You don’t need to be an expert to get the best from dyspraxic or neurodiverse employees. A little understanding and support goes a long way…
by Maxine Roper
A guide from CIPD on Neurodiversity at work
Useful article written by an autistic person about the best way to work with her
An example of how job carving works for an employee with ADHD
Adjustments at Recruitment
Recently we have seen how important it is for recruitment assessments to take into consideration the disabilities of job applicants, and how a failure to make reasonable adjustments can put you at risk of a claim of indirect disability discrimination.
Does HR need to change recruitment processes following EAT ruling?
Interviews generally give a poor indication of someone’s ability to perform in a particular role. This is even more the case with autistic candidates and there are much more appropriate ways to assess them, including relevant work trials or tests. However, if you have to interview a candidate you know to be on the autistic spectrum, here are some tips to bear in mind:
Before the interview:
• Ask the candidate if they need any particular adjustments to help them perform well at the interview
• Tell the person how long the interview will be and the structure of the session, and particularly if you will include any tests
• Allow notes to be brought into the interview session
• For some candidates, having access to the questions prior to the interview may be helpful
• If anything regarding the interview changes (time, location, etc) give as much notice of this as you possibly can
During the interview:
• Wear name badges or have cards clearly visible with names where possible so the person knows who you are
• Provide some water as the person may be feeling very anxious. Tell the person they can have some water at any time (i.e. giving them permission to take it)
• When asking questions, be explicit and avoid hypothetical situations such as “what would you do if?”
• Where possible ask for concrete examples (Give me an example of x).
• Give the candidate plenty of time to respond
• Ensure the questions are directly related to what the job requires
• When asking examples of previous work try to be specific e.g. Have you completed spread sheets? What software did you use?
• If you want the person to give you more information and their answer has been too brief, then prompt them to provide a little more
• Politely, say to the person if they are giving too long a response to a question that they have given sufficient information
• Be clear when you are moving onto another question
• If the person seems unsure of an answer to a question, try to restate it
• For some people eye contact may be ‘fleeting’ as it can be harder to fix on one person. The person may not easily look directly at the interviewer and at the same time be able to think about their responses. This should not necessarily be seen as unfriendly or not engaging with the interview.
• Be aware that answers to some questions for some people may be ‘overly honest’.
The Different Thinking Styles of People with Autism (a personal view by Will van Zwanenberg)
An autistic candidate, Will, talks about the barriers he faces in recruitment
Will, a candidate with autism, tells us about the benefits of employing people with autism
Advice on managing autistic employees from Will, an autistic candidate
Will, an autistic man, talks about being an autistic employee
Why job interviews create barriers to people with autism – from the perspective of a person with autism
Acas – Neurodiversity at Work.
Recruiting an autistic person.
Tips for managing an autistic employee.
Supporting Employees with ADHD.
Supporting Employees with Autism Spectrum Disorder.
Supporting Employees with Dyscalculia.
Supporting Employees with Dyslexia.
Supporting Employees with Dyspraxia.
Dyslexia – A flavour of how it feels.
Dyspraxia – Supporting Candidates.
Dyspraxia – Supporting Employees.
Legislation – Managing Employees with Autism.
Hidden Disadvantage – report from Action on Hearing Loss
Tips on Interviewing People with Autism.