How AI can revolutionise work for neurodivergent employees

Neurodivergent employees sometimes need support in the workplace to conduct tasks others may find easy. We explore how artificial intelligence can be used to improve productivity and promote a more inclusive, fair, and equitable working environment for all.

5 mins read
Getty Images 1418033291

about 2 months ago

​Neurodivergent challenges in the workplace

Around 15% to 20% of the global population is thought to be neurodivergent, i.e., their thinking works differently to what society expects. This term refers to people with autism, ADHD, dyslexia, dyspraxia, dyscalculia, Tourette’s syndrome, or chronic mental health conditions, such as bipolar disorder and schizophrenia.

Promoting neurodiversity and inclusion has proven business benefits, and it’s an employer’s responsibility to provide a workplace where the wellbeing of all employees is considered and accommodated.

Everyone has their strengths and weaknesses, but the needs of neurodivergent people might differ from those of neurotypical individuals and can often be overlooked. Tasks that seem easy to others may be a struggle for neurodivergent people. Conversely, their strengths might far surpass those of neurotypical people.

Challenges neurodivergent people face usually relate to communication and professional relationships. For example, people with ADHD can struggle to stay focused in meetings or take longer to process information. And people with dyslexia may struggle with written communication and could misunderstand instructions written in emails. There are also many people who are unable to communicate with spoken words, such as non-verbal autistic people, those who are physically mute, or deaf people who find it difficult to speak aloud.

AI as a reasonable adjustment

Just as you would add a ramp to your workplace for disabled people to allow equal access to a physical building, employers must also make reasonable adjustments for neurodivergent people to have an equal chance of navigating neurotypical workplaces.

Employers with outdated systems may not be utilising technology that could vastly improve their workforce’s productivity.

Artificial intelligence (AI) has developed a lot in recent years, to the point where it is all around us. Today, it exists on almost every new phone, computer, and TV. AI already in use in the workplace includes:

  • Facial recognition for security

  • Text-to-speech software in word processors and browsers

  • Dictation software and voice assistants such as Alexa, Siri and Google Assistant

  • Scheduling assistants within most digital calendars and to-do lists

  • Automated workflows

  • ChatGPT and other chatbots

  • Automatic transcription, and closed caption creation

  • Google Lens automatic translation and image searching

For most people, AI is simply an extra convenience, but much of it is proving essential to people with certain disabilities or neurological differences to help them complete their work to a similar standard as neurotypical people – i.e., those whose minds work as society expects.

Most AI is free and easy to implement into workplace systems and just requires employers to unblock the technology or allow its installation for those who need it. It would also create a more inclusive standard working practice to normalise the use of such tech in all meetings and other forms of communication.

Normalising digital accessibility

Making it standard practice to use certain accessibility tools, like autogenerated closed captions on video communications, for example, is a small way to show consideration for those with invisible disabilities and neurological difference. They don’t take much effort but can have a hugely positive impact on individual employees.

Another way might be regularly recording meetings and allowing participants to access AI generated transcripts. Other tools that should be encouraged include text-to-speech AI software on webpages or on-screen text. This can also be useful for face-to-face communication between colleagues, where one person struggles to communicate aloud.

Normalising these processes could be a game changer for those who need them but feel uncomfortable asking, especially if they are the only one who needs the accommodation. Neurological difference is still not widely understood, and those in need of these adjustments won’t necessarily know they need them until they use them and see a positive difference.

Those who struggle with written communication can integrate software like Grammarly into their systems and use voice assistants to help them complete certain tasks. We use these tools every day, but some employers may not provide them on company computers. External websites and browser add-ons like these tend to be blocked for security reasons within companies, but employers should consider allowing accessibility, where possible, for those who need it.

The future of AI systems at work

AI is already revolutionising the workplace for those who need additional support to unlock their most productive selves, and ongoing technological developments will soon see AI further integrated into our everyday working lives.

There has been a huge buzz around the latest piece of AI, ChatGPT, a chatbot that uses machine learning and data from across the internet, to answer users’ questions as if it were a real person. Microsoft has recently bought Open AI, the platform that developed the technology, and has plans to introduce a new AI assistant, 'Copilot' which would integrate into all its existing products. Instead of writing code to command it to complete tasks, users will be able to make requests in plain English.

There will always be a need for professionals in any industry. All the way back to the printing press or the production line, professionals feared technology would make us redundant. However, the technology we have developed so far has only led humans to advance. It has removed the burden of monotonous tasks to allow us instead to take on more creative, innovative, and interesting work.

As Reed has found since implementing our digital workplace systems, promoting the use of technology such as AI into a business inspires greater productivity and morale among employees. Those with invisible disabilities and neurological differences will feel especially grateful to employers for creating a supportive and inclusive environment where using AI is encouraged and assistive technology is normalised and available to all who might need it.

To find a talented professional to join your company, or take the next step in your career, contact your nearest Reed office.

You may also be interested in these...

Body talk with Judi James: an interviewer’s masterclass for winning talent
1 mins read

Body talk with Judi James: an interviewer’s masterclass for winning talent

​Watch the webinar​ ​Have you ever wondered what your body language as a hiring manager tells interviewees about your organisation?Job interviews aren’t just about what you say, they’re also about how you conduct yourself in a nonverbal way. This isn't just the case for the person looking to secure the job, but also you, as the person in charge of conducting the interview.Join leading communication and body language expert, Judi James, as she explored the importance of body language and behaviour when conducting job interviews – both remote and face to face, offering hiring managers essential tips and advice.Non-verbal cues are part of a hiring manager’s overall impression of a candidate, but just as important is the ‘statement’ they make with their own body language. In an interview setting, it’s crucial for hiring managers to be aware of their body language, in addition to what they say or do, to ensure the first visual impression of the business is positive and welcoming.In this fireside chat with Reed, Judi, who is regularly invited by the media to comment on general elections and royal occasions, discussed how hiring managers can positively shape their own body language and actions during job interviews, to get the best from their interviewees.Our speakerJudi James, Body Language Expert and AuthorJudi James is a leading communication and body language expert whose expertise is sought-after in broadcast, corporate and public relations circles. She regularly appears on a number of high-profile TV and radio programmes across many channels.Judi has appeared on BBC News, Sky News, CNN, Big Brother, Big Brother's Bit on The Psych and Bit on the Side, The Extra Factor, BBC2's Newsnight and she also covered the 2010 general election for 5 News, with a regular nightly spot.She has written 26 fiction and non-fiction books covering a range of subjects such as how to make an impact in business, charisma, boosting confidence and lowering stress levels in the workplace. Her work also includes flirting techniques, job interviews and even tips on how to win a poker game. Popular titles include The Body Language Bible and You're Hired.​​

​How to ask and respond to common project manager interview questions
9 mins read
  1. Article

​How to ask and respond to common project manager interview questions

​Project managers are responsible for the daily management of project work and need to have the skills to handle the scope, schedule, budget, risk and quality of any project.Project manager roles can be very stressful and time-sensitive, so interviews for this kind of role can be challenging. Although every interview is different, it is likely that similar questions will be asked that focus on interpersonal skills, technical knowledge, and examples from specific situations.Here are some common project manager interview questions that you can ask as an employer and how to answer them as a candidate.Tell me about yourselfEmployer: This is a common question to start most interviews, and it is a good way to learn more about a candidate’s background, previous experiences and skills they have learned from other roles. This question can also be used to try and learn more about the candidate’s personality and how they would fit in as a project manager at the company.Candidate: There are several ways to approach this question that will satisfy the interviewer. A simple and effective way to structure a response is to start with your current role and what you do, then move on to past experiences that are relevant to the role you applied for and finish with what kind of role you are looking for next and why you are interested in this opportunity. There are several ways to approach this question that will satisfy the interviewer. A simple and effective way to structure a response is to start with your current role and what you do, then move on to past experiences that are relevant to the role you applied for and finish with what kind of role you are looking for next and why you are interested in this opportunity.What’s your prior experience in this industry?Employer: It’s important to know if a candidate has experience in your industry because they may already have the knowledge and understand the methods that your company uses to manage projects successfully. If they don’t, try to assess if they have strong project management skills that can apply to your industry, such as using project management software or having a good knowledge of how the industry works. It’s important to know if a candidate has experience in your industry because they may already have the knowledge and understand the methods that your company uses to manage projects successfully. If they don’t, try to assess if they have strong project management skills that can apply to your industry, such as using project management software or having a good knowledge of how the industry works.Candidate: Being prepared to talk about the industry is essential. Make sure you can talk about any experiences you have had in the industry - from either a professional or academic perspective. If you don’t have any direct experience, talk about what you know from market research, what interests you about the industry and what you plan to bring to it. It may be helpful to mention any skills or knowledge that are transferable as well.Being prepared to talk about the industry is essential. Make sure you can talk about any experiences you have had in the industry - from either a professional or academic perspective. If you don’t have any direct experience, talk about what you know from market research, what interests you about the industry and what you plan to bring to it. It may be helpful to mention any skills or knowledge that are transferable as well.What was your most successful project?Employer: Scenario-based interview questions are a good way to understand how candidates have achieved success in different situations. This question will help to identify a candidate’s passion for their work, any proven successes as a project manager and how they measure success.Scenario-based interview questions are a good way to understand how candidates have achieved success in different situations. This question will help to identify a candidate’s passion for their work, any proven successes as a project manager and how they measure success.Candidate: This question gives you a great opportunity to show your strengths as a project manager. Focus on your role - what did you do to make sure the project stayed on track to meet the deadline? Think about the key decisions you and the team made that led to its success. Remember, projects can be successful not only for meeting goals and deadlines, but also if they introduced change and developed new strategies.This question gives you a great opportunity to show your strengths as a project manager. Focus on your role - what did you do to make sure the project stayed on track to meet the deadline? Think about the key decisions you and the team made that led to its success. Remember, projects can be successful not only for meeting goals and deadlines, but also if they introduced change and developed new strategies."Although you may be concerned about a career decision, or some possible skill gaps a candidate might have, be mindful to not rule anyone out or make any snap judgements before the end of the interview so you can get the full picture and give the candidate a fair chance."Scott Nevett- Recruitment Director, ReedDescribe a difficult project and how you handled itEmployer: The purpose of this question is to evaluate how candidates cope with challenges. Obstacles are common when managing projects, but you want to find out how they solved them in the past to understand how they deal with real-life situations. This question also gives an insight into the person’s project management style, and how they lead teams and resolve conflicts that may occur.Candidate: Facing unexpected challenges is a key part of being a project manager, so ideally you’ll have a few examples to pick from. The best way to answer this question is to first explain the situation and what the challenge was. Then, describe how you found a solution to overcome the situation. Next, tell what you did, and how you did it. Finish by sharing the result and what you learned from the experience.How do you prioritise tasks on a project?Employer: Knowing exactly what to prioritise is essential for any project. To be successful, a good project manager or project management office (PMO) is going to help manage small and large-scale projects that have an impact on the business and customers. This question will explore the candidate’s thought process and how they make time and task management decisions. It’s also worth finding out how the candidate would handle multiple projects at once.Candidate: When asked questions about prioritisation, providing examples of how you organise your day, plan your work and set deadlines shows the interviewer that you’re able to monitor and keep on top of work. According to the 2021 Project Management Report, 59% of project managers run between two and five projects at any given time, so make sure your answer includes a combination of deadlines, stakeholder needs and business-critical tasks.What tools/software do you like to use to help plan, track and evaluate a project?Employer: A project manager will use tools to plan, track and evaluate their work. Take the time to get a sense of how well the candidate knows different project management tools and how they use them.Candidate: It would be helpful to list the project management tools you’ve used in previous roles, from Trello to Basecamp to Asana. Mention what you enjoy about the tools, and how they could be improved – it would be a great bonus to find out what tools the company uses and start a conversation on that.How do you manage budgets for your projects?Employer: Most projects, regardless of the size, usually require some budgeting, which is why it may be useful to ask questions specifically about budget management. Asking questions about budgets allows employers to gain a deeper understanding of what experience the candidate has with project management processes.Candidate: The employer, more often than not, will want to hear examples of when you’ve managed a budget for previous projects. Try to talk about situations when you’ve given cost estimates, allocated funds, kept track of money spent, and how you’ve planned for unforeseen costs. If you don’t have much experience, share what you know about budget planning, or, if relevant, talk about budgeting in your personal life. Our specialist recruiters can help you conduct the perfect interview.Have you worked with remote teams?Employer: Because of the pandemic – and the rapid growth of digital project management tools – projects being done and worked on remotely have increased significantly. Knowing how the candidate has worked with people and resources remotely can show you how they adapt to changes in working conditions, and provides valuable insight into their leadership style.Candidate: Employers will want to know how you’ve successfully worked with remote teams. Often, they will want to hear possible challenges faced when working with a remote workforce, and how you dealt with any issues quickly and effectively. Showing how you’ve been flexible and adaptable to changes in working conditions – such as using communication software like Microsoft Teams – is also a huge positive for businesses in the current situation.How would you handle a difficult stakeholder?Employer: This question aims to gain clarity into a candidate’s stakeholder management skills and how they deal with issues. How they communicate with executives, project sponsors and stakeholders requires a different tone than what is used with team members – use this question to understand what approach they’d take to handle this situation.Candidate: Working with stakeholders is never easy, but it’s a vital part of being a successful project manager. Being able to showcase your ability to manage stakeholder needs is crucial. Focus on a previous example, describing the situation, before presenting your solution and the result will stand you in good stead. Your communication and negotiation skills will be an important part of your answer.If you are looking for the next top professional for your business or looking for your next role, get in touch with one of our expert consultants today.​​

Interview question generator - New Reed AI tool
1 mins read
  1. Article

Interview question generator - New Reed AI tool

​Why should recruiters and hiring managers use our tool?Well-crafted interview questions are essential for determining an interviewee's skills, experience, and fit for the role.If you are looking for good interview questions for recruiters or managers, our interview question generator is your go-to resource for fast, comprehensive interview question generation, providing you with a wide range of relevant and effective questions to choose from.Our tool uses advanced AI algorithms to generate a list of interview questions to ask candidates that are tailored to the specific requirements of the role and your company. Using the tool ensures that the questions you ask at an interview are relevant, effective, and comprehensive, allowing you to gain a deeper understanding of each interviewee’s strengths and weaknesses. Our interview question generator will save you time and effort, while ensuring that you are asking the right questions to identify the best candidates for your open positions.Tailoring questions to your industry and roleOur interview question generator will craft a set of interview questions to suit any role, in any sector, across a range of seniority levels, from entry level to c-suite.Helping recruiters and managers craft better interview questionsBy highlighting your top-three most sought-after soft skills, this AI-powered interview question generator will align with your hiring needs, helping you uncover the best talent to help your team thrive.Helping hiring managers save timeWhat used to take hours of searching the internet for the best interview questions, will take you no more than five minutes.​​​