Ep 609: Building A Neuro-Inclusive Hiring Process
Somewhere between 15% and 20% of the population is neurodivergent. The majority have yet to receive a formal diagnosis, and a significant number of those with a diagnosis choose not to share it publically. Over the last few years, we've seen\xa0a growing number of\xa0employers taking steps to be more\xa0neuro-inclusive, which is great to see. However, there is still a long way to go with recruiting, as most hiring processes contain significant barriers for neurodiverse people. There is also a danger that the move to AI-driven recruiting may make things worse if neuro-inclusion isn't proactively prioritized.\n\nSo, what steps can employers\xa0take\xa0to embed neuro-inclusion in their recruiting processes effectively?\n\nMy guest this week is Tania Martin, a neuro-inclusion consultant who was previously Head of EY's Neuro-Diverse Centre of Excellence in the UK and Ireland. In our conversation, Tania discusses the shortcomings of the traditional recruiting process and how we can rethink it to be better for everyone.\n\nIn the interview, we discuss:\n\nHarnessing neurodiversity in the workforce\n\nHow EY's Neuro-Diverse Centre of Excellence was set up\n\nWhy can making recruiting processes more neuro-inclusive be good for everyone?\n\nAccessing untapped pools of talent\n\nIntimidating job specs\n\nAssessment and spiky profiles\n\nHelping people to show their best selves during the interview process\n\nEducating hiring managers\n\nThe role of technology\n\nWhat will neuro-inclusion look like for future generations in the workforce?\n\n\nFollow this podcast on Apple Podcasts.