50% of UK’s hiring managers admit they would not employ neurodivergent people

A recent survey conducted by the Institute of Leadership & Management has revealed that half of the UK’s hiring managers admit that they would not employ neurodivergent people.

Shocking, isn’t it? But why is this happening?

The answer could be as simple as ‘always check your assumptions’, and then check them again.

Because different brains think differently.

Last week, I had the privilege of attending a course on neurodiversity led by Dr. Nancy Doyle, founder of Genius Within. I was impressed by her story, her achievements, her breathtaking energy, and passion.

Nancy could demonstrate through a simple exercise and case study that one of the main challenges organisations face in embracing neurodiversity boils down to COMMUNICATION. Communication is key, more so than setups such as flexibility in the workplace, remote working, noise levels, and soft lighting.

A neurodiverse brain processes information differently from a neurotypical brain, which can lead to misunderstandings. For instance, neurodivergent individuals are often brilliant at quickly solving problems, but when they communicate their findings, they can come across as very direct. This might cause issues with peers used to a more diplomatic, flowery style of communication.

Another example is that autistic individuals often interpret information literally. If a leader tells an autistic employee to ‘play the game’ without further explanation, it can once again lead to misunderstandings.

This is why it is so important that organisations provide coaching to neurodiverse employees, their peers, and managers. A coaching triad can easily raise awareness about different ways of thinking and clarify any misunderstandings.

When I shared my experience above on Reddit in a group for leaders worldwide (r/leaders), the post went viral with over 12,000 views within only one day, and a constructive discussion unfolded with leaders sharing their experiences, wins, and frustrations. One project manager shared how they went from being an underperforming team member to a high performer when the following three conditions were met: the communication style of leadership aligned with the needs of a neurodiverse thinker, they were given flexibility and ownership on the projects. It’s not rocket science after all by the sounds of it.

Another leader shared on Reddit their frustration when working with neurodiverse people under tight timelines, as often they are having difficulties explaining concepts to neurodiverse people who are very smart and know it. The challenge this leader has shared once again seems to come down to COMMUNICATION. Therefore, training during less stressful times on how to communicate effectively with neurodiverse employees by using the right ways and tools to communicate might be all that’s needed to overcome those difficulties, as well as providing coaching to make sure any misunderstandings are being addressed on time.

What have been your experiences at your workplace? I’d love to get your thoughts on this.