Neuroinclusive Recruitment

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 an 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," or "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 size 12.

For those who might prefer or require alternative ways of processing information, consider including visual aids, flowcharts, or infographics in your communications, as well as plain text.

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

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. 

Application and Assessment Process

Simplify the application form, use straightforward questions and instructions to make the application process accessible for everyone, including neurodivergent individuals. Keep it concise to avoid overwhelming applicants.

Offer multiple formats for application, traditional written applications may not be the best way for everyone to express their skills and qualifications. Offer alternatives like video submissions or audio recordings to accommodate different communication preferences. Accept both a CV and/or a written application form.

Be explicit about what the application process involves, with clear Instructions and expectations, including timelines and the types of tasks expected. This clarity helps applicants prepare and reduces anxiety.

Use objective criteria for shortlisting. To reduce unconscious bias and neuronormative preferences, ensure that shortlisting is based on clear, objective criteria that are directly related to the job requirements. If using AI for shortlisting, regularly assess the bias within the system, and ensure that it is creating an equitable process.

Traditional interviews might not showcase everyone's abilities effectively. Offer flexible options like providing questions in advance, written responses, practical tasks, or a "day in the life" experience as part of the interview process. Give a choice on face to face or virtual interviews where possible. In virtual interviews, enable the closed captions feature or type questions into the chat.

Be open to making adjustments during the shortlisting and selection process, such as offering alternative assessment methods that allow neurodivergent candidates to demonstrate their skills in a comfortable and supportive environment.

Ensure applicants feel welcome to disclose and request adjustments; “Our aim is to ensure a fair and supportive application process for everyone. If you require any adjustments, whether due to disability, neurodivergence, or another reason, please don't hesitate to let us know. Your disclosure will be used strictly help us tailor the process to your needs and won't influence our selection decision. Some adjustments we've made before include providing questions in advance, offering a tour before your interview, sharing video introductions of our interviewers, showing photos of the interview rooms, arranging meet-and-greets with team members, and allowing extra time for assessments. (You could offer these as standard!) We're committed to making this experience as comfortable and inclusive as possible for you. Do you require any adjustments throughout this application process?”

Keep applicants informed at each step. Regular updates can help maintain confidence and reduce stress for all candidates.

Create an opportunity for existing colleagues of all neurotypes to come together as a focus group, review the process, and offer their feedback.

Encourage feedback on the application process from all candidates, using it to make ongoing improvements and further refine your approach to inclusivity. Ensure giving feedback is an easy process for candidates.

Regularly conduct an accessibility audit of your recruitment tools and platforms to ensure they are accessible to individuals with disabilities, including those who are neurodivergent. This ensures an equitable process for all applicants.

Offer and Feedback

When making an offer, present it in a clear and encouraging manner. Highlight the key aspects such as role, salary, benefits, working hours and any unique requirements of the role. Follow this up in writing.

Allow the candidate time to reflect and make a decision, give an opportunity to speak to the new line manager, or a would be colleague if they need help in making a decision.

Initiate conversations about potential workplace adjustments or support needs right from the start. This demonstrates your commitment to accommodating individual needs and fostering an inclusive work environment.

Confirm in writing the deadlines for accepting the offer, supplying references, and providing any other required documents. Clear "what by when" guidelines help manage expectations and keep the process moving smoothly.

Highlight that discussions about workplace adjustments are not a one-off event during the onboarding but part of an ongoing conversation. Encourage employees to identify and communicate new needs as their role evolves.

Offer constructive and meaningful feedback to candidates, (including those who were successful!) supporting their development and showing appreciation for their effort and interest in your company.

Acknowledge the time, effort, and courage it takes to go through the application process. A simple thank you can go a long way in making candidates feel valued, regardless of the outcome.

For those not selected, let them know that their journey doesn't have to end here. Encourage them to apply for future roles, and if appropriate, offer to keep their details on file for suitable vacancies.

Onboarding

Begin with a personal welcome before the start date, let them know that the team is looking forward to having them onboard. Offer an opportunity to come and meet the team prior to starting, but also reassure them that if they are concentrating on finishing up a current role, there is no obligation.   This could be a great opportunity to send them a goodie bag of your companies merch!

Check in with your new colleague, how they would like the onboarding process to work – how do they learn best? Do they love structure? Who would they like to meet first?

Provide an  onboarding plan that outlines what the new hire can expect in their first days, weeks, and months. Include timelines, training sessions, and milestones to help them navigate their new role with confidence and let them know what flexibility is built in.

Early in the onboarding process, revisit any discussions about workplace adjustments or support needs. Whether it's flexible working hours, specific software tools, or environmental adjustments, ensure these are in place or in progress as they start. Ask what will help them to have a great first day.

Offer regular training sessions for all employees on neurodiversity, inclusivity, and unconscious bias. This initiative ensures that everyone is equipped to contribute to an inclusive workplace, fostering a supportive environment for all.

Assign a buddy or mentor: Pairing the new hire with a more experienced team member can provide them with a go-to person for questions and support, facilitating a smoother integration into the team and company culture. Give clarity on what the buddy can help with, what HR can help with, and what the manager can help with. If possible, offer this prior to the start date.

First Day! Make sure there is someone to greet them, or have a first virtual call with them – let them know what the plan is. Have PPE, tech and equipment ready. Arrange for someone to have lunch with them as an option, but also give an option to have some quiet time.

Schedule regular one-on-one check-ins between the new colleague and their manager. These sessions are crucial for discussing progress, addressing any concerns, and reinforcing their value to the team. Collaborate to ascertain their feedback preferences.

Ensure that all training materials and sessions are accessible and consider different learning needs and preferences. This might include providing written materials, video content, and interactive sessions to cater to a diverse set of preferences. Some colleagues learn best by doing, or having an opportunity to talk through written materials.

Create an environment where questions are welcomed, and feedback is openly shared. This helps new hires feel comfortable voicing their thoughts and contributes to a culture of continuous improvement.

Make new hires aware of any internal support networks, employee resource groups, or external resources available to them. Knowing there's a community they can turn to can be incredibly reassuring.

Recognise and celebrate the achievements of new colleagues early on, and regularly. This not only boosts confidence but also reinforces their feeling of belonging and contribution to the team.

Implement diverse feedback mechanisms that cater to different communication styles and preferences, allowing employees to share their thoughts on the inclusivity of the workplace. It may be beneficial to have a mechanism that allows for anonymous feedback.

Onboarding is just the beginning of the journey. Maintain an ongoing dialogue about the new colleague's development, career aspirations, and how you can support their growth within the company.

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.

If you’d like to check out others, please sign up to my newsletter – you can find the sign up on the website – www.GreatMindsDont.co.uk 

And do feel free to drop me an email with requests for new guides!

Hayley