Talent Management: Anchored Development Institute

Reprinted, by Amy Dufrane, Ed.D., SPHR, CAE – HRCI CEO

We know we need to bring new ideas and fresh perspectives to our legacy work processes, yet we often inadvertently create barriers in hiring the very people who could contribute those new ways of thinking. Neurodiversity is a term used to describe the widespread variation in the human brain regarding sociability, learning, attention, mood and other mental functions. It is not intended to be a medical term, but it’s often used as an umbrella description for people with Attention Deficit Hyperactivity Disorder (ADHD), autism, and some mood disorders. Nearly 80% of individuals on the autism spectrum are under or unemployed, representing a massive loss in terms of human capital and potential. Recognizing this gap, some employers, such as SAP, have developed programs that accommodate the needs of neurodiverse workers. These models can serve as blueprints for other organizations to follow.

Here are some steps you can take to attract and support neurodiverse talent in your organization.

Encourage everyone to become more aware of their own preferences in communications and work styles. It should not require a formal diagnosis for people to feel empowered to ask their colleagues to email important action items to them rather than sharing them in conversations in passing. By making it safe for neurodiverse people to ask for accommodations, you also make the workplace more welcoming to neurotypical workers.

Learn more about ADA accommodations. Under the Americans with Disabilities Act (ADA), anyone who discloses a disability is entitled to reasonable accommodations. Look into what that means for neurodiverse talent, like these suggestions for individuals on the Autism spectrum. How could you implement some of these accommodations in your workplace?

Adapt a neurodiversity hiring model. Evaluate comprehensive hiring models for neurodiverse talent, like the Autism @ Work Playbook. Answer questions at the high level — like how the program fits into your mission, vision and values — and at a more granular level, such as who should own the initiative.

Keep on learning!