Part Four: Neurodivergence at Work, Positive Recruitnent in the Real World

By Fay Capstick

In this blog series so far we have looked at what neurodivergence is, the benefits of having a neurodivergent workforce, and what steps have been taken to ensure positive and equal recruitment methods for all applicants. In this fourth and final part, we shall look at how this has worked in the real world, at which businesses are supporting neurodivergent workers, and their success stories.

Calling all chocolate lovers to Harry Spectors!

Being as it’s Eastertime, we’ll start by talking about a chocolate factory. Harry Spectors are doing things differently. The business, now running for over a decade, was launched in Cambridgeshire, by Mona and Shaz to create a workplace for their autistic son, Ash, and for others with autism. And with 700,000 autistic adults in the UK, they have plenty of hiring options. They picked chocolate as they knew that the process was appealing to autistic workers: repetitive and structured. In the time they have been trading, they have given employment opportunities to over 300 autistic workers. Autistic people are involved in all areas of the business from packing to admin, design, making, and photography.

You can learn more here (as well as see their mouth-watering offerings): https://www.harryschocs.co.uk/

The Microsoft Neurodiversity Hiring Programme

Microsoft shares our belief that having a neurodivergent workforce is a positive thing, bringing many benefits, including increased creativity and perspective.

Microsoft has a hiring programme, piloted in 2015, that aims to attract, train, and support neurodivergent candidates. An extended interview process provides an opportunity to show their talents. You may be invited to a hiring event, which takes place over a few days. You will meet the interview team, and some current neurodiverse employees, and work on skill development.

Want to know more? Visit: https://www.microsoft.com/en-us/diversity/inside-microsoft/cross-disability/hiring.aspx

(And in case you are wondering, Microsoft also has a parallel scheme for potential physically disabled employees too.)

IBM

IBM also have a strong belief in hiring neurodivergent workers and has a specific programme to encourage this goal, The Neurodiversity Program at IBM, which launched in 2015. They started by supporting and creating safe spaces for their existing neurodivergent employees.

IBM want to hire, support, educate and embrace employees of all abilities, calling it ‘DiversAbility.’ They are supporters of the idea that a diverse workforce brings extra creativity and opportunity to the workplace. IBM is also a Level 2 Disability Confident Employer.

You can learn more about IBM and diversity here: https://www.ibm.com/impact/be-equal/communities/diversability/?trk=article-ssr-frontend-pulse_little-text-block

GCHQ

GCHQ has stated that they are particularly keen to welcome dyslexics, apparently we make excellent spies (potential unexpected career opportunity there for me then!). It seems dyslexia gives us skills in ‘pattern recognition when dealing with big data, seeing the bigger picture when considering complex future scenarios and finding solutions to novel and challenging problems’, things that are very useful for GCHQ.

As a Government employer, GCHQ is also leading the way in the hiring of all neurodivergent conditions and disabilities. However, it is fun and fascinating to read about the ways that some of us can bring unexpected extra skills to our work and to see this fully supported.

Learn more here: https://www.gchq.gov.uk/news/dyslexic-thinking-skills

Why this matters

With an estimated 80% of neurodivergent people either unemployed or underemployed, anything that can reverse these numbers is positive. Considering that we know that having a diverse workforce can lead to increased productivity, it is important that businesses have strategies to be inclusive for all.

The future workforce will be strengthened by being inclusive. This will also have the added benefit of helping fill the huge skills gap that we have in the UK. Everyone has talents that need to be recognised and nurtured.

Final thoughts

At Parker Shaw, we have been at the forefront of the sector we serve, IT & Digital Recruitment and Consulting, for over 30 years. We can advise you on all your hiring needs.

If you are looking for your next job in the IT sector please check our Jobs Board for our current live vacancies at https://parkershaw.co.uk/jobs-board