With research showing that 53% of Gen Z identifies as neurodivergent, neuroinclusion is a rapidly growing strategic necessity for Employers. Businesses that embrace disabled and neurodivergent talent also see huge gains in profitability.
Employers can significantly improve their support for disabled employees by removing barriers to job opportunities within their organizations, starting at the recruitment stage. Often, companies unintentionally deter disabled candidates through poor recruitment strategies and hiring practices that are not inclusive. For example, autistic adults face substantial employment challenges, with only 22% having any form of employment. This stark figure illustrates the gap that exists and the urgent need for more inclusive hiring practices. By adopting a commitment to inclusivity and diversity, employers can tap into a rich pool of untapped talent, benefit from diverse thinking, and create an inclusive work environment that values everyone’s success, regardless of ability or background.
Starting with Job Descriptions and Career Pages
To foster a more inclusive recruitment process, employers must first update their job descriptions and career pages in ways that attract, rather than repel, disabled talent. Job descriptions often act as the first point of contact for candidates, but they can be riddled with requirements or language that dissuades people from applying. For instance, research shows that neurodivergent candidates, such as those with autism, are less likely to apply to jobs if they do not meet every requirement listed. This is a key difference from neurotypical candidates, who may be more inclined to apply even if they only meet a portion of the qualifications.
Employers can mitigate this problem by writing job descriptions that closely align with the core responsibilities of the role, avoiding unnecessary jargon or “nice-to-have” qualifications that aren’t essential. Consider adopting inclusive language that welcomes a wide range of abilities, and explicitly state that accommodations are available during the recruitment process. This small change can make a big difference in signaling to disabled candidates that the company values inclusivity and is committed to providing the support needed to succeed.
The Role of Assessments in Fair Hiring
Well-designed assessments can further support disabled candidates who might otherwise be turned away by more traditional, often biased, hiring methods. Assessments are an essential part of many hiring processes, and choosing the right ones can help candidates demonstrate their abilities without undue stress or anxiety. Traditional interviews, which often favor extroverted, neurotypical behaviors such as making eye contact, engaging in small talk, and presenting a firm handshake, can disadvantage autistic or neurodivergent candidates. These interviews focus on social cues that may have little relevance to the actual job performance, thereby excluding candidates who excel in other, more relevant areas.
This is where game-based assessments come in as an innovative solution. Game-based assessments allow candidates to showcase their abilities in a more relaxed, engaging environment that reduces social pressure. This method has been studied and validated in a report by HireVue, in partnership with Integrate Autism Employment Advisors and the University of Colorado. In our study, Examining the Use of Game-Based Assessments for Hiring Autistic Job Seekers, we found that autistic candidates performed just as well as the general population of candidates on game-based assessments of cognitive ability. This data underscores the value of using alternative assessment methods that can better reveal hidden talents, especially among neurodivergent candidates.
Traditional, unstructured interviews often fail to recognize these strengths, favoring candidates who are more socially adept but not necessarily better suited for the job. For employers looking to create a more inclusive hiring process, introducing game-based assessments offers a way to reduce bias and open doors to a wider range of candidates. This approach not only supports diversity but also brings in talent that might have been overlooked using conventional hiring techniques.
Increased Adoption of Game-Based Assessments
The use of game-based assessments is on the rise as more companies recognize the benefits they bring to inclusive hiring. HireVue’s 2023 Global Trends Report revealed that 32% of hiring managers adopted game-based assessments in the past year to improve their recruitment processes. Unlike traditional assessments, which can be static and formal, game-based assessments are more interactive and engaging. They also offer a level of flexibility that benefits disabled candidates, particularly those with physical or sensory disabilities. Game-based assessments can be completed from any location, at any time, using a computer or smartphone. This flexibility makes them significantly more accessible than traditional methods like in-person interviews, which can be logistically challenging for individuals with disabilities.
This trend towards greater adoption of game-based assessments highlights a growing recognition among employers that inclusivity starts with the recruitment process. By offering candidates the opportunity to take assessments in their own time and environment, companies reduce barriers and provide a fairer evaluation process. In the end, this approach leads to better hiring outcomes, as it allows candidates to fully demonstrate their potential without being constrained by traditional hiring formats that may inadvertently discriminate against them.
Individualized Accommodations: A Crucial Next Step
While game-based assessments offer an excellent solution for many candidates, employers need to recognize that disabled and neurodivergent talent may still need individualized support. Needs are highly individualized, and what might work well for an autistic candidate could be ineffective or even detrimental for someone with physical disabilities. As a result, a one-size-fits-all approach to accommodations is insufficient.
The next step for employers aiming to support disabled candidates is to develop a robust accommodation plan that is flexible and responsive to individual needs. This plan should ensure that candidates and employees are provided with the necessary tools, support, and adjustments throughout the hiring process and their time at the company. For instance, some candidates may require assistive technology during assessments or interviews, while others may need modifications to the interview format, such as allowing more time to answer questions or providing questions in advance.
By being proactive in offering accommodations and encouraging candidates to request what they need to succeed, employers signal their commitment to inclusivity. This creates an environment where all candidates feel valued and supported, leading to higher retention rates and greater employee satisfaction in the long run.
Conclusion: Building an Inclusive Future
Employers have a tremendous opportunity to break down the barriers that have long prevented disabled individuals from fully participating in the workforce. By starting with inclusive job descriptions, adopting innovative assessment methods like game-based assessments, and offering individualized accommodations, companies can create a more equitable and supportive hiring process. Not only does this benefit disabled candidates, but it also strengthens the company, bringing in diverse perspectives and talents that might otherwise go untapped. As more organizations embrace these practices, the future of work will become more inclusive, where everyone has the chance to succeed and contribute their unique strengths.
Dr. Colin Willis is Manager, IO Psychology Science at HireVue .
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