Increasingly, the public supports companies based on how those companies treat people. While still concerned with results and products, the public also increasingly cares about business practices. Younger generations are pressuring companies to be publicly authentic and to do work ethically. As a result, companies are pressured to be more diverse and equitable.
To leverage this growing demand for a more diverse workforce, companies must consider what it takes to build and maintain a diverse staff.
The Benefits of a Diverse Workforce
- Stand Out: Diversity is a great way for companies to stand out among competitors. Companies can benefit a lot by including employees who approach work and problems in a unique way. For example, people with autism may have unique creativity, focus, memory, and dedication. People with ADHD may be able to improvise in difficult situations, react quickly, and notice important but small details. Other disabilities or challenges might encourage a person to have strong visual-special skills, to think about problems differently and creatively, and to be quick to see the larger picture.
- Untapped Job Market: While people with disabilities are capable workers, they are a large, underutilized sector of the job market. Although recent reports suggest 4 percent unemployment in the general population, Deloitte says approximately 85 percent of people on the autism spectrum are unemployed. Similarly, the U.S. Department of Labor finds about 19 percent of people with disabilities are employed, suggesting that 80 percent of people with disabilities are unemployed. Such proportions stand out, yet they still don’t tell the whole story. Recent data suggests that 25 percent of working professionals have a disability, yet only 5 percent disclose their disability to their employer. This could be due to people avoiding being labeled as “disabled” or “other” or due to fear of discrimination because of their disability.
- Happier Employees: Companies with more diversity may have better retention and productivity. Numerous studies suggest a positive correlation between a diverse workforce and job satisfaction.
The Challenges of Creating a Diverse Workforce
Although neurodivergent people and people with disabilities bring strengths to the workforce, there are still challenges when it comes to finding employment. Current hiring practices are a case in point. The traditional hiring process is inflexible and does not offer many alternative options for interviews or job responsibilities.
One challenge is that companies write job descriptions with an ideal task load, which may include unnecessary job requirements. Then companies hire people to fit those roles. This process discourages candidates who excel at most but not all of the ideal requirements or who may have a different approach to completing tasks. The cost is that companies hire people to fit a box. An alternative would be a more nuanced approach: A company might hire someone to fill a general gap and then fill out the remainder of the role based on applying that person’s strengths and abilities to the company’s needs.
21 Tips for a Diverse Workforce
Companies can increase and maintain staff diversity by modifying their practices by adopting the following tips:
Job Posting
- Clarity: Use short sentences and brief paragraphs. Prioritize clarity over creative or cute job descriptions.
- Responsibilities: List what the candidate needs to be able to handle. Do not include nice-to-have qualities or requirements for the job.
- Setting: Describe the working environment. Candidates can decide for themselves whether the role is compatible.
- Distribution: Share the job posting in multiple networks, including job sites that cater to people with disabilities.
Interviewing
5. Options: Offer alternate interview options, such as in-person, video, or e-mail.
6. Expectations: Before and during the interview, accommodate the candidate’s comfort and preparations. Describe the duration and dress code. Consider providing sample questions. If in person, check to see if they are comfortable.
7. Questions: Ask questions related to their accomplishments. As described by the ADA, do not ask personal or invasive questions about how a person’s disability impacts their work.
8. Processing Styles: Be understanding of candidates with various processing styles. Asking the questions out loud is great for auditory processors. Consider offering a written copy of the questions during the interview for visual processors. Allow thinking time for the candidate to process each question.
Onboarding
9. Mentor: Match the new hire with a supervisor or mentor, and outline the topics or questions the mentor can answer.
10. Reference: Provide clear instructions and feedback, including in a written format that the new hire can reference.
11. Teachback: Many neurodivergent people have excellent memories, so they may be able to repeat what was taught. However, having them teach it back ensures understanding and application of that new task or process.
12. Company Structure: Offer workflow charts, schedules, and supportive visuals to describe the company and workflow structure.
Company Culture
13. Fairness: Regard and compensate disabled employees to the same standard as the entire staff and not in comparison to a disabled subgroup.
14. Expectations vs. Flexibility: Provide clear performance expectations. If an employee can complete the role to standard thought using an alternate method, allow and support them.
15. Coping Tools: Allow and encourage employees to use coping tools, including fidgets.
16. Environmental Flexibility: Offer employees some control over lighting and sound levels, or offer working spaces with various levels of stimulation and energy.
17. Quiet Space: Provide a calming space for overstimulated employees to take a break.
Online Presence
18. Statements: Include company values and a statement about diversity, equity, and inclusion (DEI) commitment on the company Website and in other external communications. Specifically, include a disability inclusion commitment in your DEI statement. Demonstrate evidence to follow through on the commitments.
19. Photos: Include people of various physical abilities on your Website and social media.
20. Support: Specifically mention your support and inclusion of people with disabilities.
21. Accessibility: Ensure Website and apps are accessible through add-ons such as closed captions and color contrast.
