This document's goal is to help interviewers understand what would make the interview experience inclusive.
Because neurodiversity is different for every person, content on external resources is not always relevant to me. I created this page to explain what applies to me. I used us/we in the following sections to refer to a neurodiverse collective who may experience something similar.
Told my 6 year old shoes were on the wrong feet. After a long pause they said, "I don't have any other feet.
"
—Unknown
About me
- I do not use sarcasm and I am never passive-aggressive.
- I have difficulty recognizing sarcasm and passive-aggressiveness in others.
- I have difficulty recognizing what your facial expressions mean.
- I have difficulty knowing if the tone of my voice and facial expressions match what I am saying.
- I am a continuous learner with a growth mindset; I am always working on improving myself.
- I do not expect people will change simply to make it easier for me.
For you
- Coworkers are from different countries, cultures, backgrounds, and use language in different ways.
- EY found their leaders became better communicators and more inclusive leaders through their work with neurodiverse individuals.
- Can you find a way to achieve something similar?
- Please read and be aware of what would be helpful for me.
- I welcome your feedback! I am open to all kinds of feedback.
1. Use words literally
- Avoid using sarcasm.
- Use clear language.
- Prefer precise over concise.
Not recommended: Saying, "I am so excited to do this on a Friday night! "
Recommended: Saying, "I really do not want to do this tonight. I am trying to maintain a healthy work-life balance; I would like to enjoy my Friday night doing other things. Is it possible to continue on Monday? "
Explanation
Many people take for granted that the norms in everyday conversation can confuse us, because we often interpret expressions literally.Dictionaries exist to give distinct meanings. A wink or sarcastic tone doesn't change that meaning.—Tim Goldstein
2. Know that questions are sincere
- You can help by realizing we are not trying to be a smartass or poke holes in assignments. We are trying to define expectations and are not sure our vision 100% matches yours.
Explanation
I need clarity, I don't fully understand what it entails, but anytime I feel like something is not clear to me I will ask questions until the feeling is gone. This can mean asking about the priorities of certain tasks or it can mean asking for a full technical specification of the required work before starting. It can result in discussions, because a lot of my questions come in the form of "but if x is like y, how can a be like b?"—Unknown
"I process information by asking a lot of questions to make sure I understand the situation completely. Do you mind if I ask some questions now to do a quick check for understanding or would you prefer I follow up in writing?"—Script/template from an ASD specialist
3. Interrupt subconscious processing
Explanation
Note, this is less relevant for an interview setting.
- Preface your feedback with instructions on how you want your words to be understood and the socially appropriate response to them.
- When you preface to your feedback, it is easy for me to parse what you are saying and respond accordingly.
- I welcome your feedback! I invite it! The way I improve these types of recognition is with your feedback.
Who can see your face? Everyone. Who can’t see your face? You.
—DOUGLAS STONE & SHEILA HEEN
"The neurodiverse person may focus on the precise words but may neglect non-verbals and convey an incorrect emotional state."
—understood.org
- When possible, kindly adjust your perception if we speak out of turn or interrupt.
- Understand that we can be rigid in our interpretation of rules or desire for structure.
- Provide written instructions as well as verbal.
- Use bullet points or spreadsheets wherever possible.
- If we seem disinterested or avoid eye contact, it is not from disinterest.
- We often find it difficult to maintain with prolonged eye contact.
- No eye contact can help us think and converse better.
Microsoft and neurodiversity
Excerpts
- Greater awareness and sensitivity from colleagues to the needs of neurodiverse coworkers was something all participants hoped for, though this was difficult for people to balance with the perceived risks of disclosure.
- Neurodiverse coworkers had difficulty interpreting nuance in the meaning of coworkers‘ statements.
- Neurodiverse software developers are more skillful at focusing intensely on tasks and noticing patterns in code than neurotypical employees.
"I can’t help myself, I look for patterns, that’s clearly an obsession of mine, patterns, and programming is really just a huge pattern."
—Participant
E & Y on neurodiversity
Business metrics measured by E&Y on efficiency and productivity and work quality
- In the first month, they identified process improvements that cut the time for technical training in half.
- They learned how to automate processes far faster than the neurotypical account professionals they trained with.
- They used their downtime to create training videos to help all professionals learn automation more quickly.
- They proved that neurodiverse individuals [...] generate key process improvements.
- They demonstrated that they could also perform a wide range of highly advanced tasks with remarkable quality and efficiency.
Impact on leadership
This has made them better communicators and more inclusive leaders, which is especially important in EY‘s increasingly diverse workforce where professionals are often from different countries, cultures and backgrounds and may use language in different ways.
Strengths
Neurodiverse individuals are often technologically inclined and detail-oriented, with strong skills in analytics [...], pattern recognition, and information processing — among the [...] skills businesses most urgently need.—Excerpt from EY research
Companies are finding that people with autism approach problems differently and that their logical, straightforward thinking can spur process improvements that greatly increase productivity.
—Excerpt from EY research
Resources