How to Build and Support Neurodiversity in the Workplace

Imagine this scene: You’re interviewing a potential candidate for a role as a developer with your company. The candidate seems to have the skills you need but also displays a few social eccentricities – perhaps he has a tick, or rocks back and forth in his seat, or won’t make eye contact.

For decades, potential hires like this have been rejected from the candidate pool. “Poor culture fit” has typically been the rationale.

But what if in the hunt for the “right culture fit,” you’re rejecting an entire pool of highly qualified – maybe even the best qualified — workers?