Google Launches Initiative to Hire More Autistic People

Google has announced an initiative that will prioritize hiring more autistic people by adjusting the way the company approaches the interview process to accommodate neurodivergent applicants. The company aims to train up to 500 hiring managers and others involved in the hiring process to be more effective and empathetic when interacting with autistic candidates.

Google is partnering with the Stanford Neurodiversity Project whose goals include establishing a culture that values neurodivergence and empowering “talented” neurodivergent people through training and work opportunities. Google hopes to combat the high unemployment rate of autistic people by confronting biases that create barriers to equitable job access.

Addressing Interview Challenges

The Stanford Neurodiversity Project promotes specialized employment support programs for adults with autism. Their work at Google will shift the company’s hiring process. Rob Enslin, President of Global Customer Operations for Google Cloud, wrote that unconscious biases impacting candidates in the interview process will be addressed. He highlights the need to be more understanding when candidates do not make eye contact or ask for additional time to complete a task and wants to offer some flexibility in interview structures.

Lyric Holmans, an autistic Neurodiversity Consultant, notes that many neurodivergent people struggle to meet neurotypical standards for friendliness, might not know how to talk up their skills, and experience anxiety that neurotypical interviewers unfairly view as red flags.

Some might also struggle to engage with obscure questions (like “How would you make a PB & J sandwich?” or “How would you fit an elephant in a refrigerator?”) which might lead their brains in a direction not intended by the interviewer because the intention of the question isn’t obvious. This less direct approach to interview questioning is often perceived as random and might confuse neurodivergent people because it seems so irrelevant to the job.

Holmans underlines that some people might fare better if they’re able to showcase their concrete skills with a portfolio, presentation on their expertise, or simulation. Enslin’s plans aren’t necessarily that flexible, although he said that Google will offer some “reasonable accommodations” including extended interview time, advance access to questions, and options to respond in written form. Stanford will also coach applicants who apply to Google through their program.

Sarah Selvaggi-Hernandez, MOT, OTR/L, an autistic occupational therapist, adds that neurodivergent people might struggle with arrival times and vague timelines for next steps and follow-ups, benefiting from clear guidelines and more flexibility. She adds that companies should use fewer automated systems throughout the process. These adjustments might benefit other applicants as well.

Selvaggi-Hernandez has partnered with HR departments in their efforts to hire autistic people. Although Google’s proposed changes will help some applicants, she says that to truly affirm neurodiversity, companies should take additional steps to become attuned to each individual applicant’s needs. This promotes a healthier experience for all candidates—not just those who are autistic.

Read more here to read the original article and learn about how they’re working to create an affirming work place environment as well.

By Maeghan Myers
Maeghan Myers Graduate Student Assistant