WEEK 15 · PILLAR 2 · INCLUSIVE HIRING & BIAS MITIGATION
Neurodiversity Awareness
WHAT IT IS
Neurodivergent candidates — for example autistic, ADHD or dyslexic people — often don't follow interview conventions like steady eye contact, quick small talk or instant answers. Those conventions measure social performance, not the job. Score what the role actually requires.
WHY IT MATTERS
If your process filters on eye contact and banter, you are screening out people who would excel at the actual work — in data, operations, finance, quality and many other roles.
Inside the full lesson
- • 3 practical rules to use in your next interview
- • Signal-vs-noise lab: 2 real interview moments, weak vs. strong interviewer
- • What goes wrong when teams skip it
- • 3 realistic scenarios to test your judgement, with XP and streaks