Blog Teknokrat – Bagaimana manajer perekrutan teknologi dapat merangkul keragaman saraf

Blog Teknokrat – Bagaimana manajer perekrutan teknologi dapat merangkul keragaman saraf

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Sebuah kartun dari banyak orang dengan simbol yang berbeda di mana otak mereka mewakili keragaman saraf.
Gambar: is1003/Adobe Stock

Hampir satu dari lima orang di seluruh dunia diklasifikasikan sebagai neurodivergent, yang dapat mencakup autisme, sindrom Tourette, dispraksia, disleksia, ADHD, dan gangguan kecemasan sosial. Ada banyak manfaat untuk mempekerjakan pekerja yang neurodivergent, terutama di bidang teknologi.

Misalnya, dalam keamanan siber, bidang yang selalu berubah yang membutuhkan pemecahan masalah dan fleksibilitas yang kreatif, sudut pandang yang beragam dapat menjadi keuntungan untuk membantu tim berpikir di luar kebiasaan. Beberapa orang dengan kondisi neurodivergen juga dapat memperoleh manfaat dari konsentrasi yang lebih lama daripada rekan-rekan neurotipikal, yang berarti mereka mungkin lebih siap untuk tugas-tugas berulang, seperti yang terlibat dalam QA perangkat lunak atau keamanan siber.

Itu industri teknologi masih menghadapi kekurangan pekerja untuk mengisi posisi yang tersediadan membuat pekerjaan ini lebih mudah diakses oleh kandidat yang lebih luas dapat menjadi solusi untuk masalah tersebut.

Mengapa tidak lebih banyak karyawan neurodivergen yang bekerja di bidang teknologi?

Terlepas dari manfaat mempekerjakan karyawan dengan neurodiverse, banyak orang yang diklasifikasikan sebagai neurodivergent mengalami kesulitan mengakses pekerjaan teknologi; misalnya, hanya 14% pekerja dewasa yang autis dipekerjakan, berdasarkan data dalam laporan 2017. Menurut Neil Barnett, direktur Perekrutan Inklusif dan Aksesibilitas di Microsoft, hanya 35% lulusan perguruan tinggi autis yang dipekerjakan. Di antara mereka yang bekerja, banyak orang autis bekerja dalam pekerjaan di bawah tingkat keahlian mereka.

MELIHAT: Orang autis berhasil dalam pekerjaan TI ketika perusahaan mempekerjakan untuk kemampuan bukan kredensial (TekRepublik)

Ada beberapa alasan untuk ini: bias AI dalam perekrutan, salah satunya, serta bias implisit dari beberapa manajer perekrutan. Menurut sebuah studi baru-baru ini, banyak pemimpin dan manajer akan tidak nyaman mempekerjakan seseorang yang neurodivergent.

Karyawan pasti merasakan bias ini juga, karena hingga 40% pekerja teknologi belum berbagi sifat neurodivergen mereka. Ini memiliki konsekuensi baik bagi pemberi kerja dan karyawan mereka yang tidak dapat memperoleh dukungan yang mungkin mereka butuhkan.

Menurut versi terbaru Microsoft Indeks Tren Kerja76% karyawan mengatakan bahwa mereka akan bertahan lebih lama di perusahaan mereka jika mereka menerima lebih banyak dukungan dalam pekerjaan.

Barnett melihat peningkatan kebutuhan untuk mempekerjakan program untuk mengatasi keragaman saraf. Dia juga terlibat dalam Neurodiversity @ Work Employer Roundtable, yang mencakup pengusaha yang tertarik untuk menciptakan inisiatif perekrutan yang berfokus pada neurodiversity. Menurut Barnett, sistem perekrutan tradisional, termasuk lamaran dan wawancara, dapat menjadi tantangan bagi orang-orang yang memiliki keragaman saraf.

Microsoft juga melihat “kumpulan bakat yang belum dimanfaatkan” di antara kandidat yang memiliki keragaman saraf; sebagai tanggapan, perusahaan memulai Program Perekrutan Autisme pada tahun 2015. Upaya ini merupakan bagian dari tujuan yang lebih besar untuk meningkatkan keragaman tenaga kerja Microsoft, kata Barnett.

Microsoft adalah salah satu dari banyak perusahaan yang mulai menerima program perekrutan untuk kandidat yang memiliki keragaman saraf. Lime Connect, Disabilitas: IN, SAP, IBM, dan banyak lainnya memiliki program juga. SAP memiliki inisiatif Autism at Work yang berfokus pada pembelajaran bagaimana bekerja dengan orang-orang dengan spektrum autisme, serta melihat undang-undang perburuhan setempat. IBM memiliki Gugus Tugas Sebenarnya Autistik, yang merupakan ruang aman bagi orang-orang yang diidentifikasi sebagai autis untuk bertemu.

Mengungkapkan neurodiversity selama proses wawancara

Menurut ADA, seorang kandidat harus dapat memenuhi persyaratan pekerjaan yang tercantum tetapi tidak perlu mengungkapkan disabilitas. Mempekerjakan manajer juga dilarang mengajukan pertanyaan terkait disabilitas. Namun, jika kandidat memang membutuhkan akomodasi, majikan harus memenuhi kebutuhan ini, kecuali jika mereka dapat menunjukkan bahwa itu akan mengakibatkan “kesulitan yang tidak semestinya.”

MELIHAT: Daftar Periksa: Pemutusan Hubungan Kerja (Premium TechRepublic)

Dalam hal mengungkapkan keragaman saraf, Barnett menekankan bahwa ini adalah pilihan individu.

“Waktu komunikasi akan sering bergantung pada alasan Anda mengungkapkannya,” katanya. “Misalnya, seseorang dengan neurodiversity dapat mengembangkan rencana tindakan untuk menavigasi proses permintaan akomodasi dengan masing-masing perusahaan, dan sepanjang pencarian karir Anda, karena setiap majikan mungkin memiliki proses yang berbeda atau meminta bentuk dokumentasi yang berbeda.”

Dalam hal meminta akomodasi untuk wawancara itu sendiri, Barnett merekomendasikan agar kandidat melakukan ini sedini mungkin.

“Fokuslah untuk mengidentifikasi kebutuhan Anda dan menyoroti alat atau akomodasi yang sesuai untuk Anda di lingkungan lain,” sarannya.

Barnett merekomendasikan agar kandidat hanya mengungkapkan detail yang paling relevan agar tetap sederhana. Yang paling penting, dia mencatat bahwa kandidat yang neurodivergent harus ingat bahwa mereka memiliki perspektif unik untuk dibawa ke perusahaan.

Mengatasi hambatan dalam perekrutan

Menurut Barnett, wawancara kerja tradisional, yang sering kali mencakup “pertanyaan terbuka dan tidak jelas” dapat menjadi tantangan bagi beberapa orang yang memiliki kelainan saraf.

“Pencari kerja mungkin kurang nyaman karena harus cepat beradaptasi dengan lingkungan baru,” katanya.

Interaksi sosial juga bisa sulit bagi beberapa orang yang memiliki kelainan saraf, tambahnya. Namun, “dengan menciptakan program perekrutan ‘pintu depan’ alternatif,” pendekatan yang berpusat pada orang, di mana kebutuhan diungkapkan, “pencari kerja neurodivergent memiliki pilihan untuk datang melalui proses wawancara yang mengurangi bias bawah sadar dan memungkinkan pencari kerja bersinar dengan keterampilan mereka.”

Pengusaha memiliki bias yang tidak disadari, Barnett menekankan, dan meminta mereka “menyaring”, atau mencari cara yang dapat ditambahkan oleh kandidat tertentu ke dalam organisasi, sangat penting untuk membangun tim yang lebih beragam. Barnett ingin melihat “representasi disabilitas dalam pekerjaan dari semua tingkatan yang berbeda dan jenis pekerjaan yang berbeda dan bukan hanya peran teknologi.”

Secara umum, Barnett percaya bahwa kita harus melakukan lebih banyak percakapan dengan karyawan seputar kebutuhan mereka — baik secara fisik, verbal, atau lainnya: “Ini tentang mencoba terhubung dengan orang-orang dan memahami apa yang dibutuhkan orang untuk menjadi seproduktif mungkin.”

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