Onboarding autistic employees: Creating an inclusive experience

The tech industry is currently facing a significant shortage of talent, which is hindering progress. By 2030, there is projected to be a global shortage of 3 million tech workers, and 65% of companies are reporting difficulties in hiring, particularly in data analytics, cyber security, AI, and transformation. The neurodiverse population, specifically autistic individuals, have been largely overlooked by the industry so far and many of this group have the skills that are in short supply. This article explains how employers in tech can provide an inclusive experience recruiting and onboarding autistic colleagues.

Understanding autism 

Autism encompasses a wide range of conditions that affect social skills, repetitive behaviour, speech, and non-verbal communication. It affects approximately 1% of the global population. Unfortunately, only 21.7% of individuals with autism are employed, making them the disabled group with the highest unemployment rate. However, people with autism often possess highly desirable qualities sought after by employers in the tech industry, such as high intelligence, a strong commitment to high-quality work, attention to detail, and innovative thinking.  

Did you know about Neurodiversity?

The Neurodiversity Movement 

The Neurodiversity Movement is a social justice movement aiming to change the way we perceive autism. It celebrates diversity by recognising and promoting the unique skills possessed by autistic and other neurodiverse individuals. This movement enables businesses to create more inclusive and representative workplaces, thus closing the disability employment gap and accessing a rich talent pool. Companies like Microsoft, SAP, and Dell have responded to this need by hiring autistic candidates and providing them with the necessary support, resulting in positive business impacts. 

Areas of excellence for autistic candidates 

Autistic candidates often excel in the following areas: 

• Extensive factual knowledge and excellent memory 
• Sustained concentration and attention 
• High levels of logical and analytical skills 
• Attention to detail, error spotting, and accuracy 
• Reliability, persistence, and conscientiousness 
• Enhanced work ethic and quality output 

Creating an inclusive workforce 

To establish a more neurodiverse and inclusive workforce, consider the following practical steps: 

• Preparation: Prior to implementing a program, it is crucial for organisations to understand the meaning and value of neurodiversity. This understanding will enable recruitment, training, and onboarding processes to be accessible and relevant for autistic individuals. 

• Adjusting recruitment practices: While autism affects individuals differently, there are common characteristics, such as difficulties with social interaction and sensory sensitivities, which can hinder talented individuals from progressing through the screening and interview process. Organizations can make various minor adjustments: 
• Avoid asking for excellent communication skills in job descriptions unless it is essential for the role, as this may discourage autistic applicants. 
• Include a section in application forms where applicants can specify any support they may need during an interview. 
• Ensure job adverts use clear language and avoid complex designs, and adapt interviews by providing questions in advance and transparent information about the process. 
• Consider work trials or periods of work experience as alternatives to formal interviews for assessing autistic individuals’ skills. 

• Educating the current workforce: Bias and stigma surrounding neurodiversity still exist. By educating employees and fostering a culture of inclusivity, organizations can create an environment where autistic employees feel welcome, supported, and valued. 
• Creating a suitable working environment: Providing a quiet area with minimal background noise, utilizing noise-cancelling headphones, and reducing anxiety can enhance the comfort of autistic employees. Offering a consistent working schedule, clearly defined job responsibilities, and behavioural support, as well as providing written or verbal feedback and using pictures and symbols for instructions, can also be beneficial. 

The benefits of neurodiversity in tech 

Embracing Neurodiversity in the tech industry offers several advantages: 

Competitive advantage: Neurodivergent individuals may face challenges in social interaction and communication, but they possess high levels of concentration, subject expertise, and technical skills. They excel in repetitive tasks, which are highly desired in the tech sector. 

Fostering a culture of inclusion: Collaborating with people who have different cognitive styles enhances communication efficiency and clarity. Employees feel valued for their unique identities, promoting empathy and innovation within the company. 

Driving innovation: Neurodiverse teams provide fresh perspectives, enabling them to find solutions to complex tasks, develop innovative plans, and create new products. For example, at SAP, neurodiverse employees with exceptional innovation and technical abilities saved the company millions of dollars. 

Addressing the skills gap and labour shortages: The UK tech sector currently faces shortages in cybersecurity, big data, and data analysis and architecture. The neurodivergent population can play a significant role in bridging this skills gap and addressing the tech industry’s major challenges. 

Unique problem-solving approaches: Individuals with autism often approach challenges differently, using methods such as pattern recognition, mathematics, and memory. These new perspectives bring great benefits to tech companies constantly striving for innovation. 

Highly desirable skillsets for tech 

Organisations that recognise the importance of diversity and inclusion must also prioritize neurodiversity and provide support in the workplace. Neurodivergent individuals possess a wide range of talents, perspectives, and skills that can greatly benefit the tech sector. Incorporating innovative recruitment practices aimed at this underrepresented group will enable companies to tap into a rich talent pool and address the industry’s most significant challenges. This approach not only brings measurable financial benefits but also fosters a positive impact in the workplace. 

Corecom Consulting and Corecom Technology Academy recently welcomed charity Ambitious About Autism to deliver a course to Corecom colleagues and clients about working with autistic people. More information about the charity can be found here.