How can employers develop their hiring processes for neurodivergent people and best support people with diverse neurotypes to thrive in the workplace?

Drawing on academic research and professional and lived experiences, Untapped Talent offers strategies for managers and allies to create a more inclusive workplace that empowers neurodivergent people with conditions including autism, ADHD, and dyslexia.

Neurodivergent author Aron Mercer examines the challenges faced by neurodivergent individuals, as well as the strengths and unique perspectives they can bring.

Offering a roadmap for employers who seek to support neurodivergent employees, and create a more inclusive and diverse organisation, this book is ideal reading for students of Disability Studies, Psychology, and Business, as well as managers, HR professionals, and allies.

• Cover
• Half Title
• Title Page
• Copyright Page
• Dedication
• Table of Contents
• Author’s note
• Content warning
• Learning objectives
• Foreword
• Introduction
  • About me
• 1 What on earth is neurodiversity?
  • Neurodiversity, what you need to know
  • In popular culture
  • Isn’t everyone ADHD?
  • Types of neurominorities
  • Autism
  • ADHD
  • Dyslexia
  • Conclusion
• 2 Why language matters
  • The science of language
  • The power of language
  • Inclusive language in the workplace
  • Why inclusive language in the workplace matters
  • The language of neurodiversity
    • Neurodiversity
      • What it means:
      • Example of correct usage:
      • Examples of incorrect usage:
    • Neurodivergent
      • What it means:
      • What it doesn’t mean:
      • Examples of correct usage:
    • Neurotypical
      • What it means:
      • What it doesn’t mean:
      • Examples of correct usage:
    • Neurominority
      • What it means:
    • Neurodiverse
      • What it means:
      • What it doesn’t mean:
  • Identity-first and person-first language – what’s the difference?
  • Identity-first language
  • Person-first language
  • Navigating the choice
  • Unhelpful language to avoid
• 3 Divergent in a neurotypical world
  • Mental health
  • The legacy of school
  • Sleep disturbances
  • Masking and the impact on mental health
  • Managing change
  • Sensory environment
  • Employer’s responsibility
  • How can you support neurodivergent employee’s mental health?
  • Conclusion
  • Well-being resources
    • Australia
    • Canada
    • Hong Kong
    • India
    • Ireland
    • New Zealand
    • Singapore
    • United Kingdom
    • United States
• 4 Inclusion through the employee lifecycle – attract and recruit
  • Attract
  • Advertising and job descriptions
  • Recruit
  • Tailored recruitment processes
  • Recruitment in the age of AI
  • What stage am I up to?
    • What can employers do?
  • It is time to rethink the interview!
  • Interview guide
  • How to land your first job without saying a word
  • A summary of neuroinclusive leaders’ interview processes
  • View from the 28th floor
  • Dirk’s mission
  • A fair go
  • Biases in recruitment
  • Is culture fit the enemy of diversity and inclusion?
  • Conclusion
• 5 Onboard and develop
  • “My autism is not a problem”
  • Onboarding. The first 90 days
  • The value of neuroinclusion training
  • Understanding disclosure and reasonable adjustments
  • Understanding your people
  • Onboarding email template
  • Understanding work preferences and behaviours
  • Practical considerations – my own experiences
  • Platform 12
  • Employee development
  • Inclusion hacks to support the development of autistic employees
  • Inclusion hacks to support the development of ADHD employees
  • Inclusion hacks to support the development of dyslexic employees
  • Conclusion
• 6 Retain, advance, and separate
  • Retainment
    • Why people leave jobs
  • Retention strategies
  • Advancement
  • The glass ceiling
  • Distortions to advancement
  • Stereotypes
  • Invisibility
  • Confidence
  • Networks
  • Separation
    • Constructive offboarding practices
  • Involuntary separation: managing performance-related exits and redundancy
• 7 Disclosure throughout the employment lifecycle
  • The masks we wear
  • Factors impacting on disclosure through the employment lifecycle
  • Recruitment and disclosure of neurodivergence
  • Advancement and disclosure of neurodivergence
  • Performance management and disclosure of neurodivergence
  • What can employers do to encourage safe disclosure of neurodivergence throughout the employment lifecycle?
    • Psychological safety
    • Educate and celebrate
    • Model from the top
    • Mixed results
  • Conclusion
• 8 The business case for neuroinclusion
  • The business case for diversity and inclusion
  • Common challenges for attaining diversity in the workplace
  • Pressure from the top
  • The diversity dividend for teams
  • The cost of doing nothing
  • The minister is on time!
  • Conclusion
• 9 Conclusion
  • Tipping point
  • Solving tomorrow’s challenges
  • Managers, it is your turn
  • My experience, what worked and what didn’t
• Further reading
• Suggested discussion topics
• References
• Index

Aron Mercer identifies as neurodivergent and loves telling stories. He is an expert in building safe and inclusive workplaces. Aron serves as an Adjunct Industry Fellow at Griffth University, Australia.