Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the population for Human Resource Management, the globe’s largest HR professional population and author of “Reset: A chief’s navigator to Work in an Age of Upheaval.”

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Question: Many HR representatives and managers don’t fully comprehend the challenges individuals with autism, attention deficit hyperactivity disorder, post-traumatic stress disorder, and other neurodiverse conditions face. The response to their disclosure or request for accommodations is often, “The job still needs to get done, and if you can’t do the job at this level, we will have to leave in another path.” How can we make the case to construct an inclusive workplace to best utilize neurodivergent talent? ‒ Dion

respond: Overlooking qualified neurodivergent employees is a potential violation of the Americans with Disabilities Act, which protects individuals with disabilities, including sure neurodivergent conditions. Per the ADA, employers with 15 or more employees must engage in an interactive procedure to determine if an employee’s state qualifies as a disability before taking adverse action. Violating the ADA can outcome in significant penalties and legal bills for employers.

Employees can request accommodations and seek assist from human resources or file a complaint with the Equal Employment chance fee if essential. Reasonable accommodations for neurodivergent employees include noise-canceling headphones, silent spaces, adjustable lighting, and flexible work schedules. 

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Candidly, avoiding penalties is a impoverished drive for employers; they should instead look to reap the benefits of harnessing the packed potential of neurodiverse workers. 

HR departments can foster inclusivity by educating staff, supporting employees, and dispelling myths with facts. Employers can also implement mentoring programs and employee resource groups for advancement, and managers can adjust by offering obvious expectations, instructions, and flexibility in work protocols. 

Don’t lower the bar for talent; instead, raise your expectations for what they can accomplish and contribute to your workplace. Investing in neurodiverse talent can gain promising returns for your workplace act. As with any employee, when you put neurodiverse talent in a position to achieve, it becomes a triumph for everyone.

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Our staff raves about our workplace population, and we consistently score high on our internal surveys. However, we still battle to fill our open positions. We’re a tiny firm with a limited recruiting apportionment. How can I best lean on our workers when it comes to recruiting? ‒ Niyo

In today’s ultra-competitive job economy, leveraging your existing workforce can be one of the most effective ways to attract top talent ‒especially when your employees already rave about the business and its benefits. Here are a few ways you can enlist their assist in your recruitment efforts:

◾ Implement an employee referral program: A referral program with incentives for employees who recommend qualified candidates is a powerful motivator. Referral bonuses ranging from $1,500 to $2,500 have proven effective for tiny- and medium-sized businesses. Not only can this reduce the period it takes to fill vacancies, but it also often results in recent hires who align well with your business population, boosting long-term retention.

◾ inspire social media engagement: inquire employees to distribute job postings and positive content about the business on their personal social media accounts. Authentic insights shared by current staff can assist construct your employer’s brand and attract candidates with similar values and interests.

◾ Showcase your throng on your Careers page: characteristic employees and their testimonials on your website. Highlight what they adore about the business, especially the benefits and population. Incorporate videos or blog-style stories spotlighting real experiences, creating a compelling narrative about why your business is a great place to work.

◾ propose opportunities for advocacy: Invite employees to participate in recruitment events or talk at career fairs. Prospective candidates often discover it reassuring to listen directly from throng members about their experiences. Host internal contests for creative ways to promote job openings, such as making short videos or designing social posts, with prizes for participation.

◾ debt your population and benefits: If your employees already appreciate your benefits, make sure those are front and center in job postings and recruitment materials. Focus on showcasing your workplace population through authentic and relatable content, including throng events, professional advancement opportunities, and work/life integration initiatives.

◾ Track and celebrate your achievement: distribute the impact employees are making in recruitment efforts. Highlight successful referrals in business communications and celebrate milestones together.

By involving your workforce in the recruiting procedure, you tap into their networks and credibility while reinforcing their connection to the business. By following these steps, your employees’ authentic thrill can assist you attract talented individuals who will thrive in your supportive and dynamic surroundings. excellent luck!

The views and opinions expressed in this column are the author’s and do not necessarily reflect those of USA TODAY.

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