According to Harvard Health, neurodiversity refers to a spectrum of neurological differences among people with autism and other conditions. Neurodivergent people demonstrate unique strengths and challenges.
However, many workplaces shy away from hiring neurodivergent individuals. With the continuing debate over a shortage of people entering the accounting profession, many companies are rethinking their hiring practices and finding ways to welcome neurodivergent people to the accounting team. Here are several ways in which nonprofits can hire from this community with confidence.
Reach Out to the Autism Community
As part of your organization’s hiring practices, you probably have connections with local universities, for example, to be part of job fairs and other recruiting efforts. The same type of networking can help you hire from within the autism community. Such groups or organizations that offer support to people with autism may also have career centers that look for placement opportunities. Share your job notices and hiring criteria with them and encourage people with autism to apply.
Allow for Accommodations
Many autistic people thrive in the workforce with simple accommodations, but such accommodations are not one size fits all. Ask what the person needs to feel comfortable and do their job well. Often, it’s as simple as reducing distractions: allowing them to wear noise canceling headphones or work in corner cubicle that limits distractions. Most accommodations can be easily made without disruption to other workers.
Find an Internal Champion
Perhaps you think it’s a great idea to expand the hiring pool by tapping into neurodivergent communities but others within your organization think differently. Find a champion to support your efforts. A champion refers to someone at the senior or executive level who can lead the change from the top. With the help of a champion, you can more easily lead change from both the management and senior levels in the organization and convince more people to welcome people with different abilities.
Benefits of Hiring Neurodivergent People
Are there any special benefits from hiring neurodivergent people? In the accounting profession, yes!
Many people with autism excel at pattern recognition, and an important aspect of many accounting tasks is recognizing when something deviates from the norm. Of course, this is a generalization, and people have unique skills, but neurodivergent people do think differently—and it’s this strength that can make a great difference to your organization. Encouraging people with different ways of thinking and seeing the world to be part of the accounting team can lead to improved work and better outcomes overall.
According to the CDC, about 2.2% of the United States population is on the autism spectrum. This figure does not include other diagnoses within the neurodivergent community. While it may not seem like a big number, it is likely that you know at least one or two people who have autism or who have children with autism. Having autism doesn’t mean someone can’t work. It simply means they think differently and possibly process information and sensations differently. And while this may make it challenging for them in some areas, it may make them perfect for the accounting profession. Don’t avoid hiring neurodivergent people. There’s a wealth of untapped talent within the community that may benefit your organization.
Welter Consulting
Welter Consulting bridges people and technology together for effective solutions for nonprofit organizations. We offer software and services that can help you with your accounting needs. Please contact us for more information.
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