Neuroinclusive workplaces: What it means to be an inclusive, neurodivergent boss (Part II)
A Thank You: Before continuing with our series- we want to reiterate that this blog is a love letter to Lindsey Mackereth, who has inspired us with her latest blog to flesh out some of our own ideas on neuroinclusive workplaces and what it means to be a neuroaffirming boss. We also continue to encourage you to consider your workplace, and think of ways in which it could be more inclusive to all.
Disclaimers: We want to affirm our commitment to neurodiversity and inclusive language practices. We utilize identity-first language, acknowledging the preferences of the community we serve. Therefore, you may notice us referring to individuals as "autistic people" rather than "people with autism." This choice reflects our dedication to respecting the autonomy and identity of each individual. Studies have indicated that many within the autistic community prefer the term "autistic person," emphasizing the importance of recognizing and honoring diverse perspectives. Thank you for joining us on this journey of understanding and acceptance.
Educational Purposes: The information presented here is for educational purposes, and not meant to diagnose, treat or cure medical conditions or challenges, including neurodivergence (including mental health challenges), or physical health.
Part 2: The hiring process – Neuroinclusive recruitment practices
In discussing what it means to be an inclusive, neurodivergent boss- we first took a look at the steps to take prior to the hiring process. These steps included introspection and self-reflection, with respect to both business and personal worldview; considering and implementing accommodations; fostering a company culture which is affirming, anti-oppressive, anti-racist, and works to decolonize the workplace; and continued training and workshops. This week, we will turn our attention to the hiring process and steps to consider as a neurodivergent boss for fostering an inclusive, neuroaffirming workplace.
Job listings and descriptions–
The first area of the hiring process that we want to highlight are job listings and their descriptions- ensuring that they are both informative and inclusive to all applicants. For example, you should make sure job descriptions are clear and concise, noting the essential skills needed to apply. Include all necessary information such as work hours, salary/compensation, requirements for the position (i.e. education, work experience), what the job entails/expectations/skills, and any other important info. It’s important that the job listing is transparent about the salary/compensation for the listed position, as well as being clear with the requirements and duties that are expected of the hire.
You should also consider utilizing flexible formats for job listings that would be more accessible to all candidates. Examples of flexible formats include (but are not limited to): alternative text for images (i.e. to describe the picture), larger font sizes (e.g. for those with visual impairments), screen reader-compatibility (e.g. for those who are blind or partially sighted), closed captions for any audio/visual content (e.g. for those who are hard of hearing), and the inclusion of an accessibility statement (i.e. for any reasonable accommodations a candidate might need) somewhere in the job description.
Building off of the importance of these flexible formats, it is also vital that the content of the job descriptions does not use any exclusionary or discriminatory terms, and that they use non-gendered language. This further consideration both promotes diversity and understanding as well as inclusion during the hiring process!
Interviews–
The next specific area that should be assessed in promoting neurodiversity and inclusion in the workplace is the interview process. You might consider taking a flexible, strengths based approach that varies from job to job and/or candidate to candidate. This strengths based approach ensures each candidate is able to be met where they’re at, and showcase their individual strengths rather than having the same rigid process for everyone that can be biased or anxiety inducing, for example. An additional consideration during this phase could be offering alternatives to traditional interview formats for potential candidates. It could be meaningful to provide alternative interview opportunities, such as the option to have the interview via phone call, Zoom or another form of video conferencing, in-person, or a combination of the aforementioned forms along with written assessment.
Building off of these options, you could also offer additional accommodations such as providing interview questions beforehand or encouraging the use of sensory aids, etc. Moreover, during the interview process you should also look beyond “traditional” or “expected” social cues and communication styles. That is, you should keep in mind that everybody has differences in communication styles, body language, and other social cues (such as eye contact or hand shaking)- especially for neurodivergent individuals. During the interview phase, it’s important to remember that this is also a time for you as a boss to introduce yourself and your company to potential candidates.
Make sure to highlight points of your business which are important and at the forefront, such as conveying that you are neuroaffirming, inclusive, and offer accommodations for those who need them- you might even provide a list for reference with common accommodations offered. This is also your first introduction to potential employees as their possible supervisor/boss so it could be meaningful to have a discussion up front about your needs and expectations as their employer. This is particularly important if you are a neurodivergent boss.
Hiring and onboarding–
The final aspects of creating a neuroinclusive hiring process that we wanted to touch on focuses on hiring and onboarding for new employees. Onboarding is a vital time for new employees to learn about the company and their values, the work they will do and be a part of, and the people they will work for and with. First, you might consider including an assessment or discussion up front (i.e. either during interviews or onboarding) with potential employees to discuss their boundaries and support needs at the outset. This would also be a good time to ask how the new employee likes receiving feedback, as you can integrate their needs along with yours (as a neurodivergent boss).
Autistic folks and folks with Generalized Anxiety Disorder (GAD) in particular can have difficulty with change, which can lead to increased stress and anxiety. As a result, it’s also important that you have regular, clear feedback and expectations for employees, to help limit any work-related anxiety or stressors. Additionally, during the hiring process (i.e. either during interviews, onboarding, or both) you might also consider disclosing your neurotype as a boss, because this can impact how employees of other neurotypes will take your feedback, among other things. For example, an autistic boss might preface by saying, “I’m autistic, so I will likely be direct.”
This type of clear communication and transparency can help employees both understand your (as a neurodivergent boss) communication style as well as feel more comfortable sharing their neurotype and accommodations/communication preferences that are best for them. Furthermore, another key aspect as a neurodivergent boss is to have self-awareness and reflection on your own needs (e.g. sensory wise, schedule wise, preventing burnout, etc.). When there are competing needs (i.e. between you as a boss and your employees), you might have to talk with your employee(s) about accommodating both individuals' needs and result in meeting in the middle through discussion.
To summarize…
A key theme or takeaway from the hiring process (utilizing neuroinclusive recruitment practices) is the importance of flexible and alternative options for potential hires in several veins. First, we discussed job listings and descriptions where we noted they should be informative and inclusive. Job listings should be concise and clear, including all relevant information, and they should not include the use of gendered language. We concluded this section by stressing the importance that the job descriptions are flexible in formatting, to ensure inclusivity for all potential applicants- whether that be alternative text for images or closed captions for audio/video components, for example. Next, we took a look at the interview process and the importance in taking a flexible, strengths based approach. It is also vital that alternatives for interviewing be provided, such as the option to do the interview via Zoom or getting interview questions ahead of time. Finally, we turned our attention to the hiring and onboarding process, where we discussed the importance of an assessment or discussion up front about support needs, communication preferences, and boundaries. During this phase, you might also consider disclosing your neurotype as a boss, since this can impact how employees of other neurotypes understand feedback, etc. This conversation can also lead into a discussion surrounding your needs as a boss, and any other important information you see fit to share during this process. It is also important to be as transparent as possible about compensation in the job list as well as during the interview to help potential candidates truly weigh their options.
If you are a neurodivergent boss or employee and are looking for workplace accommodations, evaluations, or therapy- we would love to work with you! Contact us today to schedule a free 15-minute consult with one of our neuroaffirming practitioners. We also have a sister group for therapy professionals, The Divergent Clinician, which offers neurodivergent affirming continuing education, practice materials, and learning cohorts for therapy and support. If you are a therapy professional, you can head to our sister site here https://www.thedivergentclinician.com/.
Do you live on Wahpekute land (colonized as MN), or Chumash land (colonized as Los Angeles, CA), and want an Autism assessment, an ADHD assessment, neurodiversity affirming individual therapy, neurodiversity affirming group therapy or neurodiversity friendly DBT individual therapy? We got you covered! Reach out to learn more, we offer free consultations for therapy and assessments!
We live and work on the unseated territories of the Wahpekute and Chumash land, we pay respects to their elders past and present. We encourage folks to explore the ancestral lands they live and work on, and to learn about the Native communities that live there, the treaties that have been broken. If folks feel called, we encourage them to consider taking actions to support Native communities, reparations, and land back movements (see other resources below).
References
Brouse, K. (2023). Accessible job postings- The first step to inclusion. Linkedin. https://www.linkedin.com/pulse/accessible-job-postings-the-first-step-inclusion-kate-brouse
EARN. (n.d.). Accessible onboarding. Employer Assistance and Resource Network on Disability Inclusion. https://askearn.org/page/accessible-onboarding
Kumar, J. (n.d.). Neuroinclusive interviews: How to identify the right talent for your organization. The Mentra Publication. https://www.mentra.com/neuroinclusive-interviews
Palumbo, J. (2022). How to build an inclusive recruitment process that supports neurodiversity in the workplace. Forbes. https://www.forbes.com/sites/jenniferpalumbo/2022/12/31/how-to-build-an-inclusive-recruitment-process-that-supports-neurodiversity-in-the-workplace/
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