Creating Neuroinclusive Job Adverts

Ensure role requirements are behaviour-based rather than character-based – this is the difference between being someone who can demonstrate an ability to manage a project, rather than being a natural project manager. 

List only essential skills and qualities needed for the job and be sure they are clear and specific. Avoid ambiguity. What even is a good communicator? Is being a team player always essential?

Avoid biased language in job adverts. Use language decoders to identify and reduce masculine-coded and ableist wording. Words like "driven," "ambitious," and "competitive" are often coded as masculine and may discourage female candidates from applying. Terms like "strong" and "robust" could also be interpreted as ableist, subtly implying physical ability or resilience.

Clearly state if the role allows for flexible working options such as remote working, flexible hours, or part-time options.

Make salary visibility non-negotiable to promote fairness and transparency.

Consider making the job details the leading paragraphs, rather than heavy words about the company. Instead of “At XYZ Company we lead innovation through high performance thingy-m-bobs, with a pride in progressive wotsits.” go for “As a Account developer, you will… you’ll report to… you’ll work with… and your day will be…. We are looking for…”

Be Specific About Responsibilities. For example, instead of saying "manage projects," specify the types of projects and what managing them involves.

Use pragmatic, jargon free language.  So we are not looking for "leverage," "paradigm shifts," and "synergizing cross-functional teams."

Sense check your essential requirements for ableism and discriminatory practices. For example, a degree may be less likely to be attained by someone who is neurodivergent or has a lower socioeconomic status. Do you really need someone to have a degree to do this role?

Ensure text is text, not an image and use clean fonts – Arial or Calibri - 12pt.

List alternative formats at the start of the advert – can you offer the advert as a video, a live call, or in braille?

Clarify the application process at the end of the JD or advert. What will the process be like? Are there any alternative methods available? 

Circulate the job description and person specification to ensure it is understood and agreed with by those doing, and managing the role.

Champion your inclusive practices in the process. Let applicants know that you genuinely welcome them, let them know you can make adjustments through the process, and give examples of what you can do.

A little note from Hayley

I hope you’ve found this guide useful – I share guides like this for free, to help you in on your neuroinclusion journey.

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Hayley