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#neuroinclusivehiring is not just for big tech companies. If organizations like Microsoft, SAP, JP Morgan, Ernest & Young and many others can redesign how they hire and support neurodivergent talent, it proves that any organization, of any size, in any sector, can start doing this too.

The question is no longer “is it possible?” but “are we willing to rethink how we attract, assess and support people so they can actually thrive?”

There is a common myth that any such change has to be expensive. In practice, many accommodations are low cost or no cost at all.

We are talking clear job descriptions, alternative ways to interview, sharing questions in advance, creating quieter spaces and offering training to the #leadership team and #managers to focus on strengths rather than the stereotypes.

When organizations zoom out and look at the bigger picture, we can see what steps to take.

Neuroinclusive hiring should not be seen as a ‘nice to have initiative’, it should be seen as a core element to building sustainable, future ready organizations.

It is time to move beyond awareness and start redesigning the process. It does not matter what size organization you are; you can begin the process with the resources you currently have. I would like to reiterate it does not need to cost a lot to start doing the right thing.