The Charity Jobs website has a great article on the hiring of Neurodiverse people, including some great tips on how to make your vacancy more attractive to a Neurodiverse person –
Right now, charities and organisations are desperately trying to fill vacancies and shouting about diversity, equality and inclusion (DEI) initiatives. Yet there’s a group that’s often overlooked in diversity conversations and hiring efforts: neurodivergent people. Around 10% of the UK population is neurodivergent and this should be reflected in the workplace. Here we look at how and why you should be hiring neurodiverse candidates.
What is Neurodiversity?
‘Neurodiversity’ refers to the idea that there are different variations in human brain function. The term refers to the diversity of all people, but is often used in the context of neurodivergence (having cognitive function that differs from what is considered typical). This can include diagnoses like autism spectrum disorder (ASD), dyslexia, attention deficit hyperactivity disorder (ADHD), dyspraxia and other neurological conditions. In workplace literature, ‘neurodiversity’ has been used to represent a movement that seeks to embrace the talents of individuals who think differently. In this article, when we refer to ‘neurodiverse candidates’ we are referring to those who are neurodivergent.
The unemployment gap for neurodiverse people
Many neurodiverse people struggle to find work. While there’s no available data on employment rates of all neurodiverse conditions, we know that 71% of people with autism in the UK are not in any kind of employment.
