A study by inclusion consultancy Pearn Kandola, titled the "Neurodiversity at Work Report 2024," reveals significant challenges faced by neurodivergent individuals during recruitment. The survey, which included 601 neurodivergent employees in the UK, found that nearly half of the respondents perceive recruitment processes as biased and not accommodating to their needs.
The study highlights that the absence of mentions of neurodivergence in job advertisements is a significant indicator of a non-inclusive employer. Many respondents reported that the lack of offered adjustments during the recruitment process further signals exclusion. Adjustments can include providing alternative methods of assessment or allowing extra time during interviews.
Once employed, 69% of respondents disclosed their neurodivergence to their employer or team. Two-thirds of these individuals had positive experiences, largely because their organisations encouraged disclosure by offering adjustments, providing the option to disclose proactively, and guaranteeing job interviews. However, nearly half of the respondents witnessed discrimination against colleagues they believed to be neurodivergent. This discrimination often manifests in biased attitudes and unfair treatment in the workplace.
The survey revealed a significant lack of awareness among neurodivergent employees regarding their rights. About 45% were unaware that neurodivergence could be considered a disability under the Equality Act, which offers legal protections against discrimination. Moreover, 40% indicated they did not receive the adjustments they needed to perform their jobs effectively, and only 36% felt comfortable asking for such adjustments or support.
Clare Reynolds, a business psychologist at Pearn Kandola and a neurodiversity coach, emphasised the potential benefits of embracing neurodiversity in the workplace. She stated, “There’s no such thing as your average employee. Diversity of thought and approach can be a huge benefit to employers if workplaces create an inclusive, harmonious, and welcoming environment. Unfortunately, our research shows that all too often this is not the case, with neurodivergent employees revealing that workplaces can be hostile environments. This is not good for employee or employer. It means many employers are missing out on the immense talents, skills, and perspectives of neurodivergent people.”
The "Neurodiversity at Work Report 2024" provides several recommendations for employers to create more inclusive recruitment and workplace environments. These include training hiring managers to recognise and prevent unconscious bias, actively offering support and necessary adjustments during the hiring process, clearly stating inclusion policies in job advertisements, regularly reviewing and adjusting recruitment processes to ensure fairness, and fostering an environment of psychological safety where neurodivergent employees feel comfortable disclosing their needs and seeking support.
Understanding and supporting neurodivergent employees can unlock their full potential and enhance overall workplace diversity and inclusion. For more detailed insights, the full report can be accessed at Pearn Kandola.