New report finds over 3 in 5 neurodivergent Australians hesitant about disclosing condition
More than three in five neurodivergent Australians are hesitant about disclosing their condition to potential employers amid fears that it could affect their career opportunities, according to a new report from DXC Technology.
The report, which polled 1,410 neurodivergent and neurotypical Australians, discovered that 61% don't feel comfortable disclosing their neurodivergence to a potential employer.
Michael Fieldhouse, DXC Dandelion Program Executive, DXC Technology, said employers should create an "understanding and welcoming" recruitment process to address the situation.
"The whole process can be overwhelming, so it is up to businesses to create an environment that is understanding and welcoming," Fieldhouse told HRD.
To make recruitment more inclusive and supportive for neurodivergent individuals, organisations can start by educating hiring managers and employees about neurodiversity, according to Fieldhouse.
"We can teach our respective HR teams to be considerate and receptive when dealing with neurodivergent applicants," he said. "This will help reduce biases."
He added that it is important to use concise language in job descriptions and focus on essential skills to make the application and interview process as easy as possible.
Employers should also consider adjusting the hiring tasks by including alternative assessment methods, such as work trials or project-based tasks, offering necessary accommodations, and providing clear communication about each stage.
"This is to reduce the anxiety that neurodivergent individuals face when applying for jobs," he said.
Supporting neurodivergent employees at work
Fieldhouse is an executive of the DXC Dandelion Programme, which was established in 2014 to help neurodivergent individuals build valuable skills to pursue a career in IT.
For its 10th year anniversary, the programme surveyed over 1,400 neurodivergent and neurotypical Australians on how to foster sustainable workplace environments for the neurodiverse community.
The survey found that only 41% of neurotypical Australians feel confident that they can effectively support their neurodivergent colleagues in the workplace.
Educating neurotypical colleagues on how to support neurodivergent employees is essential for fostering an inclusive workplace, according to Fieldhouse.
"Conducting workshops on neurodiversity and sharing real-life stories can help build understanding and empathy," he said.
Implementing a one-on-one mentorship programme where neurotypical employees can learn best practices can also equip them with the necessary skills needed, he added.
Meanwhile, the survey further found that 97% of neurodivergent individuals said small acts can make them feel appreciated at work. According to Fieldhouse, the 10 small acts to support neurodivergent colleagues and employees include:
- Work together to plan office and remote working days
- Encourage colleagues to be comfortable voicing their honesty
- Proactively ask colleagues if they have any specific needs in the workplace
- Provide warnings ahead of any potential sensory challenges
- Provide written agendas and tasks in advance of meetings
- Make use of chat functions to share questions and tasks
- Adopt the practice of transcription and recording of meetings
- Encourage learning and skill-sharing between colleagues
- Check in regularly
- Have regular conversations with colleagues
Benefits of an inclusive workplace
Fostering an inclusive workplace that accommodates the neurodivergent community can have various benefits, according to Fieldhouse.
"Neurodivergent individuals have unique strengths that bring significant value to the workplace," he said.
These unique strengths include exceptional attention to detail, focused concentration, and the ability to recognise patterns and spot anomalies in data, he added.
"Neurodiverse individuals often think out-of-the-box, which helps foster innovation and creative problem-solving.”
