HR Could Do More For Neurodiversity

This is neurodiversity week and according to City & Guilds’ latest research employers are not doing all they can to support neurodivergent employees.

Their data has found that only 23% of HR professionals have had specific training related to neurodiversity in the last 12 months. At the same time almost a third of respondents (32%) feel they cannot disclose their neurodivergent condition in the workplace.

At a time when attracting, recruiting and retaining talent has never been more important, let alone the need for employers to demonstrate their true credentials on the diversity agenda, employers are being encouraged to take measures to ensure this situation improves.

Bhanu Dhir, Chief Executive Officer at employment support charity Steps To Work, explains this area of difference has yet to gain the same traction as other aspects of diversity.

“While many companies are more conscious of diversity, equality, and inclusion in the workplace, we find that the neurodivergent group of professionals can be wrongly overlooked when it comes to the hiring process,” he says. According to Dhir The National Autistic Society there are at least 700,000 autistic adults in the UK and more than one in 100 people are on the autism spectrum.

“In the UK, the Office for National Statistics also published data to show that just 22% of autistic adults are in any kind of employment and 84% of employers still admit to having ‘little’ or ‘no’ understanding of neurodiverse conditions.”

He continues: “This shocking figure shows that many workplaces are ignoring neurodiversity within their ‘diversity’ remit and not making the most out of their unrecognised and underappreciated talents.

“Embracing neurodivergent professionals not only achieves an inclusive culture but it diversifies organisations’ strengths and offerings,” confirms Dhir. “It also encourages different approaches to creativity, innovation, and ways of working which is essential to business success.”

Kirsty Garshong, Associate Director at data and analytics recruitment company Harnham is herself neurodiverse and highlights how people with these conditions can sometimes be of great benefit to their employers: “Because of the different ways that those with neurodivergent tendencies think, they can identify any unforeseen issues or challenges that others might have missed,” she says. “This is hugely valuable in areas such as brand reputation.

“If 15 to 20 per cent of the population identify as neurologically diverse, and you don’t have people in your workforce presenting those people’s perspectives, you are automatically cutting down the pool of customers that you are addressing. It’s bad business, simple as that.”

For Garshong, achieving change means addressing business mindsets so companies can embrace neurodiverse talent: “Businesses can still be guilty of asking what more this person will need, rather than considering them in terms of the benefits they can bring,” she says. “It requires us to reframe our way of thinking.”

The HR World’s webinar next week will address diversity and how the thinking behind it can alter a company’s record and attitude, log on to our forthcoming webinar and discover how you can change your organisation for the better.