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Why Hiring the Neurodivergent is Imperative and Heuristics Behind the Stigmas (Part 2)
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Hey pickle pals! Tonya here, continuing our deep dive into why neurodivergent talent is essential for workplace innovation.
In this second episode of our series, I'm tackling the unconscious biases that prevent neurodivergent professionals (like myself and maybe you!) from getting hired - despite our proven advantages in problem-solving and innovation.
Drawing from the brilliant work of Dr. Ludmila Praslova and Dr. Maureen Dunn, I break down:
- The specific psychological heuristics blocking neurodivergent talent from being recognized (planning bias, availability bias, and five others you need to know)
- Real-world examples of how these biases play out in interviews and assessments
- Why the "culture fit" conversation is often code for "thinks like us" - and how that kills innovation
The research is clear: diverse cognitive styles drive better business outcomes. Yet our hiring processes remain rigged against different thinkers.
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