SoftwareOne team hosted their first Courageous Conversation, focused on “Supporting Neurodiverse Talent in Hiring and Beyond" where Lex Karageorghis in discussion with Beth Ruffin, People and Culture Consultant at PowerToFly joined in a dynamic discussion on creating inclusive recruitment processes, building supportive workplace environments for neurodivergent employees, and unlocking the unique strengths that neurodiverse talent brings to your organization.
In the spirit of continued learning, we're sharing access to the Courageous Conversation so that you can watch it on your own time and learn more from our subject matter expert.
📝Key Takeaways
After watching the session, you will gain the following insights and actionable steps:
1. Audit Your Nonverbal Bias
Write down all the nonverbal cues you evaluate candidates on (eye contact, tone of voice, body language, volume). Make a commitment not to judge any candidate based on these cues and keep this list visible during interviews.
2. Provide Full Process Transparency
In job postings and before interviews, proactively share: the interview questions in advance, who will be interviewing them, how long the interview will take, next stage timelines, office location/maps, and what accommodations are available.
3. Build Psychological Safety
Create an environment where neurodivergent employees feel understood and included by supporting them through mistakes without heavy penalties—this reduces masking exhaustion and helps people show up authentically in hiring situations.
🗣️About Our Subject Matter Expert
📽️ Access the Recording
📊 What Comes Next?
After watching the recording, please take a few minutes to complete our FEEDBACK SURVEY.Your insights will help us enhance future Courageous Conversations.
