07.11.24

dcoded.Diversity talks Superpowers, Divergence and Neurodiversity

Let’s Talk Neurodiversity in Hiring

At Dcoded we’ve recently launched our DE&I Community – dcoded.Diversity!

It’s such an important area of focus and we’re passionate about providing an inclusive platform, a space for ideas, and somewhere where we can all learn and grow.

This week we had an exciting client visit (more on this partnership to come!) and had a thought-provoking conversation about Neurodiversity and the traditional hiring process.

Neurodiversity is often overlooked in the hiring process - and it really got me thinking. As recruiters and hiring managers, we play a pivotal role in making workplaces more inclusive, yet neurodivergent talent can sometimes face barriers that prevent their skills and potential from being fully recognized.

So, what should we consider to make our interviews more inclusive?

Here are a few key areas that we discussed (I’m sure there are many more!):

1. Flexible Interview Formats
   Traditional interviews can be challenging for neurodivergent candidates. Offering alternatives - like allowing video submissions, skills assessments, or even pre-recorded answers - can create a more comfortable environment that lets candidates showcase their strengths.
2. Clear Communication
   Being transparent about what to expect in the interview can help. Providing details about the interview structure, potential questions, and even sharing sample tasks can reduce anxiety and allow candidates to prepare in a way that suits them best.
3. Sensory-Friendly Spaces
   For in-person interviews, consider creating an environment that minimizes sensory distractions. Simple accommodations like quiet rooms, flexible lighting, and comfortable seating can make a significant difference.
4. Evaluate What Really Matters
   Traditional interviews can sometimes put more weight on social cues and quick thinking, which aren’t always relevant to job performance. Focusing on skills and competencies directly related to the role can help ensure we’re assessing the right qualities.
5. Follow-Up and Feedback
   Offering constructive, compassionate feedback not only supports neurodivergent candidates but can also help them succeed in future interviews. It’s a small step with a big impact.

Neurodiversity brings incredible value to the workplace - different perspectives, creativity, problem-solving skills, and resilience. By embracing inclusive interview practices, we’re taking a step toward a more diverse, innovative, and understanding workplace.

These are areas we’ll be keeping in mind not only when it comes to our own hiring at Dcoded (we’re hiring right now by the way!) but also when we’re supporting our clients with shaping their hiring process.

Want to find out more – or have an open conversation around what Dcoded are doing to support their clients? Reach out today on 0161 710 4880