An employment study of neurodivergent UK military Veterans calls for a greater awareness of ‘Positive Intersectionality’

New research from Cranfield University, led by Dr Robert Allen, draws on a large sample of medically diagnosed Neurodivergent Veterans (NDVs) to determine how the recruitment processes and Human Resources (HR) practices impact their post-Service employment experiences. This intersectionality study ^[1] suggests that Neurodivergent Veterans (NDVs) can have highly beneficial work capabilities.

Neurodivergents can face significant barriers to finding and retaining employment because HR recruitment procedures have traditionally been designed for the neurotypical (those who have the neuronal brain function and capabilities of what society regards as ‘normal’).  This discourages or sometimes prevents NDVs from applying for jobs. Military Veterans can also encounter difficulty in gaining and maintaining employment. Although both possess skills and abilities that are desirable, there are negative stereotypes that impact them.

Neurodiversity refers to the many neurological differences in people and this research included the conditions (or ‘neurotypes’) autism (including Asperger’s), dyspraxia, dyslexia, dyscalculia, dysgraphia, Attention Deficit Hyperactivity Disorder (ADHD), complex tic disorders, and Tourette syndrome.

Following a video and written appeals on social media, 834 responses were received of which 232 people (199 male, 19 female and 22 not disclosed) had a medically diagnosed condition. Ages ranged from 20 to 74. All had left Service between 1972 to 2020. The researchers utilized a mixed method of survey sent to the 232 followed by 21 semi-structured interviews to explore NDVs’ views about how the recruitment process and HR practices impact their employment relationship. Of the 232, 154 answered the question related to when they received diagnoses as follows: before joining the Service (39), during Service (41) and, as a Veteran (74). Fully understanding the reasons for not seeking in-Service-diagnosis was beyond the scope of this study but our data indicated that they include the fear of accelerated medical discharge with the provision of appropriate support and assistance. The predominance of male to female participants made it impossible to establish whether gender was a factor in seeking a diagnosis before, during or after Service.  However, age was found to be a determining factor with 90% of those who had received a diagnosis before joining Service being under 40. The data also show that seeking diagnosis is most common in those aged 30-49 where 59% of that age group sought diagnosis while Serving. 68% of over 50s and 55% of those aged 40–49 sought a diagnosis after leaving Service.

The research draws attention to several important findings including:

• Only 25% gave a positive response about finding and maintaining employment. The remainder detailed difficulties in finding and maintaining employment.
• The prevailing perceptions and stereotypes of neurodiversity/Veterans that permeate society impact upon their wellbeing and confidence before the search for employment had even begun. They were consistent in wanting organisations to set aside preconceptions and stereotypes; the most used word was ‘understanding’. An example of stereotyping Veterans was that all would have PTSD or be abrasive – some were referred to as ‘child killers’. Whereas stereotyping for neurodiversity tended toward difficulties in communication and societal portrayal of savant or insularity.
• NDVs often play down their military Service or do not inform organisations about their neurodiversity. They believe that many in HR and management misunderstand their condition or do not appreciate the transferable skills that Veterans have and some report instances of having to overcome prejudices based on their military Service or neurodiversity. Being unable to work for an extended time period negatively affected perception of self-worth. Many aspects of recruitment such as psychometric tests, rapid fire questions or not understanding military qualifications were particularly stressful and acted as a barrier to employment.
• Reasonable Adjustments (RAs) are guaranteed by UK Law and refer to making changes in the workplace in order not to disadvantage people. However, some NDVs felt that there is an inherent reluctance in employers to consider them because they are wary of the reasonable adjustments that their condition or Veteran status might demand. Many NDVs were reluctant to ask for RAs anyway; this may be because their training provided greater resilience and attitude to ‘just get on with it’.

The researchers put forward four summarising propositions.

Proposition 1: Intersectionality (being neurodivergent and a Veteran) amplifies the challenging employment effects due to stereotyping. NDVs feel they are confronted with a stronger negative stereotype and experience a greater disadvantage in finding and maintaining employment compared to people who are solely neurodiverse or solely a military Veteran.

Proposition 2: Intersectionality amplifies the challenging employment effects for neurodivergent Veterans due to talent sourcing focusing on formal qualifications and talent development practices on standard job and team concepts.

Proposition 3: The intersectionality of neurodivergent Veterans reduces their willingness to ask for reasonable adjustments.

Proposition 4: Intersectionality, as expressed in neurodivergent Veterans, can have a positive contribution to organisational effectiveness. This is because NDVs have unique capabilities that can result in more effective task fulfilment compared to neurotypical employees. NDVs also have unique capabilities that can result in longer employment continuity through higher levels of resilience compared to neurodiverse, non-Veterans.

The researchers put forward an explanatory intersectionality model that details the public and employer perspective of both neurodiversity and Veterans. At the intersection of these is the unique aspects of being an NDV. The concept of 'Positive Intersectionality' is a new idea that acts to counter the often negative and unconstructive commentary in other intersectionality studies. The mantra here is that there is great advantage in the combination of social identities; whereas many studies will concentrate on oppression and discrimination (important though studies of these are) the researchers suggest that greater emphasis is provided on a more affirmative view.

NDVs provided a series of recommendations for employers in four main areas:

Stereotyping:

• Being non-judgmental
• Having work-based champions
• Building understanding of military personnel and actively assisting with transition
• Being patient because it takes time for NDVs to settle in
• Being aware of unconscious bias towards Veterans and neurodiversity

HR/Talent Sourcing:

• Avoid psychometric tests and long written applications
• Be adaptive and inclusive
• Advertise inclusively
• Avoid auto-filtering – not all NDVs skills fit neatly into tick boxes
• Provide guaranteed interview schemes [where Veterans are interviewed if they meet essential job criteria with Armed Forces Covenant signatories]
• Support medical appointments and provide emotional support or safe spaces
• Implement regular wellbeing checks and occupational support

NDVs Reasonable Adjustment and resilience:

• Understand conditions and concentrate on the positive aspects of them
• Simplify provision of reasonable adjustments. Employers need to understand that not all are costly but can have a big impact
• Recognise that some NDVs have comorbidity [The simultaneous presence of one or more diseases or medical conditions in a patient]
• Upgrade first aid to accommodate mental first aiders [Internal support employees in the workplace who have experience in dealing with mental ill health or distress]
• Tailor workplace planning and training
• Simplify the reporting/line management/hierarchy and provide clarity on progression/career path
• Listen to NDVs – they know how to improve things for themselves

Positive Intersectionality:

• Accept differences rather than trying to mold people into a form
• Use the diversity to develop better ideas, services and products
• Appreciate loyalty and sense of duty of Veterans
• Focus on what NDVs can do, not what they can not do
• Acknowledge there are different ways to work

Thank you to Dr Robert Allen for conducting this research and writing this spotlight article. 

References

[1]. Allen, R. A., Dickmann, M., Priscott, T., & White, G. R. T. (2023). Exploring positive and negative intersectionality effects: an employment study of neurodiverse UK military veterans. The International Journal of Human Resource Management, 1–40. https://doi.org/10.1080/09585192.2023.2293066