Neurodiversity, according to candidates, is a “red flag” for employers

According to a new study, nearly two-thirds (63%) of neurodivergent employees believe that employers see neurodiversity in a negative light.

Zurich UK conducted a study that revealed nearly half of adults (47%) hide their condition from potential employers. Stigma prevents 51% of people from disclosing their neurodiversity.

A similar percentage of the 1,000 neurodivergent respondents to the survey say that they were discriminated against in their job search.

More than 31% of respondents claim that their application was rejected after they disclosed their condition. 28% say they were rejected based on subjective criteria, such as their communication style or team fit.

Another 27% reported that comments were made regarding their abilities, or they were ‘ghosted by recruiters’ after disclosing their neurodiversity (25%)

One in five neurodivergents (21%) said that they were laughed at for their condition. And one in six (16%) saw a job offer withdrawn.

Over two-thirds (42%) of respondents are concerned about discrimination by hiring managers and recruiters. A similar percentage (41%) believes that disclosing their condition will evoke preconceptions regarding who they really are.

Sixteen percent (16%) of respondents said they would not disclose their neurodiversity because they hadn’t done so before.

Steve Collinson said, “With more than half of neurodivergent adult experiencing discrimination, and two-thirds saying that employers view their neurodiversity a’red Flag’, it is clear there is a long way to go in creating neuroinclusive work environments.

The research showed that over half of those surveyed (54%) believed that recruitment processes were designed to eliminate neurodivergent applicants rather than assess their abilities. This is in line the findings of the Buckland Review of Autism Employment, which indicated that neurodivergent individuals faced greater barriers to employment due to the design of the application and interview process.

Barriers that are unnecessary

Collinson said: “Our research shows traditional recruitment processes create unnecessary barriers for candidates, and could exclude as much as 15 percent of the job market. This is why it’s important that employers adopt inclusion practices at hiring levels – not only to already onboarded staff.”

The neurodivergent job seekers polled often struggled in interviews. 37% cited a question structure that was too complicated, 26% said they had long and elaborate applications to submit, 24% cited vague job descriptions which were difficult to relate to, and 23% found timed tasks challenging.

Candidates also cited group assessments (22%), and tasks requiring pre-prepared presentations (17%). 96% said that struggles negatively affected their confidence, and 95% claimed their mental health was adversely impacted. According to 93% and 92 %, their ability to promote themselves and earn more money had also been affected.

Only 17% of candidates were given the option to make adjustments during an interview without being asked. A third (32%), however, were only offered this choice after they were asked. Four out of ten people (42%) did not receive any adjustments.

Five Adjustments

Neurodivergent candidates identified five adjustments as the most helpful: explaining instructions and expectations in advance (38%), eliminating group interviews and assessments (32%) and only asking for the essential job requirements and qualification – such as not specifying the degree unless that is essential to the job (32%) Avoid using ambiguous or subjective language when writing job descriptions (30%), and sharing examples of adaptations you can give or have given previously (29%)

The survey found that almost two-thirds (63%) of respondents believe that things have improved at work for people with neurodiversity, and 55% say it’s easier to disclose neurodiversity now than before.

Marc Crawley is the founder and director of Diversita a recruitment agency that supports neurodivergent candidates. He said, “It’s not difficult to think about how to make recruitment neuroinclusive, and unlocking the potential of neurodivergent talents – it just comes down to a lack in awareness and understanding.” The job market is lagging behind, but we are seeing progress every day from companies who embrace neurodivergent talents. These companies will benefit.

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