💡 7 things I learnt about neurodiversity

I hosted a LinkedIn Live with neurodiversity expert Theo Smith (he literally wrote the book on the topic). Here’s the recording if you couldn’t make it.

A few things he shared changed the way I think about work and hiring.

🧠 Every brain is unique

Sounds obvious but workplaces are built for one standard way of thinking. We miss or lose brilliant people simply because their brain works differently.

💪🏽 Neurodivergence is an evolutionary advantage

Prehistoric tribes survived, thrived and explored because they had a mix of thinkers. Having people who think differently helps spot danger and opportunity.

🐡 The environment matters

Mexican tetra fish live in dark caves and evolved to be blind to save energy which kept it alive. In its environment, that was a competitive advantage but put it somewhere else and suddenly it isn’t.

What some people see as a disability could be an advantage in a different environment.

🦄 We’re asking for unicorns

Theo analysed 100 UK job roles.

86% percent asked for “excellent attention to detail” AND “highly organised”. 58% percent also wanted “fast paced” AND “works well under pressure”.

Most people can’t be all of that at once. Hiring managers should have to pick the most important attributes and accept tradeoffs.

🚩 Are you being trusted?

Zurich found: 63% feel employers see neurodiversity as a red flag 16% had job offers withdrawn after disclosing If you ask candidates to disclose, tell them why.

But if you have to ask thats a sign your process isn’t inclusive/accessible enough as it is.

👩🏿‍💻 Assessments aren’t designed for everyone

Some online tests disproportionately disadvantage neurodivergent candidates. Most are built on outdated models of average performance.

The more we can customise assessments and interviews to the organisation, the department, the team and the role the better.

🥘 Food for thought

The underlying theme of the session was to audit your process, remove friction and make it as accessible as you can. Consider what that means in your industry and here are a few ideas:

Offering walking interviews. Two-person group exercises instead of big groups. Giving more interview time. Questions upfront. Reducing sensory overload.

None of this is complicated.

But it can be life-changing for the people on the other side.

A better way to hire?

One thing I keep hearing from smart people in different fields.

Instead of recruiting for a set job.

When you come across people you think are brilliant.

Hire them.

Even if they haven’t got loads of experience or qualifications.

Even if you haven’t got the perfect role for them.

Vince Lombardi who the Super Bowl trophy is named after, would go and find the best athletes and then figure out how to use them.

By adapting positions around people they bring to the table unpredictable strengthens that your competitors haven’t thought about.

The best teams, products and services aren’t built by job descriptions.

They’re built by people.

Book a call here if you want to chat with me about attracting more diverse early to mid level talent.

Until next time 👋🏽

Tobi

If you enjoyed this email why not pass on our newsletter to a friend in the industry?