Hiring neurodiverse talent is a powerful way to build an innovative and inclusive workplace. However, many traditional job descriptions unintentionally exclude neurodivergent candidates due to vague wording, unnecessary requirements, or unclear expectations. By making small but meaningful changes, businesses can attract and retain highly skilled neurodivergent professionals.
In this guide, we’ll cover practical tips for creating inclusive job descriptions, along with examples of what to avoid and how to improve them.
Why inclusive job descriptions matter
Neurodivergents, including those with autism, ADHD, dyslexia, and other cognitive differences,often struggle with traditional hiring processes. Job postings that are overly broad, packed with jargon, or have unrealistic or unnecessary requirements can deter neurodivergent talent from applying.
The benefits of neurodivergent hiring:
- Increased innovation and problem-solving skills.
- Higher retention rates in roles suited to individual strengths.
- A more diverse, inclusive, and productive workforce.
To create job listings that are accessible and welcoming, companies must rethink how they structure and write their postings.
Practical tips for writing neurodivergent-friendly job listings
1. Use clear and concise language
Avoid jargon, unnecessary corporate buzzwords, and overly complex phrasing. Neurodivergent candidates may prefer direct and literal language that outlines exactly what is expected in the role.
Non-inclusive example:
"We’re looking for a rockstar multitasker who thrives in a fast-paced environment. You’ll wear multiple hats and think outside the box to push boundaries!"
Inclusive rewrite:
"We are seeking a detail-oriented team member who can manage multiple tasks with clear priorities. You will work on [specific task] and collaborate with [team/department]."
2. Focus on essential skills, not personality traits
Many job descriptions include subjective traits like "must have excellent communication skills" or "be highly adaptable," which can be barriers for neurodivergent candidates.
Non-inclusive example:
"Looking for a charismatic team player with outstanding verbal communication skills."
Inclusive rewrite:
"This role requires written and verbal communication with customers and team members. Alternative communication methods (such as email or instant messaging) may be used as needed."
3. Avoid unnecessary requirements
Many job descriptions include requirements that are not essential to the role. This disproportionately affects neurodivergent candidates, who may be less likely to apply if they don't meet 100% of the criteria.
Non-inclusive example:
"Must have a degree from a top-tier university. Minimum five years’ experience required."
Inclusive rewrite:
"Relevant experience is valued, but a degree is not required. We welcome applicants with different career paths and skills."
4. Provide a structured application process
Neurodivergent candidates may struggle with ambiguous application steps. Clearly outline what applicants can expect at each stage.
Best practices:
- List step-by-step application instructions.
- Provide estimated timelines for each stage.
- Offer alternative interview formats (e.g., skills-based assessments, video submissions).
5. Include accessibility and accommodations information
Make it clear that neurodivergent applicants can request accommodations without fear of bias.
Inclusive job post addition:
"We are committed to providing an inclusive hiring process. If you require accommodations, please let us know during the application process. We are happy to adjust interview formats, communication styles, or provide other necessary support."
Examples of inclusive vs. non-inclusive bob descriptions
Example 1: Job requirements
Non-inclusive:
- "Must be able to work in a high-pressure environment with tight deadlines."
- "Must be able to attend frequent in-person meetings."
Inclusive alternative:
- "We support flexible work styles and offer clear expectations for project timelines."
- "Meetings can be attended in person or virtually, depending on individual needs."
Example 2: Work environment
Non-inclusive:
- "Fast-paced, open office environment with high energy collaboration."
Inclusive alternative:
- "Quiet spaces and noise-reducing tools are available for those who need them. We encourage different working styles to suit individual needs."
Final thoughts: Making your job listings more inclusive
Creating neurodivergent-friendly job listings is a simple yet impactful way to attract top talent. By using clear language, reducing unnecessary barriers, and offering accommodations, businesses can build a more diverse and innovative workforce.
Next steps:
- Review your current job postings and identify areas for improvement.
- Train hiring managers on inclusive language and accessible recruitment practices.
- Make inclusivity a core part of your hiring and workplace culture.
By embracing neurodivergent talent, companies unlock new strengths, foster innovation, and build a more inclusive future. Ready to optimize your hiring process? Let’s start today and join Shining People Academy! At Shining People Academy, we provide expert training to help you create job listings, interviews, and workplaces that truly embrace diversity. Unlock the power of neurodiverse hiring and contact us!
Sources:
- Austin, R. D., & Pisano, G. P. (2017). Neurodiversity as a competitive advantage: Why you should embrace it in your workforce. Harvard Business Review. Retrieved from https://hbr.org
- Doyle, N. (2020). Neurodiversity at work: A biopsychosocial model and the impact on working adults. British Medical Journal (BMJ) Open. Retrieved from https://bmjopen.bmj.com
- National Autism Society. (2022). Creating an inclusive hiring process for autistic employees. Retrieved from https://www.autism.org.uk
- Job Accommodation Network (JAN). (2023). Inclusive hiring and workplace accommodations for neurodivergent employees. U.S. Department of Labor. Retrieved from https://askjan.org
- Microsoft. (2021). Neurodiversity hiring program: Best practices for inclusive job listings. Microsoft News Center. Retrieved from https://news.microsoft.com
- Deloitte Insights. (2020). Making job postings accessible: A guide for inclusive hiring. Retrieved from https://www2.deloitte.com
- SAP. (2020). The Autism at Work program: Adapting job descriptions for neurodiverse candidates. SAP Global News. Retrieved from https://news.sap.com
- Hendrickx, S. (2018). The neurodiverse workplace: An employer’s guide to managing and working with neurodivergent employees, clients, and customers. Jessica Kingsley Publishers.