Frequently Asked Questions

It refers to the variations or differences in neurocognitive functioning. Neurodiversity is an umbrella term that encompasses the neurological differences, such as Dyspraxia, Dyslexia, Dyscalculia, Autistic Spectrum, and Attention Deficit Hyperactivity Disorder. The Amforus platform currently specializes in dyslexia, ADHD and mild autism. This is only due to our own subject matter knowledge.

The brain functioning of neurologically divergent individuals differ from those who are neuro-typical.

According to the Centers for Disease Control and Prevention, the incidence of autism in the US is 1 in 189 among girls, and 1 in 42 among boys.

Neurodiversity is an umbrella term that refers to the natural differences in human brain functions. When it comes to a workplace setting, neurodiversity is the practice of including alternative thinking styles, such as the autistic brains and dyslexic people, to your workforce.

Neurodiversity encompasses a variety of brain functioning differences, including: Dyspraxia – it is a developmental disorder that affects a person's motor skills, and he faces difficulties in activities that require coordination and movement. Dyslexia – it is a learning disorder that affects how a person processes language. Dyslexic people find it difficult to identify speech sounds and learning and how they relate to letters and words. Dysgraphia – it is a learning disorder that affects a person's writing abilities. It becomes difficult for the affected person to spell words, put thoughts on paper, or write neatly. Dyscalculia – it is learning difficulty to do the math. People with dyscalculia have difficulty in comprehending mathematics, understanding and manipulating numbers, and performing calculations. Attention Deficit Hyperactivity Disorder (ADHD) – it is a medical condition that refers to the differences in brain development and activity. People with ADHD have difficulty in sitting still, and they don't have self-control. Autism Spectrum Disorder (ASD) – it refers to the various conditions that challenge a person's social skills, non-verbal communication, and repetitive behavior.

These are the companies who are willing to accommodate the highly intelligent and capable autistic brains with respect and dignity. While many companies are missing out on these gifted individuals, many firms understand the need for neurodiversity in the workplace.

We are a specialized candidate pool of unbelievably talented job seekers that might find it hard to go through the mainstream way of the hiring process, yet you know you would be well suited for the role, likely overlooked unnecessarily.

That's ok, there is a toggle for 'Diagnosed' and 'Suspected' – what you can't do is pretend you have one.

There is a toggle for 'Exclude this company'. There is a template on-line that will demonstrate your skills.

We are working with professionals to offer a member's rate discount.

Firstly, it is important to respect people with a learning difference. Try to remove the barriers that deter neurodiverse candidates from applying for a job or changing a position. Be careful with the selection of words in the job description; it should have inclusive language reflecting that the organization welcomes neurodiversity in the workplace. Conventional interviewing methods might not be suitable for hiring people with neurodiverse conditions. Noisy, distracting environments can overwhelm a person with sensory needs. You can invite such applicants to visit the office and get familiar with the environment prior to the interview. Do not make the candidates uncomfortable by asking questions about their neurocognitive differences. Respect the candidates' right to privacy and let them decide if they want to disclose the details.

When designing the offices, most firms overlook employees with a typical neuro-structure. These people require accommodations that you must provide as an employer. For instance, you may provide them headphones to reduce noise stimulation. Loud or overcrowded places make autistic people uncomfortable. Similarly, people with ADHD also need quiet workplaces.

Hiring neurodiverse people gives you a competitive advantage in the digital market. Studies show that companies that include workers with brain variations outperform their competitors. Autistic brains have extraordinary imagination, reasoning skills, and visual thoughts. They are more systematic than their neurotypical counterparts. ADHD can hyperfocus on things. Dyslexic people have a broader vision, high decision-making, and amazing problem-solving skills. In a digital workplace, these minds will help you solve complex problems, pitch unique ideas, and bring creative solutions to counter artificial intelligence (AI) challenges.

Many prominent companies are reforming their HR processes to access some of the most talented neurodiverse people. Some of them include Hewlett Packard Enterprise (HPE), SAP, Willis Towers Watson, EY, Ford, and Microsoft.