Five tips to support neurodivergent talent in the workplace

By: Mary Lynne Bartlett (she/her)

Hiring neurodivergent talent can lead to benefits in all organizations, including co-op employers. Understanding how to support these employees helps everyone succeed in the workplace.

Neurodivergent employees bring exceptional strengths, including creativity, attention to detail, innovative thinking and resilience. However, traditional work environments are not created with neurodivergent employees in mind.  

Neurodiversity, the natural differences in how people think, learn and process information, is an increasingly recognized and valued aspect of a truly inclusive work environment. Autism, attention-deficit hyperactivity disorder (ADHD), dyslexia and other disabilities fall under the umbrella of neurodivergence.  

In the article Neurodiversity as a Competitive Advantage by Robert D. Austin and Gary P. Pisano, researchers highlight the advantages of hiring programs aimed at neurodiverse employees. Managers who have HR processes to access neurodiverse talent reported overall improvements in reputational enhancement, quality improvement, innovation capabilities, productivity and employee engagement.   

Silvia Bessa, senior vice president of digital business services at SAP, says having neurodiverse employees in the mix “helps offset our tendency, as a big company, to all look in the same direction.” Some managers in the study also identified that hiring programs for neurodiverse employees helped them become better leaders by encouraging them to focus on individual needs and build stronger relationships with their staff. 

These five tips highlight how you can help create a positive work term for neurodiverse co-op students.

1. Create a safe space for disclosure 

Employees have the option to choose whether they disclose their disability and can do so at any stage in the hiring and employment process.  

You can create a safe space by: 

• Offering confidential methods for employees to share accommodation needs.  
• Training managers and supervisors on inclusive practices. 
• Making the organization's values neurodiversity clear. 

“The intention is to avoid any conflicts arising that could be prevented by being proactive,” says Kate Kennedy, career advisor at Waterloo’s Centre for Career Development.  

The key findings from the research offers tips for creating effective job descriptions that are helpful for both neurotypical and neurodiverse applicants: 

• Provide transparency with information about the job. 

• Clarify what you’re asking of applicants. 

• Outline essential information in clear and concise language.  

 Access our research-backed free job description template to help create effective descriptions for your jobs.

3. Structure inclusive interviews 

Interviewers use questions to assess how candidates think, respond and communicate. Due to neurodivergent students communicating and processing information differently, they may face challenges in traditional interview settings that hinder their chances of employment. To create an inclusive interview process, you should: 

• Share interview questions in advance, or during the interview, to support different processing speeds.  

• Provide written copies of questions (e.g., in the chat for virtual interviews) to allow candidates to ask for clarification. 

• Ask candidates about any accessibility needs for the interview. 

• Offer alternative interview formats (e.g., hangouts) where candidates can demonstrate their abilities in casual interactions in an informal setting. 

4. Onboard with empathy 

Changes to routines and surroundings can significantly affect how neurodivergent students engage in the workplace. The WxL study Supporting accommodations for inclusive workplaces highlights welcoming onboarding processes as a critical component to success for students with disabilities.  

To effectively onboard neurodivergent employees, you can implement these key strategies: 

Sadia Anjum, co-op student experience manager in Co-operative and Experiential Education (CEE), suggests creating a peer-to-peer buddy system that is free from hierarchical power dynamics.  

 “When someone joins the team, let them know all the accommodations that could be provided to them and how to request additional accommodations they might need,” Anjum says.  

Advisors collaborate with students to create scripts for conversations with supervisors or Human Resources, clearly outlining the accommodations and supports they need to succeed during their work term. 

To help your co-op student employees feel empowered, you can: 

• Support all employees and normalize conversations about accommodations. 

• Recognize and celebrate the diverse contributions of neurodivergent employees. 

• Connect with your Waterloo co-op service team for support. 

Hiring neurodivergent co-op students is a step toward building a more inclusive workplace, as well as an investment in innovation, creativity and diverse talent. By understanding and implementing inclusive practices across recruitment, onboarding and day-to-day support, you can create environments where neurodivergent employees thrive.