Organisations are becoming more aware of the importance and benefits of hiring more neurodiverse people as our understanding of neurodiversity increases, says Genevieve Koolen, human resources director at SAP Africa.
Neurodiversity is defined as autistic or other neurologically atypical patterns of thought or behaviour.
“Introducing neurodiverse individuals into the business allows organisations to access unique skills and abilities that can bring immense value to the organisation. But this requires a rethink of hiring programmes, recruitment processes, team management and greater flexibility to empower neurodiverse employees with career pathways that allow them to apply their unique skills.”
She advises:
- When hiring neurodiverse individuals companies need to ensure the candidate is well matched to the job;
- All employees in the organisation — from senior management to junior members of staff — must receive training so they understand people who are neurodiverse. Regular sessions are better than one-off courses;
- Hiring practices also need to be addressed to ensure they do not work against neurodiverse candidates, effectively disqualifying them before they have a chance to show what they are capable of.
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