The need for diversity within businesses and teams has been a discussion point for a while now, however there is an invisible condition, which despite one in ten people having some form of, is often not considered. Neurodiversity.
There is a staggering pool of untapped talent waiting to be found and given the opportunity to develop their skillsets. Statistics show that 40% of disabled people are now in employment, yet only 32% of individuals with a neurodiverse condition, most commonly autism, are employed.
One of the main difficulties that people with neurodiversity have is that employers have preconceived ideas about how they would, or would not, fit into their business and that uncertainty, and the stereotyping that comes with the condition, effects people’s views on the benefits that neurodiversity can bring. More and more employers however, especially those within the creative industries, are seeing the benefits and untapped potential in hiring autistic talent
More often than not it is the interview stage which is the most difficult situation, with many candidates with conditions unable to answer the more fluffy style of questioning such as ‘where do you see yourself in five years?’ Going beyond this stage it is simply just a need to be more informative and flexible with demands. Provide as much information as you can about the role, be as flexible as you can, have step-by-step guides for task completion and be open to continuing discussion.
So when recruiting for your next role, maybe think outside the box and consider not only the talent that can come with hiring a neurodiverse candidate but also the benefit it can bring to your team and company culture.