How to Build a Business Case for Neurodiverse Recruitment [Guide]

Alison Eveleigh  |  05/12/2019

_{Andrew Williams from IBM suggests starting with a pilot program before developing a global business case.}

Sydney Neurodiversity Symposium 2019 Presentation Summary: Andrew Williams

As part of the Thriving Now Sydney Neurodiversity Symposium 2019, held at Fishburners Sydney and hosted by Thriving Now director Jay Hobbs, Andrew Williams gave a presentation on how to build a business case for neurodivergent recruitment. Takeaway: When it comes to neurodivergent recruitment, Andrew Williams from IBM suggests starting with a pilot program before developing a global business case. His ambitious goal is to make neurodivergent recruitment business as usual, not just at IBM but within all companies.

Takeaway: When it comes to neurodivergent recruitment, Andrew Williams from IBM suggests starting with a pilot program before developing a global business case. His ambitious goal is to make neurodivergent recruitment business as usual, not just at IBM but within all companies.

Start with a Pilot

• The unemployment rate among 20-something people with autism is 42%.
  
  
• Andrew was inspired to explore Neurodivergent recruitment 5 years ago, and his work is ongoing. He is working to design an institutionalised neurodivergent recruitment process that any IBM office can ‘turn on’ at any time.
  
  
• Andrew suggests starting with a pilot program. This involves a number of steps:
  • Connect with a specialist mentor for guidance
  • Establish a core team and meet regularly. Andrew was lucky enough to connect with other individuals within IBM who shared his passion for the project
  • Create a mission and give it a name, and create a mission statement. Andrew’s initial mission was to employ 300 Neurodiverse people before 2020.
  • Create a wiki of information with a target in mind
  • Share your mission with HR and ask for their assistance with the program.
  • Build a formal proposal for a pilot program which outlines the costs and benefits
  • Present the proposal to senior executives via your own connections and request funds
  • Initiate pilot and map its success

For example, in the case of IBM, here is how the program rolled out:

• IBM Lansing: 6 hires and a planned extension.
• IBM Halifax: 1 hire
• IBM Ballarat: Received 80 resumes, interviewed 16 candidates and made 10 hires. Planned extension in Australia and New Zealand
• IBM Brazil: 7 hires (contractors for the first 6 months)
• 10 IBM clients have accessed the program’s capabilities

How To Build a Business Case At Scale

Andrew suggests the following steps:

• Build a brand and a logo
• Consider recruitment approach
• Direct Benefits: increased annual signings and increased revenue
• Indirect Benefits: improved retention, morale boost for employees, productivity improvements and brand improvement
• State of Neurodiversity: what is the current Neurodiversity strategy and results for individuals, clients and company?
• Market Insights: What are your competitors doing? What are your clients doing?
• Business Case: What is the cost and value of Neurodiversity in your organisation?
• Define a communication strategy
• Define a 2 year roadmap – what are the core activities needed to achieve your goals?
  
  

Best Practice Tips 

• Offer full-time contracts for the neurodivergent employees as opposed to contract roles. Once employed, the employees were subject to the same management processes as other employees and are expected to perform.
• Create a list of roles best suited to neurodivergent employees.
• Ensure that there is support from existing employees and managers.