Apprentices, Graduates & Interns: Neurodivergent talent of the future
Many of the UK’s leading employers embrace the individual, team and organisational benefits and necessity of neuro-inclusion and have adapted their graduate and apprenticeship scheme programs to attract, retain and nurture neurodivergent talent. Such employers include EY, Microsoft, GCHQ, JP Morgan & Chase, Rolls Royce and Goldman Sachs. To give one example, Goldman Sachs runs an eight-week paid internship program which aims to empower and integrate neurodiverse people into the workplace through robust training, coaching and mentoring.
Targetjobs have created a list of ‘Neurodiversity-friendly graduate employers’ for individuals to explore companies that champion and support neurodivergent employees.
Apprenticeship and graduate schemes are an opportunity to kick start the careers of our future leaders. These individuals enter organisations full of ideas on new ways of working, the latest technology, and a different mindset; they are the future talent that drives your organisation forward. These routes into work may be particularly appealing to neurodivergent individuals due to the combination of practical, hands-on, and classroom-based learning. Therefore, these schemes may attract a higher proportion of neurodivergent individuals than the UK population average of 15% (ACAS, 2016), with some insights suggesting that over 20% of apprentices may be neurodivergent (Amanda Kirby, FE News, 2021). For example, GCHQ states that their apprentices are “three to four times more likely to have dyslexia than the national average” (Targetjobs, 2020).
However, completing an apprenticeship can be challenging. Recent figures from the UK Government inform that there is a 47% dropout rate for apprentices (UK Government, 2022). Although there are various reasons for dropout, the National Achievement Rates Tables (NARTs) show that learners with identified learning differences and challenges are more likely to drop out of their apprenticeship. DfE also informed in 2019 that dropout rate is due to “poor quality provision”.
Whilst neurodivergent individuals typically possess significant strengths, e.g., in creativity, problem solving, analysis and decision making, they can also face barriers in the workplace which may affect their prospects of success.
So, how do can you create neuro-inclusive apprenticeship and graduate schemes that attract, retain, nurture, and develop neurodivergent individuals to thrive?
Application stage:
What does your application process say about your organisation’s neuro-inclusivity? Reports have previously highlighted a need to make apprenticeship application processes accessible to neurodivergent individuals (embed Mencap report). Indicate how you will support individuals during the application and throughout their employee lifecycle. For example, consider where you are posting applications, what accessibility features there are on your company website, how readable the application is and signpost any available accommodations during the application process.
Neuro-inclusive recruitment processes:
Are your assessments measuring applicants based on culture-fit, and behaviours or the skills required for the role and strengths? Your processes may be inherently disadvantaging neurodivergent individuals and indirectly discriminating against at least 20% of your future talent. Many traditional recruitment processes use methods based on outdated research and follow a process based on how it’s ‘always be done’. Question what your psychometrics, interviews, and assessment centers are truly measuring. There may be more innovative approaches that could better showcase the talents of a more diverse range of candidates.
Access to adjustments and accommodations:
How easy is it to access accommodations and information on assessments for neurodivergent individuals? There are many anecdotes of adjustments not being clearly signposted, that they were challenged upon request, or that confirmed adjustments were not passed on to assessors. So, make sure those involved in the hiring process are aware of neurodivergent characteristics, how these may present within assessment scenarios and are clear on the accommodations available. Moreover, having a consistent point of contact and support throughout the process will provide a source of encouragement and comfort to ease an already stressful process.
At Lexxic, we can audit your graduate and apprenticeship candidate assessment journey and provide recommendations and training to create neuro-inclusive practices and equip those involved in their journey to adequately support them through the process.
Beyond attraction: retain, nurture and support development to encourage ‘Skills for Life’:
Onboarding:
Making sure that learning approaches are inclusive, and that accommodations for individuals are considered early during the onboarding stage encourages psychological safety within new employees and sets them up to succeed. Mencap published a detailed report in 2019 which recommended that “the Department for Education make it a requirement for apprenticeship training providers to make available a cognitive assessment to every apprentice to identify and support different learning styles, such as, assessments to identify neurodivergent characteristics. Moreover, figures show that the majority of neurodivergent individuals choose not to share their neurodivergence with employers (73% of dyslexics hide their dyslexia from their employer (Connect the Dots Report, 2017)) and many individuals are not aware of their neurodivergence due to a lack of support during education and barriers in accessing assessments. You can show your commitment to neurodiversity by screening all your new graduates or apprentices for traits of a neurodifference. This will help to identify those who would benefit from a diagnostic and/or workplace needs assessment, and additional support such as coaching, to facilitate their learning and empower them to succeed within your organisation. Click here for more information on how Lexxic can support you with individual assessments and one-to-one services.
“It has [improved my commitment levels]. It is very powerful, being helped. This affects every part of my life, the fact that this will eventually be sorted out – it will be bigger than my job… the fact that this has come from [my organisation] is massive, joins me at the hip with them. It would make me think twice if I ever wanted to leave”
Thriving: Talent Management
Barriers do not end with the implementation of adjustments and inclusivity does not stop at recruitment. How can we encourage neurodivergent apprentices and graduates to thrive within your programs and throughout their careers? Neurodiversity friendly hiring initiatives and workforces suggest increases in productivity, innovation, improvements to products and services and employee wellbeing. Is this something you want to see at senior levels of your organisation? Like the issues with traditional recruitment practices, the same can be said for talent management programs, appraisals, and promotion reviews. Managers and senior leadership teams play a critical role in creating psychological safety and progression for neurodivergent employees as well as the successful implementation of different ways of working and learning. For example, J.P. Morgan and Chase and GCHQ provide specialist neurodiversity manager awareness training to support in the implementation of adjustments and to empower individuals to reach their full potential, (Targetjobs, 2020). Therefore, educate and equip your managers and senior leadership teams to understand neurodiversity and effectively manage neurodivergent talent. Moreover, audit your talent management and appraisal processes with Lexxic to reduce barriers to neurodiversity thriving within your organisation.
The changing world requires a transformative approach. People who experience the world differently; who see things differently; and think differently. Diverse, stronger, and more innovative teams, who bring unique perspectives to problem solve, who bring creative thinking and different ideas to the table. This can enable your organisation to bring innovative solutions to market for your clients, to out-think and out-perform your competitors, and ultimately elevate your business success. As the modern workplace strives to achieve this and moves in the direction of diversity, equity, and inclusion for all, one huge untapped talent pool is still being overlooked; neurodivergence. Move with the change and partner with Lexxic in becoming a neuro-inclusive organisation.
Amber Williams
Solutions Partner at Lexxic
Webinar on neuro-inclusive apprenticeship & graduate programs coming soon...
Download our ‘Neuro-inclusive Apprenticeship and Graduate Programs: Attract, Retain, Thrive’ guide
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