Hiring staff with neurological disabilities: What you need to know

So, to help you, here are a few things to note about hiring staff with neurological disabilities.

21:54 03 October 2024

Diversity in the workplace can really help a business thrive, with people of all conditions and backgrounds all bringing different skills and outlooks.

When it comes to neurodiversity, millions of people live with the likes of autism, ADHD, dyslexia and other cognitive disabilities, and people living with them can often bring a unique set of skills to the workplace.

However, when it comes to hiring people with a neurological disability, employers do need to understand how to create an environment in which those living with the conditions can thrive. So, to help you, here are a few things to note about hiring staff with neurological disabilities…

Understanding Neurodiversity

Naturally, the place to start is understanding neurological differences. Just as people with physical disabilities may need the workplace adapting, so may those with cognitive differences, such as dyspraxia, Tourrete syndrome or autism.

Employers should understand people may process information differently, so it’s important to cater for them, especially because if they do, it can become a real strength of the business, leading to innovative thinking, strong attention to detail and creative ways to solve problems. What’s more, by understanding neurodiversity and adapting your approach to business, you can tap into a much wider talent pool.

Legal Considerations and Obligations

Employers will also find that they do have a legal duty to ensure that their hiring practices are inclusive. The Equality Act 2010 protects those with disabilities from discrimination in the workplace, which does, of course, include those with cognitive disabilities.

Therefore, during the recruitment process and in the workplace, those with neurological disabilities should be supported. That can differ for each person. It may be that you need to be more flexible with hours of work, provide assistive technology, or change the way you communicate. What’s more, you want to create an environment where staff, or prospective staff, feel comfortable in sharing their disability with their employer. If they do feel comfortable, then you’re going to get the most out of them in a business.

Adapting the Recruitment Process

The traditional hiring process may inadvertently exclude neurodiverse candidates. For example, lengthy interviews, reliance on eye contact, or open-ended questions can be challenging for someone with autism or ADHD. It’s important to recognise that these elements of the process may not reflect a candidate’s true abilities.

To make the recruitment process more inclusive, consider offering alternatives. Providing written questions in advance, using skills-based assessments rather than purely interview-based methods, or allowing candidates to present their work portfolio can help. You may also wish to provide a quiet, calm environment for interviews and ensure that clear, structured communication is used throughout the process.

In addition, offering work trials or internships can be an excellent way to assess a candidate’s practical skills and fit for the role, without relying solely on formal interviews.

Creating an Inclusive Workplace

Once a neurodiverse employee is hired, it’s important to ensure that the workplace environment is supportive. Start by having an open conversation with the employee about any adjustments that could help them perform at their best. These adjustments could range from changes to the physical environment, such as providing noise-cancelling headphones or modifying lighting, to organisational adjustments, such as offering flexible hours or breaking tasks into smaller, manageable steps.

Training for managers and staff on neurodiversity can also help create an inclusive workplace. Educating employees on the strengths and challenges associated with neurological disabilities can reduce misunderstandings and foster a culture of support and inclusion.

Fostering a flexible working environment, where individual needs are recognised and accommodated, helps not only neurodiverse employees but benefits the whole workforce.

Recognising the Benefits of Neurodiverse Employees

Hiring neurodiverse individuals can significantly benefit your organisation. People with neurological disabilities often bring unique perspectives and strengths. For example, individuals with autism may excel in pattern recognition, attention to detail, and logical thinking, making them well-suited for roles in IT, data analysis, or engineering. Similarly, those with dyslexia might offer strong problem-solving skills and creative approaches.

Moreover, research has shown that organisations with diverse workforces often experience increased innovation, improved problem-solving, and higher employee engagement. By hiring neurodiverse staff, you are not only meeting your legal obligations but also enriching your team’s collective skills and perspectives.