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De Lacy Executive Recruitment partner with Level the Field Campaign

De Lacy Executive Recruitment is proud to support this year’s Level the Field campaign by Farmers Weekly, dedicated to raising awareness of neurodiversity in farming and agricultural business.

What is neurodiversity and why is it relevant to agriculture?

Neurodiversity refers to the multitude of ways in which different people’s brains process information, function and behave differently. These natural variations are part of human diversity, bringing both strengths and challenges. The term encompasses a range of neurological conditions, including dyslexia, autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), and more.

According to the Advisory, Conciliation and Arbitration Service (Acas), around one in seven people (14%) in the UK has some form of neurodiversity. However, in a landmark survey commissioned by Farmers Weekly Level the Field campaign 36% of respondents considered themselves to be neurodivergent.

Why Are We Supporting the Level the Field Campaign?

For over 25 years, De Lacy Executive Recruitment has connected talented individuals with agricultural roles that match their skills and aspirations. During this time, we’ve observed that neurodiversity is more prevalent in agriculture than commonly recognised.

Neurodiverse individuals bring valuable strengths such as problem-solving, creativity, attention to detail, resilience, and entrepreneurial thinking. However, they often face challenges with tasks like record-keeping, financial management, and compliance. Dyslexia and ADHD are the most common neurodiverse conditions in farming, followed by autism.

The recruitment process itself poses significant barriers, particularly CV writing and formalised interview format. For those with conditions like dyslexia, articulating skills and experience on paper may be a real struggle, and spelling errors are often misinterpreted as a lack of attention to detail—even for roles where advanced written communication isn’t essential. This misunderstanding can lead employers to overlook highly capable candidates, causing many neurodiverse individuals to hide their condition and, in turn, their potential value.

Employers often miss out on exceptional talent by adhering to conventional hiring standards. Through the Level the Field campaign, we aim to raise awareness, educate employers, and foster inclusivity in recruitment and workplaces. By valuing diverse thinking, we can unlock the potential of neurodiverse individuals and enhance the agricultural sector.

What Can Be Done to Support Neurodiverse Individuals?

Supporting neurodivergent employees starts with understanding their strengths and challenges. Employers in agriculture can take proactive steps to make recruitment and workplaces inclusive.

Adapting the Recruitment Process

Traditional hiring practices, such as placing heavy emphasis on CVs and interviews, may unintentionally exclude talented candidates who struggle to articulate their skills on paper or perform well under standard interview conditions. To address this, employers can:

  • De-emphasise CVs: Recognise that many neurodivergent candidates may face difficulties with spelling, grammar, and structuring a CV. At De Lacy, we’ve found that a 15-minute initial phone call is an effective measure of suitability. Alternatively, allow candidates to submit alternative formats, such as a video or portfolio, that better showcase their abilities.
  • Revamp Interview Techniques: Standard interviews can be daunting for neurodivergent individuals, particularly those with autism or ADHD. Employers can improve accessibility by providing clear instructions and a detailed overview of the interview format in advance. Structured interviews with consistent questions for all candidates can also help create a fairer process.
  • Focus on Skills and Strengths: Emphasise practical assessments or job trials over traditional interviews. These methods allow candidates to demonstrate their skills in a hands-on environment, which can be particularly beneficial in agriculture, where practical ability is often more useful than verbal communication skills.

 Creating an Inclusive Workplace

 A supportive workplace environment will encourage neurodivergent employees to succeed. Steps employers can take include:

  • Flexibility in Roles and Tasks: Allow employees to focus on their strengths by delegating or automating tasks they find challenging, such as record-keeping or compliance paperwork. Technologies like voice recognition software, colour-coded systems, or reminder apps can assist with organisation and administration.
  • Promote Awareness and Understanding: Training for managers and teams on neurodiversity will help reduce stigma and foster an inclusive culture. Educating staff on the strengths neurodivergent individuals bring, such as creativity, problem-solving, curiosity and determination, can reshape perceptions and attitudes.
  • Openness to New Ideas: Open the floor to different ways of thinking! Consider having discussions with neurodiverse individuals about complex problems. They might be able to find their way to solutions that others might overlook. This can help with productivity and profitability, and innovation. Richard Branson has ADHD, and he hasn’t done badly!

Why These Changes Matter

Research by Farmers Weekly highlights their unique strengths, including creativity, problem-solving, and innovation.

By adapting recruitment processes and creating inclusive workplaces, employers not only open the door to a wider talent pool but also tap into individuals whose unique skills can drive innovation and success. Inclusive practices aren’t just good for employees—they’re good for business.

According to recent statistics, Neurodiverse individuals are 300% more likely to start their own business. If channelled correctly, this creative drive can be invaluable to business growth. Many successful business leaders use this to their advantage outside the agriculture sector. It’s time to bring the conversation to farming.

Let’s work together to build an agricultural sector that values and nurtures diverse ways of thinking, ensuring everyone has the opportunity to thrive.

 

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