If you have had your arm twisted to be an inclusive employer and complete a tick box diversity exercise, then please don’t hire me based upon a blog you read.
Maybe that blog post told you that neurodiverse individuals are:
- more productive
- systematic problem solvers
- full of great ideas
- good for the future of business
- loyal and less likely to hope to another job
But neurodiverse individuals are just like everybody else – human beings with thoughts feelings and emotions.
We deserve to be hired if we fit the criteria for the job role and you can see that we will make a positive impact. We deserve to be valued for what we can bring to your company as an individual – our values, our experience and our knowledge.
You are not being inclusive if the only reason you want to hire someone is that they tick a diversity box, will boost your reputation or keep HR off your back.
Neurodivergent people don’t want to be hired for their “super skills” (whatever those might be). We shouldn’t have to justify why we should be allowed to take up space within the workplace. We do not wish to be known as superheroes of the workplace.
When you hire inclusively you are embracing a range of perspectives and giving yourself the best chance of solving problems and nurturing new ways of thinking.
If all the great minds think alike, then problems don’t really get solved properly, and your business will never be able to truly forge ahead with new thinking and innovation.
Diversity is far more than a box to tick.
Diversity and inclusion is a culture to nurture and develop.