Service providers must, however, ensure that prospective Neurodivergent practitioners have a level playing field when it comes to recruitment processes. Further, it is crucial that if employers claim to be disability confident in their organisations, that the environments Neurodivergent practitioners reflect this in reality. The second box shares some of the things that organisations can do in recruitment and within everyday practice to become more inclusive and accepting of the strengths and qualities that Neurodivergent practitioners can bring.
The following adjustments will help level the playing field, so that organisations can become more representative of their client base:
- Job adverts and application processes need to be unambiguous
- Provide timescales of application process
- Provide interview questions in advance
- Provide an agenda for interviews
- Consider alternatives to ‘traditional’ sit down interviews
- Build in processing time within interviews
- Enable opportunities for movement and/or stimming