In today's rapidly evolving workplace, the conversation around neurodiversity inclusion is more important than ever. Businesses are becoming increasingly aware that diverse cognitive abilities contribute to problem-solving and creativity, which are invaluable in an increasingly competitive market. By embracing neurodivergent teams, companies can have a huge advantage, creating more productive and innovative teams.

Some of the most common forms of neurodiversity include autism, ADHD, dyslexia, dyspraxia and dyscalculia. It’s estimated that one in seven people in the UK are neurodivergent, highlighting the importance of recognising, as Thomas Armstrong wrote in his pivotal work The Power of Neurodiversity, that “we need to admit that there is no standard brain.” Educating people on this topic is key to creating a truly inclusive workforce.

Not only is inclusivity essential within the workplace, but inclusive hiring practices are also paramount and can be a huge barrier to entry for many talented neurodivergent candidates.

Ritu Kiran is a driving force for positive change for neurodivergent people within the workplace having set up Aubilities in 2020. I spoke to her recently about her the impact her platform is having, to increase productivity within the workforce by embracing neurodivergent talent and developing employees’ strengths

Ritu’s career in management consultancy provides her with deep insights into the corporate world, particularly in the space of HR and HR tech (which is especially relevant to Aubilities’ customer base). Her life took a pivotal turn in 2018 when her two-year old son was diagnosed autistic. This diagnosis opened Ritu's eyes to the significant gaps in accessibility across education, employment, mental health, amongst others, for neurodivergent individuals.

Almost a year on, a near-death experience pushed Ritu's decision to leave her corporate career and embark on a mission to build something meaningful for the neurodivergent community – Aubilities which stands for “all-abilities”. Remarkably, Ritu herself was later diagnosed autistic, adding another layer of personal connection to her work.

Aubilities is a business-to-business platform for entire workforces – both neurodivergent and neurotypical employees. Aubilities provides educational information in the form of digital content and events to help raise awareness and build a foundation of knowledge around the topic of neurodiversity, recognising that awareness alone does not promote change, the platform also houses academically backed assessments to recognise strengths and challenges, which form the basis of coaching recommendations. All of which is tracked from a data perspective to prove the increase in productivity and therefore directly impacting the organisations output and bottom line, demonstrating ROI. According to Aubilities, they find that of all webinars centred on ‘protected characteristics’, the topic of neurodiversity attracts the most attendees and engagement. It is a topic that effects a wide audience of people, this could be:

· People who know they are neurodivergent

· People who are unsure if they are neurodivergent and are interested to learn more

· Neurotypical people wanting to learn how to support neurodivergent colleagues and friends

· Managers learning how to better support neurodivergent staff

· Parents, family members and carers

The platform provides primarily three services:

1. Eduction

Building awareness of neurodiversity, common variances and how to support coworkers and manage employees in the workplace.

2. Assessments

Aubilities teamed up with Durham University’s department of psychology and neurodiversity to create assessments which help to identify and assess:

· neurological variances

· Mental health

· Cognitive abilities

3. Coaching & Mental Health Support

Once assessed, the coaching pillar offers the user the opportunity to enhance existing strengths, improve weaknesses and consider tools and strategies to support with other traits such as Anxiety.

A company offering support and initiatives to develop employees in an inclusive space will be much more attractive to both neurodivergent and neurotypical candidates - when you build inclusion in the workplace, you will attract more neurodivergent candidates. Typically, companies choose to hire candidates who are “all-rounders”, however, more companies are understanding and improving on tapping into neurodivergent resources as they have identified that these are the people who hold the skills of the future; the next wave of people who can enhance their company with new and progressive perspectives. JP Morgan conducted a study called ‘Autism at Work’ to prove the value of embracing neurodivergent employees. They hired 150 neurodivergent people in different roles across different countries and supported each one of them personally, utilising hyper personalisation, this was both during the recruitment process as well as within their employment. Their findings were that when supporting these individuals, 13 years on they had a retention rate of 90%. They also found that because these employees think differently and felt supported productivity increased between 90-140% more than their neurotypical counterparts.

From ambiguous job descriptions to inflexible interview processes, the lack of awareness and understanding creates hurdles that contribute to the high unemployment rates among neurodivergent individuals. Recruitment agencies, with their more personal and skills-focused approach, can help mitigate some of these challenges, but systemic change is necessary.

To foster a truly inclusive workplace, companies must rethink their recruitment processes and workplace environments. Here are key strategies to consider:

· Clearer Job Descriptions:

o Use precise language and avoid jargon or ambiguous terms. Specify the skills required and the nature of communication expected, whether verbal or written.

· Interview Flexibility:

o Provide interview questions in advance to allow candidates to prepare thoroughly.

o Have the option to turn off your camera for the duration of an online interview (still have it turned on for the beginning and end of the interview).

o For in person interviews – an office guide/ welcome pack to prepare candidates

· Hyper-personalisation:

o Tailor the recruitment process to individual strengths, allowing candidates to showcase their skills in the most effective way.

o For example, offering options such as written or video responses in an online application. Accessible features – e.g. lighting/ colour, audio, bionic reading.

o Interview alternatives - such as an informal coffee chat to get a better sense of the candidate in a more relaxed and comfortable setting.

By implementing these changes, companies can not only attract neurodivergent talent, but also create a more supportive environment where all employees can excel. It is also incredibly beneficial to the recruiter too, as with these implementations, it will allow them to see the best version of each candidate.

The journey toward genuine inclusivity goes beyond performative measures. It requires a commitment to understanding and valuing neurodiversity as a powerful asset. Companies recognising the competitive edge that comes with an inclusive workforce, and choosing to embrace and develop these key skills, offers a promising future for neurodivergent individuals in the workplace. By implementing platforms such as Aubilities into a company’s culture will not only improve productivity and innovation but also foster a culture of empathy and understanding that benefits everyone. The time is now to lead the way in embracing neurodiversity, setting a standard for workplaces around the world.

Find out more about Aubilities: https://aubilities.com/