In the pursuit of creating diverse and inclusive workplaces, many forward-thinking companies have implemented neurodiversity hiring programs. These initiatives not only aim to foster inclusivity but also unleash the untapped potential of neurodivergent talents. Here are five exemplary neurodiversity hiring programs that stand as beacons of success, paving the way for inclusive recruitment practices.


1. SAP: Leading the Charge in Autism Inclusion
German IT giant SAP took the lead in 2013 by launching its Autism at Work Program, marking one of the earliest initiatives to recruit autistic workers. The program not only focuses on hiring neurodiverse talents but also on creating an environment that welcomes and supports them. SAP proudly reports a remarkable 90% retention rate among employees on the autism spectrum.

2. Microsoft: Unleashing Potential Through Neurodiversity
Inspired by SAP's success, Microsoft introduced its own Autism program, challenging the limitations of traditional recruitment methods for neurodivergent talents. Microsoft's approach centers on inclusivity in the application and interview process, emphasizing workability, team projects, and skill assessments. The company also extends support to candidates with dyslexia, showcasing a commitment to diverse neurodiversity inclusion.

3. Goldman Sachs: A Commitment to Diversity in Action
Goldman Sachs demonstrated its commitment to diversity by launching an 8-week paid internship program for neurodivergent talents in 2019. Aimed at increasing diversity by at least 1%, the program provides robust training, mentoring, and coaching for roles in Engineering, Operations, and Compliance. Partnering with the non-profit organization Specialisterne, the program achieved a 100% increment in offer and acceptance rates in 2020.

4. Dell: Revolutionizing Hiring with Neurodiversity
Dell's Autism hiring program, developed in collaboration with Neurodiversity in the Workplace, reshapes the conventional interview process to eliminate barriers limiting individuals from showcasing their abilities. The program involves a 360-degree biased-free evaluation, and qualified candidates proceed to a two-week skill assessment. According to  Bob Feiner, Senior Vice President of Enterprise Services at Dell, this initiative allows the company to tap into a diverse range of skills aligned with inclusion and talent goals.

5. J.P. Morgan: Transformative Hiring through Pymetrics
J.P. Morgan recognized the stress interviews can pose for candidates with neurological disorders. In response, the investment bank implemented a series of pymetrics games to overhaul its interview process and ensure a better match between candidates and roles. The Autism at work pilot program, initiated in 2015, has proven highly successful, with autistic employees showcasing impressive speed and productivity. The program has since expanded to more than 150 employees across eight countries, boasting a remarkable 99% retention rate.

Conclusion:
These pioneering companies have set the benchmark for neurodiversity hiring programs, showcasing that inclusive recruitment is not only feasible but also immensely rewarding. As recruiters, it's our responsibility to embrace neurodiversity, recognizing it as an asset rather than a challenge. By implementing similar strategies, your company can contribute to the growing community of neurodiversity-inclusive workplaces.
Remember, small steps today can lead to significant progress tomorrow.

Resources:

Check out more- Neuro diverstiy in hiring

http://dyslexiahelp.umich.edu/answers/
https://bankingprep.com/jpmorgan-pymetrics-games/
https://news.sap.com/tags/autism-at-work/
https://www.microsoft.com/en-us/diversity/inside-microsoft/cross-disability/hiring.aspx?
https://us.specialisterne.com/
https://jobs.dell.com/neurodiversity