Even if someone has an invisible disability, it doesn’t mean their support needs are invisible as well. Approximately one in four working-age individuals have a disability, and although it’s been illegal for employers to discriminate against disabled people for a long time, only a small percentage of those employed openly disclose their disability due to fears of discrimination or dismissal.
While strides have been made in fostering inclusivity for disabled individuals, including those with neurodiverse differences like autism, ADHD, dyslexia, and dyspraxia, the games industry still has room for improvement in supporting neurodiversity.
A panel from The Neurodivergent Game Dev Collective addressed these issues during a Q&A session at EGX 2023, sharing insights into breaking into and thriving in the UK games industry as a neurodivergent individual.
The panel, consisting of Georgie Christoforou from Neonhive, Cameron Keywood from DragonCog Interactive, and Dom Shaw from UKIE, provided guidance on various topics relevant to neurodivergent individuals in the game development community.
Disclosing Neurodivergence in Job Interviews:
There’s no one-size-fits-all answer to whether one should disclose their neurodivergence in a job interview. It depends on the individual’s comfort level and the company’s demonstrated support for neurodiverse employees. Shaw advised potential candidates to research the company’s stance on neurodiversity and suggested contacting the HR team ahead of time if comfortable, to manage expectations.
Success for Neurodiverse Individuals in the Games Industry:
The panel unanimously agreed that neurodiverse individuals can thrive in the games industry, bringing unique strengths and perspectives. They emphasized the value of neurodivergent individuals within teams and encouraged candidates to seek employers who understand and accommodate their needs.
Setting Up a Studio as a Neurodiverse Person:
Keywood shared their experience of establishing DragonCog Interactive and highlighted the importance of networking, suggesting mentorship programs like Limit Break. Christoforou recommended exploring industry programs for marginalized individuals, citing her positive experience with Limit Break.
Navigating Networking Challenges:
The panel acknowledged the anxieties associated with networking and encouraged neurodivergent individuals to join supportive organizations like the Neurodivergent Game Devs Collective. Networking was compared to a reputation system in games, emphasizing building relationships over time.
Protecting Against Unfair Bias and Industry Uncertainty:
The panel recommended joining a union for protection against unfair bias, especially in the current uncertain industry climate. Christoforou emphasized the importance of self-protection, urging neurodivergent individuals to ask for reasonable adjustments and equipment to fulfill their job requirements.
Company Support for Neurodivergent Employees:
The panelists shared several ways companies can better support neurodivergent employees, including neurodiversity awareness training, sensory-friendly rooms, flexible working arrangements, and transparent inclusion of in-game characters.
Shaw stressed the significance of knowing one’s rights and highlighted initiatives by companies like Ubisoft UK and all-digital workplace Lovewish in creating supportive environments.
The panel emphasized the importance of fostering an inclusive and supportive environment for neurodivergent individuals in the games industry, encouraging both employers and employees to actively participate in creating a more diverse and understanding workspace.
