Ask an Expert: Why Should You Recruit Neurodivergent Workers?

According to SHRM’s 2024 Talent Trends Report, more than 3 in 4 organizations had difficulty recruiting for full-time regular positions in 2023, and nearly half had trouble retaining full-time regular employees.

Many employers focus on offering higher compensation and a positive workplace culture to attract employees. Lesser-used strategies include targeting passive job seekers and sourcing talent from untapped employee pools, such as retirees, people with criminal records, unemployed youth, and people with disabilities.

According to SHRM, only 23% of employers seek out candidates from these rich, but often underutilized, talent pools. One frequently untapped group is underemployed and unemployed neurodivergent individuals. Many employers fail to recognize their numerous capabilities.

According to the Job Accommodation Network (JAN), neurodiversity “describes the natural way that people think, learn, perceive the world, interact, and process information differently and in unique ways.” JAN, a service of the U.S. Department of Labor that promotes job accommodations for people with disabilities, says neurodivergent individuals include people with autism, attention deficit hyperactivity disorder, obsessive compulsive disorder, post-traumatic stress disorder and other mental health conditions, and learning disabilities such as dyslexia.

Those who are neurodivergent are often more detail-oriented, creative, and better at problem-solving than neurotypical people. Hiring from this group means gaining a larger talent pool and more innovative employees.

To attract this talent, employers should review their recruitment processes and ensure they don’t inadvertently exclude this population. Job postings should have nongendered, clear, and plain language and list only the job’s requirements. Outreach to neurodivergent groups can include contacting colleges and universities, disability and vocational services, and national and state programs that promote diverse hiring. Additional strategies may include:

• Modifying the interview process as appropriate. For example, panel interviews may be overwhelming for someone with autism. Hold a less formal one-on-one interview and provide questions beforehand.
• Asking employees about potential needs for accommodations, such as noise-canceling headphones or adjustable desks.
• Providing mentoring, continuous learning, and clear communication.
• Teaching staff about neurodiversity to foster inclusivity.

These simple efforts can help employers create more inclusive workplaces where all workers feel valued, supported, and empowered.  

Amber Clayton, SHRM-SCP, is the senior director of SHRM HR Knowledge Center operations.