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Companies such as Microsoft, Wells Fargo and SAP have created programs to hire and support neurodivergent employees over the past few years. But some experts say many organizations still overlook this talent pool.
Research shows that about 20% of people have neurodivergent characteristics, which means natural variations in how people’s brains work such as autism, dyslexia and attention-deficit/hyperactivity disorder. Some surveys suggest more Gen Z individuals report learning and thinking differences.
“Neurodivergent talent is growing in the workplace,” said Nathan Friedman, co-president and chief marketing officer of the neurodiversity-focused nonprofit Understood. “This is going to be the future.”
Companies should focus on inclusive hiring processes to identify and support this “overlooked talent,” Friedman said. “What companies do now will help them not only today but moving forward.”
Here are some processes and tools to support hiring neurodivergent employees.
Table of Contents
- What Companies Should Know About Hiring Neurodivergent Employees
- How to Improve Hiring and Onboarding for Neurodivergent Employees
What Companies Should Know About Hiring Neurodivergent Employees
Neurodivergent employees bring essential skills such as problem-solving, creativity and analytical thinking. Hiring these individuals helps organizations be more innovative, Friedman said.
Over the past several years, many companies, particularly in the tech sector, have sought out neurodivergent talent, said Susanne Bruyere, academic director of the Yang-Tan Institute on Employment and Disability at Cornell University.
“Many of the companies have found it incredibly useful and broadened their thinking about the kinds of things they're looking for in people and what kinds of jobs they can fill,” Bruyere said.
While companies are more aware of the benefits of hiring neurodivergent talent, a stigma remains, Friedman said.
Seventy percent of neurodivergent employees said they worried that disclosing their neurodivergence at work would hurt them, and 72% feel pressured to conform to neurotypical behaviors at work, according to an Understood survey of more than 2,000 U.S. adults conducted by The Harris Poll. Most employees said employers need better education on accommodations for neurodivergent workers.
Companies should recognize that “everybody, neurodivergent and neurotypical, operate a little differently,” and it should be reflected in recruitment, management, career development and advancement strategies, said Sean Gill, associate director of Neurodiversity in the Workplace, a nonprofit consultancy helping companies hire and support neurodivergent employees.
How to Improve Hiring and Onboarding for Neurodivergent Employees
When organizations redesign their hiring processes to create greater opportunities for neurodivergent talent, it often has a “positive impact on the universal workforce,” Gill said. The changes benefit all employees and the organization as a whole. “It’s a win-win,” he said.
Here are some strategies to implement:
Make It a Company-Wide Initiative
Company leaders should inform hiring managers and recruiters, as well as the public, that they’re seeking neurodivergent talent, Bruyere said. She suggested partnering with local and national community organizations, such as career counselors and disability services, to help build a “talent pipeline funnel” and a network for job candidate referrals.
Involve leaders across the company so teams are prepared to offer accommodations and other support to neurodivergent employees once they’re hired, Bruyere added.
Also, company leaders should educate their teams about neurodiversity, and why the hiring initiatives are important for the organization, Friedman said.
Incorporate Artificial Intelligence
Artificial intelligence (AI) helps human resources teams improve hiring for neurodivergent employees in several ways. Overall, Friedman said, “I think being neurodivergent myself, AI is a really powerful tool to level the playing field.”
In Understood’s survey, 56% of neurodivergent employees said AI tools such as copilots or AI assistants made them feel more confident in applying for higher-level roles that they’d avoided because of administrative or organizational requirements.
AI helps companies simplify job descriptions by paring down lengthy lists of skills and requirements that may deter neurodivergent talent from applying for the job.
Many companies also use AI to screen resumes and job applications. The Understood survey found that 56% of neurodivergent adults and 46% of neurotypical adults would feel “more fairly judged” by AI tools analyzing their skills in a job interview than humans, whom they believe may “misinterpret their body language or social cues.”
But Gill urged organizations using AI to ensure it doesn’t inadvertently screen out candidates who would be a good fit. For example, if the tool accepts only applications listing bachelor's degrees, it may screen out ones with non-traditional education or certifications or employment gaps.
To broaden the talent pool, employers may need to rethink how skills are evaluated and allow applicants to highlight independent projects, volunteer opportunities or other experience if they don’t have a four-year degree, Gill said.
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“If we're dealing with a divergent community, there are going to be differences,” Gill said. “That doesn't mean that these people have less to contribute. It just means that they're not getting the chance to contribute.”
Offer Job Interview Options
Rethinking the job interview process also better accommodates neurodivergent candidates, Bruyere said. Improving the interview process helps organizations stand out to attract more candidates, Gill added.
For instance, including one or two people in an interview instead of a panel of five or six will make interviews less intimidating, Bruyere said. Focusing on job-related questions is also helpful, as behavioral questions such as “what would you do if” queries, may be perceived as too obscure.
Providing job interview questions in advance also helps, as some neurodivergent individuals may need extra time to process information and struggle to answer on the spot, Friedman said.
Employers should also give applicants options for how interviews are conducted that works best for them, Gill said. For example, let them choose whether they want a traditional Q&A interview, a chance to present a portfolio of their work or an assignment to showcase their skills.
Be Upfront About Accommodations
During the hiring process, companies should inform candidates about accommodations and resources available to them and how to get them, Bruyere said. Friedman suggested organizations list details about accommodations on their websites and job postings, “signaling to employees: we’re neurodivergent friendly.”
While many employees said they have asked their employers for an accommodation, Understood’s survey found that 70% of neurodivergent employees didn’t know what accommodations they’re entitled to, and 60% didn’t know how to request them.
“People and organizations still lack the education around the specifics of neurodiversity and what accommodations help people,” Friedman said.
Companies also often mistakenly believe that accommodations are expensive, Friedman said. However, many, such as a specific monitor or keyboard or an AI tool, are inexpensive and much cheaper than replacing an employee.
“Think about lost time, lost knowledge, just paused work or agility,” Friedman said. “Getting the most out of your employees and ensuring that they have the tools to do the best job is optimal.”
Editor's Note: What else can employers do to hire and better support neurodivergent employees?
- How Rigid AI Bans Fail Neurodivergent Talent and Corporate Security — Banning AI doesn't stop employees from using it. It just pushes it onto personal devices where IT has no visibility and data has no protection.
- How Companies Can Support Neurodivergent Employees — Between 10% and 20% of the world's population is considered neurodivergent. Yet companies still default to one-size-fits-all approaches to management, which rarely suit anyone.
- Neurodiversity Matters. We Need to Design Employee Experiences With That in Mind — Taking human-centered approaches and applying CX principles to employee experience can help us reap the benefits of neurodiversity.