2.4.2: Attraction of Neurodivergent Employees
The attraction stage of the employee life cycle includes all the ways an individual can learn more about an organization or business, through channels such as job postings, social media, website, word of mouth, etc.
Communication Considerations
Inclusive practices that will attract a more diverse and talented workforce, as well as a broader customer or client base include:- Communicating in straight forward, accessible, plain language.
- Defining any terms that a general audience, customer, client base might not understand.
- Using variety in formatting different kinds of information, for example, combinations of visuals and text.
- Avoiding idioms, acronyms, memes and industry jargon.
- Using photos and images on websites, in social media presence and other communications materials, that reflect the diversity in Canada.
- Incorporate neuroinclusive images that depict differences in how people experience, think about, and act on information. Puzzle pieces can be a controversial symbol in the autistic community. As a result, they are not recommended as a symbol of neuroinclusion.
Examples of neuroinclusive images
Brain with cogsHead inside a colour wheel
Infinity Symbol
Website & Social Media Considerations
Update your website and social media communications to:- Ensuring website and online materials are Web Content Accessibility Guidelines (WCAG)1 compliant.
- Include an accessibility statement and the opportunity to provide feedback about web accessibility.
- Include an inclusive hiring statement that incorporates neurodiversity. Alternate between person-first (i.e., person with autism) and identity-first (ie., autistic person) language to honour both preferences.
- Provide information on inclusive and accessible hiring practices, for example, offering working interviews.
- Share commitment to neuroinclusivity through content that reinforces the importance of neuroinclusion. For example, articles, interviews, blog posts, and adding hashtags such as #Neurodiversity #NeuroInclusion #NeurodiversityAtWork #AutisticTalent.
- Highlight neurodivergent employees through bios and stories.
- Reference any formal recognition for being recognized as an inclusive, diverse, equitable or accessible employer/workplace.
- Include neurodiversity as part of your organizational milestones or celebrations. Ideas include:
- Neurodiversity Celebration Week - annually in March.
- World Autism Month - annually in April.
- World Autism Awareness Day - annually on April 2nd.
- Disability Pride Month - annually in July
- Disability Employment Awareness Month - annually in October
Sources
Disclaimer:
Hire for Talent has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individual.
Hire for Talent has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individual.
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