The government has published a guide of best practices to rethink recruitment and management processes to better integrate neurodivergent individuals in companies. The aim is to engage in a structural transformation of the working world.
Autism, attention deficit, “dys” disorders (dyslexia, dysorthographia, dysphasia, dyspraxia): “Nearly 15% of the population is affected by forms of neurodivergence”, around one in seven people, as highlighted by this guide developed by the interministerial delegation for the national strategy on developmental neuro-disorders (DITND).
These individuals can represent “a valuable source of innovation and creativity” in the company, but are often excluded by recruitment processes, as explained in the document containing 80 recommendations.
“The neurodiversity is not a constraint, but a lever for performance and innovation. Neurodiverse individuals often possess valuable qualities: creativity, precision, loyalty, and the ability to enrich collective intelligence dynamics,” praised the DITND.
For alternative recruitment, the guide suggests setting measurable goals for neurodiversity inclusion, designing adapted recruitment and interview processes, and rethinking job descriptions focusing on necessary skills and work environment (pace, noise, light). Encouraging candidates to use alternative tools to CV (short video, work samples), and eliminating the cover letter are also suggested in the document.
In the hiring process, it is recommended to provide selected candidates with a document summarizing the recruitment process in advance and allowing them to have a written interview.
After hiring, implementing a mentoring program, assigning the individual to one hierarchical supervisor, avoiding multitasking and sudden changes at work are advised.
The guide, titled “Neurodiversity in the workplace: rethink, recruit, deploy, develop,” discusses how the attitudes of some neurodivergent individuals may lead to misinterpretations, such as straight-to-the-point communication without small talk, avoiding eye contact, and not preferring to shake hands.
“The professional paths of those affected are still too fragmented and a source of suffering in our country, mainly due to the invisible nature of developmental disorders and their lack of awareness by the general public,” emphasized by the interministerial delegate for the national strategy on developmental neuro-disorders, Etienne Pot, quoted in the guide.
