Attracting Neurodiverse Talent
04 July, 2019
Summary
As part of our July 2019 Review, Robert Fulford takes an insightful look the ways to attract neurodiverse talent.
Attracting Neurodiverse Talent
What’s included in this article?
In this article from the Armstrong Craven Review, July 2019, our expert Robert Fulford looks into the challenges and recruiting strategies of acquiring neurodiverse talent.
In this article, Robert takes an insightful look at:
- An overview of neurodiversity
- Challenges around neurodiversity and work
- Recruiting for Neurodiversity
Our world is becoming more digitally connected, not less. Those who are neurodivergent, who have diversity of thought, are showing themselves to be highly capable in the digital world and beyond.
The business case for neurodiversity relates
strongly to talent acquisition, and a growing
number of companies are launching initiatives
to hire neurodiverse talent.
Neurodiversity includes conditions that are
developmental, relating to skills such as reading
or writing (e.g. dyslexia, dyscalculia), clinical
(autism, ADHD, Tourette’s), or acquired (changes
in mental health or arising from neurological
illness or brain injury).
Up to 15% of people are neurodivergent and this
talent is increasingly being recognised in the
commercial world, driven by the war for talent
and wider diversity and inclusion agendas.
To find out more about the importance of attracting neurodiverse talent, complete the form above and download our article today.
