Managing a neurodivergent employee is not harder work, it is just different.

Sarah Bolitho • September 5, 2023

Let's talk about neurodiversity. Do you consider yourself neurotypical or neurodivergent?

The only difference really, is how your brain processes information, learns, and responds to different environments and social interactions.

Research demonstrates that neurodivergent individuals have strengths in creativity, innovation, problem solving, analytics and attention to detail.

This makes many neurodivergent candidates exceptional in adapting to a variety of different roles across the business spectrum.

However, despite these facts, neurodivergent individuals are 12x more likely to be unemployed or under-employed. There is also a larger conversation at play regarding ‘wrongfully’ employed.

So why exactly is this the case, and is it really that hard to embrace neurodiversity within your workplace?

Let’s explore the most common adjustments requested:

Flexible hours or adjusted start and finish times
The ability to work from home, at least some of the time
A supportive team culture that is accepting of different communication styles
Minimal or no visual distractions (busy walkaways or open plan offices, in short a manager that can be in tune with sensory needs)
The option not to attend large gatherings, or tune into virtual meetings after the ‘small talk’ has concluded

Overall, 77% of candidates request one or more adjustments to a standard recruitment process, and a similarly low amount of adjustments on the job.

Many of these adjustments if not already mainstream, are simple to accommodate and have no associated costs.

As TA and HR professionals, it is our job to lead the way to carve out positive change to support a more inclusive and thriving workforce of the future.

Do you believe the above accommodations are possible to be met by your organisation?

If yes, we encourage you to get started now! Many organisations such as Ford, Dell, Microsoft, and EY are already seeing the benefits of embracing neurodiversity.

Don’t get left behind, reach out to our team to learn more today.

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AI Decoded: Your Guide to Fair and Inclusive Hiring

By Antony Jones • August 29, 2025

Discover AI Decoded: Understanding Bias in AI-Enabled Talent Acquisition (and what to do about it), Levyl’s latest guide for leaders who want the knowledge to ensure they’re hiring fairly and inclusively in a technology-driven world. As AI becomes embedded in recruitment, it brings both opportunity and risk. While these tools can speed up processes and surface talent in new ways, they can also unintentionally reinforce systemic biases if not designed and implemented carefully. This report unpacks the hidden ways bias can creep into AI-driven hiring and offers practical steps to ensure technology supports, rather than undermines, diversity, equity and inclusion goals. 💡 What’s Inside: • The most common bias risks in AI recruitment tools and how they arise • Real-world examples of bias in candidate screening, assessment and selection • Proven strategies for mitigating bias without losing efficiency • How to audit AI systems and embed accountability into recruitment practices Download your copy below and gain the knowledge to make AI a true partner in building fairer, more inclusive hiring processes.