This past Wednesday, I had the opportunity to attend and speak at a roundtable event, Unlocking Potential, organised by Resource Solutions. It was an incredible experience, and it also marked the first time I openly shared my own lived experiences with neurodiversity.

The event was a fantastic opportunity to delve deep into the current landscape of neurodiversity in the workplace. There were some eye-opening, and honestly, quite startling statistics that stood out to me:

• About 1 in 36 children are identified as being on the autism spectrum.
• In the UK, 1 in 67 people are autistic, and many remain undiagnosed.
• A staggering 78% of autistic adults in the UK are not in any form of paid employment.
• 31% of autistic individuals find the traditional recruitment process extremely challenging.
• Only 50% of junior workers have requested reasonable adjustments for success, compared to 78% in senior roles.

As someone diagnosed with neurodiversity from a young age, I deeply resonate with some of these challenges – both as an employee and a candidate. It was a powerful moment to see so many professionals and advocates coming together to discuss how we can better support neurodiverse individuals in the workplace.

Strategies for a More Inclusive Workplace

Drawing from my own experiences, I shared some strategies that I believe can make a significant difference for neurodiverse candidates and employees:

1. Reframing interviews: Traditional interviews often favour neurotypical candidates and can be anxiety inducing. One effective approach is to conduct the interview as a more casual conversation, reducing pressure and allowing candidates to show their true potential.

2. Flexible application processes: Consider accepting different types of application formats, such as portfolios, video submissions, or practical assignments, to give candidates multiple ways to demonstrate their skills and experiences.

3. Environmental adjustments: Offering interviews in quiet, well-lit rooms can help reduce sensory overload. Additionally, providing clear signage and guidance for interview locations, or taking interviews online via Zoom or Microsoft Teams, can make a big difference.

4. On-the-job support: Encouraging new hires to openly discuss their needs and accommodations without fear of judgment is crucial. Implementing mentoring or buddy systems, offering flexible hours, or providing remote work options are also effective strategies for fostering an inclusive environment.

A Memorable Experience

I want to extend a huge thank you to Sam Vickerman for inviting me to this incredible event. It was a great experience, and I learned a lot from the discussion and the insights shared by other participants. It was also fantastic to finally meet Jennifer in person!

Overall, the roundtable highlighted the need for continued efforts to create inclusive workplaces where everyone, regardless of their neurodiversity, can thrive. I’m excited to see where these conversations lead and look forward to contributing to this vital work.