Changing the system – one process at a time

Chapter 4 examines how the “employee lifecycle” – hiring, onboarding, performance management and offboarding – can disadvantage neurodivergent employees. Practical examples of what managers and leaders can do to change these systems, including accommodations, are provided, alongside case studies of successful efforts in corporate environments. Hiring practices are interrogated: for example, interview processes that test an individual’s ability to think on their feet rather than whether they can perform the day-to-day tasks of the role. Alternative, more inclusive approaches are considered. Neuroinclusive onboarding, performance management and offboarding are discussed, providing practical ways to adjust mindsets, systems and processes. Readers will emerge from this chapter with actions they can take to nudge their organisation’s systems towards a more neuroinclusive employee lifecycle approach, thus enabling them to make better use of the talent in their teams.