How to build a more inclusive workplace for those with ADHD, autism or PTSD: Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”
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Question: Many HR representatives and managers don’t fully understand the challenges individuals with autism, attention deficit hyperactivity disorder, post-traumatic stress disorder, and other neurodiverse conditions face. The response to their disclosure or request for accommodations is often, “The job still needs to get done, and if you can’t do the job at this level, we will have to go in another direction.” How can we make the case to build an inclusive workplace to best utilize neurodivergent talent? ‒ Dion
Answer: Overlooking qualified neurodivergent employees is a potential violation of the Americans with Disabilities Act, which protects individuals with disabilities, including certain neurodivergent conditions. Per the ADA, employers with 15 or more employees must engage in an interactive process to determine if an employee’s condition qualifies as a disability before taking adverse action. Violating the ADA can result in significant penalties and legal bills for employers.
Employees can request accommodations and seek help from human resources or file a complaint with the Equal Employment Opportunity Commission if necessary. Reasonable accommodations for neurodivergent employees include noise-canceling headphones, quiet spaces, adjustable lighting, and flexible work schedules.
Candidly, avoiding penalties is a poor motivation for employers; they should instead look to reap the benefits of harnessing the full potential of neurodiverse workers.
HR departments can foster inclusivity by educating staff, supporting employees, and dispelling myths with facts. Employers can also implement mentoring programs and employee resource groups for development, and managers can adapt by offering clear expectations, instructions, and flexibility in work protocols.
Don’t lower the bar for talent; instead, raise your expectations for what they can accomplish and contribute to your workplace. Investing in neurodiverse talent can yield promising returns for your workplace performance. As with any employee, when you put neurodiverse talent in a position to succeed, it becomes a win for everyone.
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Our staff raves about our workplace culture, and we consistently score high on our internal surveys. However, we still struggle to fill our open positions. We’re a small firm with a limited recruiting budget. How can I best lean on our workers when it comes to recruiting? ‒ Niyo
In today’s ultra-competitive job market, leveraging your existing workforce can be one of the most effective ways to attract top talent ‒especially when your employees already rave about the company and its benefits. Here are a few ways you can enlist their help in your recruitment efforts:
◾ Implement an employee referral program: A referral program with incentives for employees who recommend qualified candidates is a powerful motivator. Referral bonuses ranging from $1,500 to $2,500 have proven effective for small- and medium-sized businesses. Not only can this reduce the time it takes to fill vacancies, but it also often results in new hires who align well with your company culture, boosting long-term retention.
◾ Encourage social media engagement: Ask employees to share job postings and positive content about the company on their personal social media accounts. Authentic insights shared by current staff can help build your employer's brand and attract candidates with similar values and interests.
◾ Showcase your team on your Careers page: Feature employees and their testimonials on your website. Highlight what they love about the company, especially the benefits and culture. Incorporate videos or blog-style stories spotlighting real experiences, creating a compelling narrative about why your company is a great place to work.
◾ Offer opportunities for advocacy: Invite employees to participate in recruitment events or speak at career fairs. Prospective candidates often find it reassuring to hear directly from team members about their experiences. Host internal contests for creative ways to promote job openings, such as making short videos or designing social posts, with prizes for participation.
◾ Leverage your culture and benefits: If your employees already appreciate your benefits, make sure those are front and center in job postings and recruitment materials. Focus on showcasing your workplace culture through authentic and relatable content, including team events, professional development opportunities, and work/life integration initiatives.
◾ Track and celebrate your success: Share the impact employees are making in recruitment efforts. Highlight successful referrals in company communications and celebrate milestones together.
By involving your workforce in the recruiting process, you tap into their networks and credibility while reinforcing their connection to the company. By following these steps, your employees’ authentic enthusiasm can help you attract talented individuals who will thrive in your supportive and dynamic environment. Good luck!
The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.
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This article originally appeared on USA TODAY: How to better accommodate workers with ADHD, autism or PTSD
