Personality tests locking neurodivergent people out of jobs
Some of the UK's biggest companies are locking neurodivergent people out of jobs through their personality tests. We look at ways businesses can empower neurodivergent employees through a focus on individuality, creating safe spaces for honest and open dialogue, and strengths-based hiring.
An article from The Big Issue highlights how some of the UK's biggest companies are locking neurodivergent people out of jobs through personality tests.
In today’s diverse workplace, recognising the strengths of neurodivergent employees is not just a matter of inclusivity, it’s a strategic advantage. However, some employers still deploy personality tests in their recruitment process, a tool which could be discriminatory to individuals who are on the neurodivergent spectrum.
Neurodivergent employees often face individual challenges in the workplace, and it’s vital that businesses commit to creating a more inclusive environment.
According to Dr Paul Brewerton, charted occupational therapist and founder of strengths development organisation Strengthscope, there are three ways businesses can unlock the power of neurodivergent employees.
Focus on individuality first
Every employee brings a particular set of strengths to the workplace and this individuality should be embraced and celebrated by businesses. In fact, a group of mathematicians from a US-based university calculated that, according to our 24-strength model at Strengthscope, the chances of getting the same top seven strengths in the same order as another person is 1 in 1.3 billion.
This highlights the diversity in how people think, work and contribute to their organisation’s goals. Recognising and valuing this individuality can help foster a culture where employees feel seen, appreciated and understood. Businesses should embrace their employees’ distinct strengths and explore how they can be leveraged in different roles and team dynamics across the organisation. If they do, employees will feel more engaged and productive.
Consider strengths-based hiring
Many organisations look to secure the ‘best fit’ candidate from a large talent pool, and they often rely on psychometric assessments as a sifting tool in the recruitment process. In fact, approximately 80% of the Fortune 500 companies use personality tests to vet for upper-level positions. The issue this creates is that these assessment tools can discriminate against those who are neurodivergent. Research found that just three in ten working age autistic people are in work, reflecting a significant employment gap when compared to the eight in ten for non-disabled people.
By placing strengths-based hiring at the core of the recruitment process, organisations will be able to help new employees apply their strengths to their new role whilst breeding confidence. At its heart, Strengthscope and our approach is focused on establishing what makes each individual unique, and how their strength combinations can allow them to be successful in the career of their choosing.
Create a safe space for honest and open dialogue
Strength-based conversations can help employees feel comfortable discussing their challenges within a positive frame. By doing so, employees will feel a sense of psychological safety, allowing them the ability to share their vulnerabilities. For those on the neurodivergent spectrum, this can often be a big challenge.
Research from the CIPD found that only half (52%) of neurodivergent employees feel that their organisation has an open and supportive climate. Therefore, it’s crucial that businesses foster honest and open dialogues. This will allow people to share where they feel they are at their best before exploring any challenges in their role. Contextualising these conversations within a positive framework will encourage employees, especially those who are neurodivergent, to express their needs whilst reinforcing their value within the business.