Stella Korosi MSc, GMBPsS’ Post

Do your attraction materials discourage neurodivergent candidates from applying to your organisation? 48% of neurodivergent employees in the UK feel that recruitment processes are unfair to neurodivergent candidates. This is just one of the insightful statistics in our new Neurodiversity At Work (2024) report, which sheds light on the experiences of neurodivergent individuals in the workplace. Organisations can do much to address this and to better attract and support neurodivergent talent through the recruitment process. For example, simply failing to mention neurodivergence on attraction materials was highlighted as the most significant signal of a less inclusive employer. Co-authored by Professor Binna Kandola OBE and Marianna Zajac, our latest research surveyed over 600 neurodivergent employees, covering their experiences of the recruitment process and within the workplace, from inclusion and masking to asking for reasonable adjustments. Discover what signals a more, or less, inclusive employer - and the key recommendations to better support neurodivergent talent in your organisation - by downloading our report for free from our website: https://lnkd.in/eqHmumw8 #Neurodiversity #Neurodivergent #HR #DEI #Research

Interested in neurodiversity at work? My colleague Marianna Zajac has conducted excellent research with over 600 ND individuals about key barriers and enablers at work. The report can be accessed through the link below 👀

Are you getting it right when it comes to supporting neurodivergent talent in your organisation? Today, we’re proud to launch our Neurodiversity At Work (2024) report: https://lnkd.in/eqHmumw8 This brand new research, co-authored by Professor Binna Kandola OBE and Marianna Zajac, surveyed over 600 neurodivergent employees in the UK and illuminates their experiences in the workplace. From recruitment to workplace inclusion, reasonable adjustments to masking, the report highlights where organisations are getting it right and where they may fail neurodivergent candidates and employees. While the study had positive findings, it clearly highlighted where there is more to be done. We know that recruitment is a barrier to work for neurodivergent individuals, and the study showed almost half of neurodivergent employees in the UK disagreed or strongly disagreed that recruitment processes are fair to neurodivergent candidates. Furthermore, 63% said they had masked in the workplace, with 42% uncomfortable asking for reasonable adjustments. So, what can hiring managers do? Professor Kandola and Marianna make critical recommendations to organisations in the report to help organisations better attract and support neurodivergent individuals as part of an inclusive and innovative workplace. To explore the report and its findings, you can download it for free from our website here: https://lnkd.in/eqHmumw8 #Neurodiversity #Neurodivergent #HR #DEI #Research

Highly recommended reading for my network - concise with very practical recommendations.

Are you neurodivergent? If the answer is 'YES' then please consider taking part in this study... Recruitment and Selection How can it be more neuroinclusive? My name is Leon Knight-Smith; I am CEO at Nansa - Norfolk and Norwich SEND Association, and as a student member of the CIPD, I am currently studying 'Strategic People Management'. As part of my studies, I must complete a 'Business Research in People Practice' project, and I have chosen to look at the ways in which an employer might ensure their recruitment and selection methods are more accommodating of neurodivergent candidates. First, all participants of this study will be required to provide their consent, by signing/dating an 'Ethics Participant' statement (section 1 of the survey). Second, all participants in this study will need to answer a qualifying question; all participants must identify as neurodivergent (although a formal diagnosis is not required). If you answer 'NO' to the qualifying question, your response/information will not be used in this research. All of the information you provide will be entirely anonymised in the final research paper, and your participation requires very limited personal information; you will not need to provide your age or gender, and will only need to provide one mode of contact (email or telephone number): so that in the event you wish to withdraw your consent, you can do so, and your response can be identified and eliminated. #neuroinclusion #neurodivergent #neurodiversity #autism #autistic #adhd #adhder #dyslexia #dyspraxia #dyscalculia #dysgraphia #ocd To participate in this study, please use the link provided to complete a survey/questionnaire that explores how you feel about typical recruitment methods. In the most part you will do this by simply indicating whether you agree or disagree with a range of statements, but there will be opportunities for you to provide further information if you wish to.

Neurodiversity is the concept that there are a variety of ways that people's brains process information, function, and present behaviourally.   For at least 20% of the adult population in the UK, these differences mean they may be diagnosed with neurological conditions including autism spectrum disorders, dyslexia, and attention deficit hyperactivity disorder (ADHD). There are many benefits of thinking differently; it brings new ideas to the table, helps to rethink inefficient processes, and identifies patterns other people might miss. Many neurodivergent people are visual learners and bring with them vast creative strengths. The following article gives insights in to neuroinclusive hiring : David Lawrence Lewis Grant Camryn Anderson Christopher Anderson-Caddell Michelle Graham Elaine Ashton Donna Galbraith Stuart Jack

A valuable and inciteful piece of research. A must read!

War for talent? Struggling to find the right candidates with the right skills? There’s a huge pool of neurodivergent talent that will enhance your organisation! So what’s the catch? Why aren’t you spotting them now? It might be that your recruitment processes are geared towards neurotypical individuals - an easy mistake! Want to learn how to create a neuroinclusive process? Drop me a DM! #neurodivergent #hr #edi #recruitment

❗️ It’s estimated that as much as 15-20% of the world’s population could be neurodiverse, but despite the prevalence of #neurodiversity, statistics show that society has been slow to make adequate adjustments for these individuals. 💡 For #neurodiverse candidates, psychometric assessments can sometimes be intimidating. Thomas’ own Director of Psychology, Stephen Cuppello, wrote his PhD on the psychology of intellectual disability and has dedicated his career to ensuring neurodiverse individuals are empowered - instead of disadvantaged-when taking psychometric assessments. 📢 Candidate experience is key in building a strong employer brand, so it’s important that candidates are left with a positive impression by the end of your recruitment process. Learn more about Thomas International’s research on neurodiversity and psychometric assessments, as well as some basic steps to ensure all candidates enjoy a positive hiring experience in our latest HR blog 👉 https://lnkd.in/gb2txsMb #Neurodiversity #NeurodiversityAtWork #NeurodiversityCareerSupport #Diversity #NeurodiversityAwareness #DiversityandInclusion #Hiring #HiringTopTalent #Recruitment #RecruitmentProcess #EmployerBranding #EmployeeBranding #CompanyBranding #LearningandDevelopment #CareerDevelopment #BusinessDevelopment #PsychometricAssessments #Psychometrics #HumanResources #HR #HRManagement #HRM #HRTech #TalentAnalytics #HRStrategy #HRAnalytics #HRAdvice #HRBlog #BusinessTips

Today, I’m pleased to announce the launch of the Pearn Kandola Neurodiversity at Work Report. It’s estimated that 15-20% of the population is neurodivergent. And yet, despite accounting for up to a fifth of the workforce, many organisations are failing to adequately support this group. From off-putting recruitment processes to a lack of suitable accommodations, there appears to be a clear bias against neurodivergent individuals. As a result, many have faced discrimination and harassment at work, while some studies show that a large proportion of leaders would in fact not employ a neurodivergent candidate. More research and practical guidance are clearly needed, to help employers support neurodiversity inclusion. To that end, this new Pearn Kandola LLP report aims to shine a light on the experiences of neurodivergent employees. As the basis of this research, we surveyed over 600 neurodivergent individuals who live and are employed in the UK. We also conducted a second survey, questioning a general sample of over 2,000 British adults in order to understand the wider attitudes associated with behavioural, cognitive or social differences. From their experiences of the recruitment process to the support on offer from their organisations, our goal with this report was to document the day-to-day experiences of neurodivergent employees, and to highlight the barriers they face at work. We also aim to share good practices, and to offer advice on how employers can help neurodivergent team members flourish at work. Over the coming days, I’ll be sharing some of our key findings here, on LinkedIn. I hope you find these insightful, and would welcome your questions and comments. In the meantime, you can read the full report via the link below. https://lnkd.in/eu-7tG46 #Neurodiverse #Neurodivergent #DEI #InclusionMatters