Somewhere between 15% and 20% of the population is neurodivergent. The majority have yet to receive a formal diagnosis, and a significant number of those with a diagnosis choose not to share it publically. Over the last few years, we've seen a growing number of employers taking steps to be more neuro-inclusive, which is great to see. However, there is still a long way to go with recruiting, as most hiring processes contain significant barriers for neurodiverse people. There is also a danger that the move to AI-driven recruiting may make things worse if neuro-inclusion isn't proactively prioritized.
So, what steps can employers take to embed neuro-inclusion in their recruiting processes effectively?
My guest this week is Tania Martin, a neuro-inclusion consultant who was previously Head of EY's Neuro-Diverse Centre of Excellence in the UK and Ireland. In our conversation, Tania discusses the shortcomings of the traditional recruiting process and how we can rethink it to be better for everyone.
In the interview, we discuss:
- Harnessing neurodiversity in the workforce
- How EY's Neuro-Diverse Centre of Excellence was set up
- Why can making recruiting processes more neuro-inclusive be good for everyone?
- Accessing untapped pools of talent
- Intimidating job specs
- Assessment and spiky profiles
- Helping people to show their best selves during the interview process
- Educating hiring managers
- The role of technology
- What will neuro-inclusion look like for future generations in the workforce?