Neurodiverse and disabled employees face unique challenges in the workplace. According to Gallup, 15-20% of the global population is neurodiverse, yet 85-90% of these individuals are unemployed or underemployed, often due to the barriers in hiring, onboarding and workplace processes. Additionally, nearly half of neurodivergent employees feel they must “mask” their differences to appear neurotypical.
For HR professionals, designing inclusive HR processes isn’t just about fairness, it’s a compliance responsibility. Federal laws such as the Americans with Disabilities Act (ADA) and Section 503 of the Rehabilitation Act require employers to provide accessible processes, reasonable accommodations and affirmative action programs where applicable.
Here’s how to audit, redesign and implement HR systems that support all employees while maintaining legal compliance.
Designing Accessible HR Processes
Creating HR processes and systems with accessibility in mind improves recruitment, engagement and retention. Neurodivergent and disabled candidates and employees can fully participate when applications, technology and performance management tools are inclusive. Accessible systems also reduce turnover, boost productivity and enhance employer branding.
Compliance Tip: Federal contractors with 50+ employees and $50,000+ in government contracts must comply with Section 503 of the Rehabilitation Act, requiring an affirmative action program for recruiting and retaining employees with disabilities.
Challenges Neurodivergent and Disabled Employees May Face
Traditional HR processes can create barriers:
- Applications: Long, complex forms or jargon-heavy job descriptions
- Interviews: Difficulty interpreting social cues or responding on the spot
- Communication: Challenges with non-literal language or sensory overload
- Formal Processes: Unclear procedures or inflexible channels
- Performance Reviews: Needs for extra processing time or adherence to routines
Compliance Tip: The Americans with Disabilities Act (ADA) requires employers to define essential vs. non-essential job functions. Clearly listing fundamental duties helps guide accommodation requests and support legal compliance.
Designing HR Processes That Works for Everyone
Creating HR processes that truly support neurodiverse and disabled employees requires more than small adjustments, it calls for intentional design and thoughtful planning. By proactively addressing barriers in hiring, communication, performance management and technology, you can ensure that every employee has the tools, resources and accommodation needed to succeed.
This section provides actionable strategies to help HR leaders redesign systems, rethink norms, and implement inclusive practices that work for all employees while staying compliant with federal and state regulations.
1. Be Proactive About the Interactive Process
The interactive process allows HR and employees to collaboratively determine reasonable accommodation. Some employees may not know what accommodation is available or how to request them.
Compliance Tip: Ensure your HR team understands what qualifies as a reasonable accommodation under the ADA, including flexible schedules, workspace adjustments or assistive technology.
2. Rethink Your Norms
Reevaluate standard HR practices to account for neurodiversity and disabilities:
- Offer recorded or pre-set interview questions
- Using multiple communication methods
- Adjust productivity and performance expectations
- Adapt conflict resolution procedures
These adjustments reduce stress and improve performance.
3. Revisit Your Technology Plan
Technology can be a barrier if interfaces aren’t designed inclusively. Consider:
- Screen reader compatibility
- Flexible form inputs
- Captions for videos and virtual meetings
- Sensory-friendly interfaces
Compliance Tip: Ensure digital platforms meet WCAG 2.1 accessibility standards. Including alt text, keyboard navigation and sufficient color contrast.
Building Inclusive HR Processes Benefits Everyone
Inclusive HR processes aren’t just legally required, they demonstrate care and commitment to employee success. By auditing and redesigning systems for accessibility, HR leaders can create workplaces where all employees thrive.
Simplify Compliance With VirgilHR
VirgilHR’s automated platform helps HR leaders design inclusive, compliant procedures across hiring, performance and benefits management. Get step-by-step guidance to build accessible processes that meet legal requirements and support every employee.
Schedule a demo today to future-proof your HR processes and ensure compliance.