selection
  process”.

How do you adapt your recruitment practices to provide a supportive and positive experience for neurodiverse applicants?

Share below.

For more information on this topic, visit the Neurodiversity and Psychometrics blog or download our fact sheet below.

Neurodiversity factsheet 1 (3).pdf