How to Navigate Looking for a Job as a Neurodivergent Professional

7 Mar

Entering (or re-entering) the workforce as a neurodivergent professional can be daunting, particularly when navigating traditional recruitment practices that may not fully accommodate different neurotypes. Understanding your rights, knowing what accommodations are available, and preparing for specific recruitment hurdles can empower you to succeed in your career journey.

Here’s a step-by-step guide on what to expect and how to approach employment with confidence:

1. Understanding your rights in the workplace

In the UK, the Equality Act 2010 provides legal protection against discrimination, ensuring fair treatment for neurodivergent individuals, in theory at least. Within the law, employers must make reasonable adjustments to support neurodivergent employees. These adjustments may include flexible work arrangements, modified workspaces, or alternative assessment methods during recruitment. This support starts as early as when you’re being hired, and if an employer fails to make reasonable adjustments during their recruitment process, they are in breach of the law. Familiarising yourself with these rights can help you advocate for yourself and secure your support.

2. Requesting reasonable adjustments

Reasonable adjustments are specific changes to the work environment or job requirements designed to help neurodivergent individuals perform effectively. Although employers will often argue something is not reasonable, the law is actually clear that “reasonable” should be in the eyes of the employee. Ask yourself, is this adjustment sufficient? And does it make me access work in the same way as my non-disabled peers? For example, it could include receiving interview questions in advance, using noise-cancelling headphones, or working in quieter environments. Don’t hesitate to request adjustments that align with your strengths; these modifications are there to ensure fair assessment and workplace success.

If you’re not sure where to start, you could ask your line manager to experiment with a few different adjustments each month or quarter so you can try what might work for you. You could also ask your network, that could be an employee network or your peers online. Ask what adjustments they’ve had and how that has helped them to get some ideas of what could work for you.

For anything that has a cost related to it, you can apply for Access to Work with the help of your employer. Find out more here.

3. Preparing for different recruitment processes

Some recruitment processes may include situational judgment tests, group discussions, or conventional interviews, which may present unique challenges. If interviews are stressful, ask if written or task-based assessments are an option. Preparing for each stage of the process - such as rehearsing for common questions or reviewing job descriptions in advance - can help you manage your energy and showcase your strengths effectively.

Ask for as much clarity as possible. This could include asking for an Access Rider with details of the building and how to get there, asking for questions, and asking who will be interviewing or assessing you.

4. Deciding when and how to disclose

Deciding whether to disclose your neurodivergence is a personal choice. Many neurodivergent individuals worry that disclosure might affect their prospects. However, sharing this information with an employer who values inclusivity can pave the way for necessary accommodations.

The key is to find an organisation with a culture that supports neurodiversity. Look for signals such as inclusive language in job ads or mentions of the Disability Confident Scheme, which signal an openness to diversity.

5. Finding neuroinclusive employers

Increasingly, companies are adopting neuroinclusive practices to attract diverse talent. Researching companies with a track record of supporting neurodiversity can help you identify workplaces that will value and accommodate your unique strengths. Networking and connecting with neurodivergent professionals can also provide valuable insights into companies that prioritise inclusion.

Some industry bodies, such as RaiseTheGame in the gaming industry, are championing inclusion at a sector-level, leading to a cultural change when it comes to supporting neurodivergent employees within the gaming industry. It’s worth looking at what any industry bodies within your own sector are doing to foster inclusion, and any organisations they are working with. Creating a list of the employers involved in industry-wide inclusion initiatives can be a great place to start.

Finally, a word of caution. While employers are generally getting better when it comes to inclusive hiring practices, not all of them will get it right and not every experience will suit you. This can be challenging! Make sure to prioritise your wellbeing throughout your job search, take any breaks you need, and try not to let any negative experiences knock your confidence. The right employer is out there for you, so don’t give up!

By understanding your rights, requesting necessary adjustments, and seeking neuroinclusive workplaces, you can navigate the employment landscape more easily. Remember, your neurodivergence is an asset that brings a unique perspective to the workplace. With the proper support and environment, you can find a career path that allows you to thrive.