NEURODIVERSITY
A Red Flag for Employers or a Chance to Celebrate Diverse Minds?
In an interesting but concerning recent study by Zurich which polled 1000 neurodiverse adults, it was found that 63% of workers with neurodiversity considered it to be viewed as a ‘red flag’ by employers.
With an estimated 1 in 7 people in the UK having some kind of neurodiversity condition, this is a worrying finding. It was also reported that almost half (47%) of neurodivergent adults hide their condition from employers at the pre-employment stage and 51% don’t disclose their neurodiversity at all.
Perhaps that is not surprising when you consider that 31% of those asked had found that their application had not progressed further once they disclosed their condition. Shockingly, 25% reported that they were "ghosted" by prospective employers after disclosing their neurodiversity and 16% had even had a job offer withdrawn.
“…overall the findings of this study are further evidence that there is still some way to go to fully embrace and harness the very real advantages that neurodiverse people can bring to the workplace.”
A further issue is that typical recruitment processes can form barriers for neurodiverse candidates, for example requirements to complete detailed written application forms and undertake assessment centres in timed conditions. Unsurprisingly, more than a third of those polled described panicking at interview which will of course impact on their ability to perform and impress. Only 17% were pro-actively offered adjustments during recruitment processes with 32% being given this option once they had the courage to ask. Over half felt that they were being ‘weeded’ out at the recruitment stage by standardised recruitment processes.
Employers should be very mindful of the above findings, particularly in respect of recruitment processes and procedures. How truly inclusive are your recruitment processes for those with ‘hidden’ disabilities and neurodiverse brains? Wide application of processes can lead to neurodiverse applicants missing out, as can ‘traditional’ approaches to evaluating performance at interview such as marking down for a lack of eye contact or perceived negative body language for example.
The Equality Act 2010 makes it unlawful to discriminate, harass or victimise individuals at the recruitment stage and so aside from missing out on creative and innovative talent, it could also have significant consequences for your business.
Neurodiversity Celebration Week is approaching on 17 – 23 March 2025. The annual event is a global celebration of diverse minds and all of the wonderful insights and advantages that the neurodiverse can bring to an organisation, yet are often passed over as not fitting the ‘profile’. Now is the perfect time to really consider your diversity, inclusion and equality policies as a whole; how well do they really cater for neurodivergent individuals?
Ending on a positive, the good news from the Zurich survey was that two thirds of those polled felt that some progress had been made generally within the workplace in recent times. However, overall the findings of this study are further evidence that there is still some way to go to fully embrace and harness the very real advantages that neurodiverse people can bring to the workplace.
If you would like to discuss diversity, inclusion and equality at the recruitment stage, or beyond, please get in touch!
Sources:
https://www.zurich.co.uk/media-centre/excluded-from-the-job-market-forced-to-hide-their-neurodiversity#:~:text=New%20research%201%20released%20today%20by%20Zurich%20UK,talent%20pool%20employers%20could%20be%20missing%20out%20on.
https://www.neurodiversityweek.com/