Inclusion has come a long way in the workplace, but only 20 percent of employees with a disability feel their organization is committed to supporting them. Many neurodivergent people, who make up 20 percent of the population, still don’t feel supported by their organizations. Potential employees may not apply for a job or accept a job offer, and current employees may not feel comfortable working for a company if diversity, equity, and inclusion (DEI) practices aren’t prioritized.

Creating a truly inclusive workplace begins with an inclusive hiring process and job descriptions, which are often a candidate’s first impression of a company. Many companies include a statement about DEI in the workplace in their listing, but applicants can figure out if it’s not representative of the day-to-day experience. For instance, if a company goes into detail about their commitment to DEI in the job description, but there is no information on their website about how they practice DEI, that signals a problem.

Companies cannot have truly inclusive job descriptions without creating an inclusive workplace and vice versa. Non-inclusive job postings will keep people away, and non-inclusive workplaces will keep employees from staying. Inclusive workplaces make current and future employees feel welcome.

Why Companies Should Embrace Neurodiversity

Approximately one in five people are neurodivergent. Neurodivergent employees, including those with dyslexia, autism, and ADHD, think in ways that are truly unique. They bring outside-the-box ideas to the workplace. However, 76 percent don’t feel comfortable fully disclosing their diagnosis at work due to negative biases, shame, and fear of unfair treatment.

A truly inclusive workplace supports and encourages different ways of thinking, learning, processing, and contributing. It is not realistic or sustainable for a company to require all employees to work the same way. In fact, it stifles innovation. Some of the greatest ideas at companies like Apple, Google, and Microsoft all happened because of divergent thinking. Success happens when we create environments that encourage employees to be their authentic selves and contribute in a way that is natural.

How the Hiring Process Can Be Off-Putting

We often hear the phrase “reasonable adjustments” from those in HR and talent acquisition regarding employees with dyslexia. Companies wonder, “How do we accommodate people with dyslexia in our workplace?” The problem with this is how it’s phrased. We should instead ask, “How do we go about getting people with dyslexia into our workplace?” Essentially, companies need to prioritize accomodation earlier in the process.

The Job Description

Often, the first stumbling block for neurodivergent people happens when applying for the position. Words like superstar or guru in a title can keep people who are neurodivergent from applying because they may not think of themselves with confidence.

In addition, many job descriptions include requirements like “must have excellent communication skills,” “excellent writing and editing skills,” and “strong attention to detail and organizational skills.” This common phrasing can be uninviting to neurodivergent candidates with dyslexia or ADHD. While some jobs do require strong communications skills and attention to detail, re-evaluate and rewrite job descriptions to focus on the specific skills related to the particular role.

Unnecessary jargon, difficult words, and long sentences can be a challenege to understand for people who struggle with reading and cognitive load. In addition, too much written text can often be overwhelming for a neurodivergent individual. This is particularly the case for those with ADHD, OCD, and dyscalculia. Readability software such as ReachDeck Editor can help keep information simple, short, and clear.

Finally, there is the actual design or layout of the job description. Some job descriptions are all in one block of text in a small font with no line spacing. This format can be inaccessible for people who are neurodivergent. Creating an unwelcoming experience, this layout increases the chances of missing out on the great talents neurodivergent candidates can bring.

The Application Process

A company’s online application experience can be off-putting to neurodivergent candidates. If there’s no information on diversity on the careers page, applicants who are neurodivergent may not feel welcome to apply.

Even the layout of the application page can be difficult to navigate. The instructions may be unclear or use complicated language. An online application that must be filled out in a specific order or that puts a candidate’s data into the wrong fields makes the application process unnecessarily complicated. In addition, there may be accessibility issues. Can the application be scanned by a screen reader? Are the font and background colors user-friendly? Can the text be enlarged easily? These considerations are often not just beneficial for dyslexic people, colorblind people, and those with vision loss, but for all applicants, and they help demonstrate an organization’s commitment to DEI.

The Interview

The interview stage is important, and language matters. There are several ways an interviewer can inadvertently deter an excellent, well-qualified neurodivergent candidate. Questions like “Can you work in a fast-paced environment?”, “Is your English strong?”, “Can you disseminate information quickly?”, and “Will you need more support than other applicants?” can convey the wrong message. Educate your workforce on unconscious biases and what they can and cannot say in interviews. And it’s just as important to avoid being patronizing with comments such as, “You’ve interviewed so well for someone with dyslexia.” All neurodiverse brains work differently, so a personalized approach is key.

After the Interview

When hiring a neurodivergent person, make them feel more at ease. Ask what accommodations they need. Most new neurodivergent hires will need things like extra time for tasks while they get used to the environment or literacy software such as Read&Write that assists with comprehension. Help new hires make connections early with team-building activities such as lunches or mentorship programs. For any new person—whether neurodivergent or not—it is good to be introduced to established members within large organizations who can act as mentors.

With the high number of individuals who are neurodivergent, DEI practices are no longer optional—they are a must. Incorporating inclusivity as part of your hiring process not only helps to empower neurodivergent candidates but also expands the company’s potential talent pool. To retain employees, especially during a time when many people are leaving their jobs and industries, companies should make DEI practices part of the overall business strategy to help employees feel supported after they’ve been hired.

Disability and neurodiversity are often placed lower on the priority list for DEI efforts, but we can make immediate improvements in these areas. In fact, inclusive technologies such as those provided by Texthelp aid organizations in making those improvements quickly. Inclusivity tools let individuals learn and achieve their own way and help make communication easier to understand. The right tools designed for neurodivergent minds can provide needed support so that all employees have what they need to be able to maximize their contributions and thrive at work.