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Everyday, organizations across the world are striving to create more inclusive and diverse workplaces. As part of a well-rounded DEI strategy, attention should be given to neurodiverse employees. A recent article by Forbes explores how to build an inclusive recruitment process that works to support neurodiversity in the workplace. 

Job Descriptions Matter

The article’s author notes that the language of a job description is an essential building block for promoting inclusion. Phrases like “team player” and “excellent communication skills”, which are almost always included by default, may cause neurodivergent individuals to shy away from applying. Once your job description is drafted, run it through a readability analyzer to make it more inclusive and user-friendly. 

Is Your Interview Process Inclusive…Or an Unintended Roadblock?

The interview process can be especially difficult for neurodiverse individuals to navigate. While telephone interviews are often a default first step, candidates with non-typical communication styles can struggle during this step and fall behind other candidates. The article suggests offering accommodations to make the interview process more flexible and inclusive.

Another idea we love is to provide interview questions ahead of time to help reduce anxiety and empower your candidates to put their best foot forward. Research has shown that introverts – about 1 in 3 people of all genders, races, ethnicities and ages – take longer to process questions. “Since introversion is an inherent trait that candidates don’t have control over, helping them prep for the interview is a reasonable accommodation that just makes the process more accessible to them.”

Coming Up at CXR – Introversion and DEI

Later this month, we’re hosting a CXR Lecture on Including Introversion Within Diversity, Inclusion, & Belonging with Glen Cathey. An unconscious “extrovert ideal” is present in many cultures and unfortunately leads to work environments in which introverts feel as if they don’t belong and where they earn and get promoted less than extroverts.

In this session, Glen will share his experiences and insights from navigating the world of work as an introvert, make the case for including introversion in diversity, neurodiversity, and inclusion efforts, and offer practical suggestions for creating environments in which introverts can bring their authentic selves to work. This special lecture is available to all and free to attend. Learn more and register here.