What is Neurodiversity and Why Does it Matter for Employers?

Neurodiversity acknowledges the natural differences in how people think and process information. It includes:

• Dyslexia – Reading and writing challenges but strengths in problem-solving and creativity.
• ADHD – Difficulties with focus and organisation but high energy, adaptability, and innovation.
• Autism Spectrum Disorder (ASD) – Differences in social communication but strengths in pattern recognition and analytical skills.
• Dyspraxia (DCD) – Motor coordination challenges but strong memory and resilience.
• Dyscalculia – Struggles with numbers but strong visual reasoning and creative problem-solving.

Globally, 15-20% of the population is neurodivergent, and in Aotearoa, neurodivergent workers continue to face employment barriers despite having exceptional skills to offer.

The New Zealand Employment Landscape

• 1 in 4 New Zealanders identify as having a disability, including neurological conditions.
• Only 56% of disabled adults are employed, compared to 82% of non-disabled adults.
• 34% of disabled employees have unmet workplace support needs, impacting their ability to thrive.
• 72% of unemployed disabled Kiwis actively want a job (approx. 144,000 people).

Despite the demand for work, only 12% of employers are considered ‘very willing’ to hire disabled workers. This highlights a huge opportunity for businesses to become more inclusive and tap into this underutilised talent pool.

Why Employers Should Embrace Neurodiversity

In a rapidly changing job market, businesses that foster manakitanga (inclusion) and embrace neurodiversity gain a competitive edge through:

• Higher Innovation & Creativity – Neurodivergent employees bring unique problem-solving skills and fresh perspectives.
• Improved Retention & Engagement – Inclusive workplaces experience higher job satisfaction and lower turnover.
• Enhanced Productivity – Different thinking styles improve decision-making and efficiency.
• Stronger DEI (Diversity, Equity & Inclusion) Strategy – A neurodiverse workforce strengthens true mana taurite (equity).

Employers who actively recruit neurodivergent candidates gain access to a broader, highly skilled workforce while also enhancing workplace culture and business performance.

The Challenges of Traditional Hiring for Neurodivergent Candidates

Many standard recruitment processes unintentionally exclude neurodivergent talent. Some key barriers include:

• Complicated Job Descriptions – Overloaded with jargon and unnecessary skills that discourage neurodiverse applicants.
• Social-Focused Interviews – Relying on small talk, body language, and eye contact can disadvantage candidates with autism or ADHD.
• Automated Screening Systems (ATS) – May filter out highly capable candidates who don’t fit conventional CV structures.
• Rigid Workplace Environments – Open-plan offices and strict work schedules can be overwhelming for neurodivergent employees.

70% of neurodivergent employees choose not to disclose their condition due to fear of bias, highlighting the need for proactive inclusion strategies.

The good news? These challenges can be overcome with small, practical changes.

How to Make Your Hiring Process More Inclusive

Employers can attract, hire, and support neurodivergent talent by following these best practices. Remember, we all have various needs to reach our full potential, some people just have different needs:

1️. Write Neurodiversity-Friendly Job Descriptions

• Use Clear & Simple Language – Avoid jargon-heavy job ads and use direct, transparent wording.
• Separate ‘Must-Have’ from ‘Nice-to-Have’ Skills – Neurodivergent candidates are less likely to apply if they don’t meet every requirement.
• Acknowledge Your Commitment to Neurodiversity – Explicitly welcome neurodivergent applicants and offer flexibility in the hiring process.

Example: Instead of “Excellent written and verbal communication skills required,” say:
“Clear written communication is important for this role, but we welcome different communication styles and formats.”

2️. Adapt Interviews for Neurodiverse Candidates

• Offer Alternative Assessments – Allow candidates to showcase skills through work samples or practical tasks instead of relying only on interviews.
• Send Questions in Advance – Helps reduce anxiety and allows candidates to prepare structured responses.
• Be Flexible with Interview Formats – Offer one-on-one interviews, video calls, or work trials to accommodate different needs.
• Allow Extra Processing Time – Some neurodivergent candidates may need longer to process and respond to questions.

3️. Create a Neurodiverse-Friendly Workplace

• Flexible Working Arrangements – Consider remote work options, adjusted hours, or hybrid schedules.
• Quiet & Sensory-Sensitive Workspaces – Reduce distractions with noise-cancelling options, partitions, and designated quiet zones.
• Assistive Technology – Offer text-to-speech software, visual planners, and ergonomic tools to support different needs.
• Workplace Training & Awareness – Educate managers and teams on neurodiversity awareness, inclusive leadership, and unconscious bias.

How Adecco New Zealand Can Support Your Business

As the leading recruitment agency in Aotearoa, Adecco is committed to making the future work for everyone. Our services include:

Inclusive Hiring Strategies – We help businesses attract, assess, and hire neurodivergent candidates.
Workplace Adjustments & Coaching – Assisting with onboarding, accommodations, and long-term success strategies.
Tailored Recruitment Solutions – Matching businesses with neurodivergent professionals suited to their roles.

Join the movement for inclusive workplaces this Neurodiversity Celebration Week!

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