{"id":16371,"date":"2022-03-21T11:00:41","date_gmt":"2022-03-21T11:00:41","guid":{"rendered":"https:\/\/migqxjzty5-staging.onrocket.site\/?p=16371"},"modified":"2022-04-05T09:03:14","modified_gmt":"2022-04-05T09:03:14","slug":"adzuna-asks-what-job-challenges-do-neurodiverse-workers-face","status":"publish","type":"post","link":"https:\/\/www.adzuna.co.uk\/blog\/adzuna-asks-what-job-challenges-do-neurodiverse-workers-face\/","title":{"rendered":"Adzuna asks: What job challenges do neurodiverse workers face?"},"content":{"rendered":"

As part of our mission to create a more inclusive workplace for all here at Adzuna, we\u2019re taking steps to understand the obstacles facing neurodiverse employees and jobseekers, from challenges interviewing and securing work, to hurdles within the workplace.<\/strong><\/p>\n

We know we have work to do to keep improving our inclusivity and educating ourselves on the issues facing different diverse groups is one way we are doing this. Here we speak to <\/span>Casper Gorniok<\/span><\/a>, a neurodiverse marketing manager from Surrey, asking: What does neurodiversity in the workplace mean? Why does it matter? And what can we do to support neurodiverse workers?<\/span><\/p>\n

 <\/p>\n

Thanks for speaking to us, Casper. Can you share your specific case as a neurodiverse person?<\/h3>\n

I was born 6.5 weeks premature with Hydrocephalus (water-in-the-brain) in 1970. Once I was old enough to understand this condition, I just battled on through school, university and into work. In 2000, I took a year out to do an MBA.<\/span><\/p>\n

But deep down, some things were troubling me. I found it incredibly hard to make friends. Frequently, I was misunderstood. I also found I got into hot water due to my honest appraisal of work or social situations. I experienced long periods of unemployment due to taking on interim work, as the permanent door was not open.<\/span><\/p>\n

Finally, in October 2020, I was diagnosed with Autism Spectrum Disorder (ASD). My world fell apart. I was 50 years old. When I researched the condition, it explained everything about my social \/ workplace challenges, as well as why thousands of times, I had been misunderstood.\u00a0<\/span><\/p>\n

In the last year alone, I’ve made thousands of job applications leading to just over 100 first round<\/span>\u00a0interviews, including at overtly diverse and inclusive organisations. I have also built over 250 relationships via LinkedIn with Directors & CEOs. However, many of these roles remain ‘on hold’. I’m currently awaiting the outcome of three recent interviews.\u00a0<\/span><\/p>\n

 <\/p>\n

What does neurodiversity in the workplace mean? Why does it matter?<\/h3>\n

Neurodiversity is an umbrella term covering a number of health conditions, including<\/span>\u00a0ADHD, Autism, Dyspraxia, Dyslexia, Dyscalculia, Dysgraphia, and Tourette’s syndrome.<\/span><\/p>\n

In the workplace, neurodiversity means that there are diagnostic labels used to explain the diverse ways of thinking, learning, processing and behaving. Being neurodiverse comes down to \u2018being different\u2019 in how and what we communicate, how we socialise and fit in, how we think, as well as what some will view as our quirky behaviour, in particular physical mannerisms. This can lead to friction between neurodiverse and neurotypical colleagues.<\/span><\/p>\n

It matters because the vast majority of businesses still focus on hiring for \u2018culture fit\u2019, so often excluding neurodiverse candidates, and this reflects a fear that existing employees will not or cannot accept \u2018different\u2019 people like those with neurodiverse conditions for many reasons. In response to this, the trend towards hiring for \u2018culture add\u2019 rather than fit is gaining traction, as a way of welcoming diverse views into a business from people who are \u2018different\u2019 for a variety of reasons (not just disability). But it is taking time to bed in.\u00a0<\/span><\/p>\n

This is affecting a vast number of people. People with a disability make up 20% of the workforce, yet 70% of people with a disability have an \u2018unseen\u2019 one. This means 14% of the workforce has an unseen or hidden disability. This is why it matters.\u00a0<\/span><\/p>\n

Thinking <\/span>about autism specifically, the latest data from the ONS reveals <\/span>just 22% of autistic adults are in any kind of employment<\/span><\/a>. Personally, I\u2019ve only had 18 months\u2019 full-time and 18 months\u2019 part-time paid work since openly volunteering my disability in May 2010. I\u2019ve given 1000s of hours of pro-bono help and advice to start-ups. I also cared for my mother for 3 years through a succession of life-threatening illnesses. Yes, I also had a failed business venture with my own money. I realised my shortcomings, expensively.<\/span><\/p>\n

The personal and career price I\u2019ve paid has been extremely high.<\/span><\/p>\n

 <\/p>\n

\"\"<\/p>\n

 <\/p>\n

What are some of the challenges you have faced in the hiring process as a result of your own neurodiversity?<\/h3>\n

The first challenge is getting beyond the application form! The key obstacle here is the AI aspect of form-filling. If neurodiversity has impacted your career, the evidence is there, for example in employment gaps. Your neurodiversity would typically be disclosed in the confidential \u2018equal opportunities\u2019 section of an application form. But AI CV reading technologies often don\u2019t correlate these two, meaning the bias remains and the AI may reject the application without adjusting for your neurodiversity.<\/span><\/p>\n

Assessment centres are a complete no, no. Group exercises are not straightforward, with neurodiverse people typically struggling to integrate with people they\u2019ve never met before, making it challenging to reach a consensus or deliver a project outcome. I accept we may like to \u2018dominate\u2019, but I fought this, as I know talking over others is professionally unacceptable.<\/span><\/p>\n

Psychometric testing is also problematic. I humbly confess to \u2018brain freeze\u2019 in verbal tests. My brain panics, particularly when an answer is either \u2018false\u2019 or \u2018needs more information\u2019. I\u2019ve asked for extra time, but have found this simply doesn\u2019t help, no matter how many times I have practised <\/span>beforehand<\/span>.\u00a0<\/span><\/p>\n

There is also the challenge of processing unseen data for presentation-writing in exactly the same time as neurotypical candidates. <\/span>Seeing this in advance is helpful.<\/span><\/p>\n

One of the hardest parts of the hiring process as someone who is neurodiverse is being interviewed for a job. You can be prepped to the hilt, but often as soon as I open my mouth, the body language of interviewers changes. It\u2019s something to do with my being so different to other candidates. <\/span>This is unconscious bias and training is available to reduce this.<\/span><\/p>\n

 <\/p>\n

What are some of the challenges you have faced in the workplace as a result of your own neurodiversity?<\/h3>\n

There are challenges beyond the interview process too. On one occasion, I secured an interim role at a world-class brand, but chose not to disclose my neurodiversity condition beyond the HR department. Within 10 days, there were \u2018productivity issues\u2019, as I highlighted how difficult it was to connect with colleagues as they were always too busy and meetings were frequently rescheduled. As someone with a neurodiverse condition, this left me completely frustrated as I was in danger of missing critical deadlines. I called a meeting with my line manager to explain the situation, and disclosed my condition. Sadly, the outcome was that our relationship deteriorated dramatically and I was micromanaged. It was agreed I should leave the projects early after 7 weeks, and I was left feeling <\/span>totally <\/span>humiliated.<\/span>\u00a0<\/span><\/p>\n

If I had to sum up the main challenges I\u2019ve faced, they would be:<\/span><\/p>\n