NDD in the Workplace for HR/Recruitment/Staffing
The course presents a recruitment process tailored for hiring individuals with NDD.
New Research: Conditions for Neurological Diversity Type somethi
New Research:
Conditions for Neurological Diversity
Type somethiThe study shows that several factors in interview situations and in the workplace often create barriers for people with conditions such as ADHD or autism. “A work environment with predictable and clearly defined tasks suits many,” says Sven Bölte, Professor at Karolinska Institutet and Director of the competence center KIND (Center of Neurodevelopmental Disorders at Karolinska Institutet). A welcoming workplace should also take sensory sensitivity into account and, when needed, provide opportunities to limit exposure to sound, light, and smell. The work climate also improves when there is some flexibility regarding working hours and deadlines, as well as the option to decline—or participate only to a limited extent in—social activities connected to the workplace without stigma. Clear support from managers and colleagues is an important factor, and a workplace that actively promotes a culture of openness and tolerance for diversity, including differences in social norms, becomes a more pleasant environment for everyone. The authors recommend, among other things, better training for employers, reduced emphasis on social skills during recruitment, and accessible, non-discriminatory work environments.
Course content
1. Introduction
• Introduction
• Purpose and goals of the training
2. Basic Knowledge About NDD
• What is Neurodevelopmental Disorders (NDD)
• What is ADHD and the benefits of hiring individuals with ADHD
• What is Autism and the benefits of hiring individuals with Autism
• NDD may present differently in women and men
3. Social Interaction, Communication, Executive Functions
• Characteristics of social interaction in ADHD
• Characteristics of social interaction in Autism
• Characteristics of communication in ADHD
• Characteristics of communication in Autism
• Executive functioning in neurodivergent individuals
4. The Recruitment Process for Hiring Neurodivergent Individuals
Phase 1: Job Advertising
• Factors to consider when posting job ads
• Awareness of potential challenges in job advertising
• Job ad content and job descriptions
• Reasonable accommodations during the recruitment process • Broadening your advertising strategy
Phase 2: The Interview
• What do you aim to gain from the interview?
• Is a formal interview necessary or required to assess suitability for the role?
• Factors to consider during interviews
• Awareness of potential challenges during interviews
• Strategies to consider when interviewing neurodivergent individuals
• Preparing for the interview
• Information to the applicant
• Interview structure
• Preparing interview questions
• Possible accommodations during the interview process
• Disclosing neurodivergence
• Responding to disclosure
• Asking questions during the interview
• Follow-up after the interview
Phase 3: Job Start
• Factors to consider at job start
• Awareness of potential challenges during onboarding
• Finalizing the employment contract
• Scheduling a meeting with the new employee
• Supervisor or mentor
• Developing a support plan
• Begin workplace orientation and training
• Discuss work expectations
• Discuss productivity requirements
• Necessary reasonable accommodations
Phase 4: Workplace Accommodations
• Strategies for workplace adjustment
• Identifying Sensory sensitivity
• Identifying Social environment
• Communication
• Activities and task adjustment
• The understanding of the physical work environment
Phase 5: Ongoing Support
• Factors to consider in providing ongoing workplace support
• Strategies for continuous support
• Long-term support
• Stress management strategies in the workplace for neurodivergent employees
5. Key Factors for a Neuroinclusive Workplace Culture
• Inclusion culture as a strategic business advantage
• Checklist for a neurodivergent-friendly workplace
• Measuring with key performance indicators
• ESG (Environmental, Social, and Governance)
6. Summary
7. Sources and Research
The training is theoretical and divided into chapters and ends with a test. After completing the training, there is a file at the bottom of the document for sources and research. The file is called checklist. This can be used in your daily work and follows the structure of education.
