Leading Technology Company

Enhancing Inclusion for Neurodiverse Talent

RESULTS

The company successfully hired neurodiverse candidates for various technical roles, such as software development and quality assurance.
The new employees brought unique skills and perspectives, contributing to enhanced problem-solving and innovation within the organization.
The company’s commitment to neurodiversity became well-known in the industry, attracting further attention and interest from diverse talent pools.

CLIENT: A leading technology company OBJECTIVE: Increase the recruitment and retention of neurodiverse talent within the organization.

CHALLENGE

The client recognized the importance of neurodiversity in their workforce and wanted to create a more inclusive workplace. However, they faced challenges in identifying and sourcing neurodiverse candidates through traditional recruitment channels.

SOLUTION

DirectSource, the HR Direct Sourcing platform, was utilized to target neurodiverse talent pools and engage with community organizations that supported individuals on the autism spectrum. The platform’s advanced search capabilities and candidate matching algorithms helped identify suitable candidates.

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Why Aren’t Neurodistinct Employees Disclosing to Their Employer?

Disclosure is the contingency that, in theory, unlocks mechanisms of support for neurodistinct employees. Many researchers and self-advocates suggest that disclosing neurodivergence can benefit employees greatly. Employer allies are eager to support neurodistinct employees and build neuroinclusive enterprises. So why is it that most neurodistinct employees do not disclose? By listening to self-advocates, we know that the risks can overshadow the rewards. The Dichotomy of Disclosure: Benefits & Costs During a recent keynote presentation, a neurodistinct speaker offered this quip when asked why more neurodistinct employees aren’t disclosing: “It’s none of their damn business.

Neurodiversity Boosts Employee Retention But Why?

In the wake of the Great Resignation, employers are eager to boost employee retention numbers. In this post-pandemic employment ecosystem, employers must reckon with their worker’s willingness to depart from enterprises that are not flexible and empathetic. One solution is to embrace neurodiversity. A hallmark of the business case for neurodiversity is the fact that neuroinclusive enterprises retain employees at higher rates than their less inclusive competitors. But what is the reason for this increased retention?

Leading Technology Company