Inclusion doesn’t stop when someone gets the job - Personnel Today
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The article argues that inclusive hiring of neurodivergent employees must extend beyond recruitment to workplace retention and progression, as many neurodivergent workers face barriers after being hired despite successful onboarding. It recommends practical workplace adjustments like advance meeting agendas, manager training, and workplace passports to create inclusive environments that benefit all employees.
Key Points
**When it comes to inclusive hiring, especially hiring someone who is neurodivergent, the real measure of success isn’t whether they accept your job offer, argues Helen Tomlinson. It’s whether they are still with you in three years’ time and can be themselves at work.** ‘Hema’ (not her real name) spent months looking for a job. As a neurodivergent candidate, she often felt recruitment processes di…
This article was originally published by Personnel Today.
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