9 ways for employers to make their job postings friendlier to those who are neurodivergent

Neurodivergent refers to a variation in the human brain regarding sociability, learning, attention, mood, and other mental functions. In other words, those who are neurodivergent are, by definition, not neurotypical, which are those whose neurological development is considered standard. Neurodivergent individuals might have conditions such as autism, ADHD, dyslexia, etc. The term is part of the neurodiversity movement, which seeks to recognize and respect neurological differences as natural human variations rather than defects or disorders.

Neurodivergence encompasses a wide range of neurological variations. Other than autism, ADHD, and dyslexia, neurodivergent individuals may have conditions such as:

1. Tourette Syndrome: Characterized by repetitive, involuntary movements and vocalizations called tics.
2. Obsessive-Compulsive Disorder (OCD): An anxiety disorder where individuals have repeated, persistent, and unwanted thoughts (obsessions) and behaviors (compulsions).
3. Sensory Processing Disorder: A condition where the brain has trouble receiving and responding to information from the senses.
4. Bipolar Disorder: A mental health condition marked by extreme mood swings ranging from manic to depressive states.
5. Schizophrenia: A complex mental health disorder that affects thinking, emotions, and behavior.
6. Epilepsy: A neurological disorder that can produce seizures, affecting various mental and physical functions.
7. Anxiety Disorders: Includes disorders such as generalized anxiety disorder, panic disorder, and social anxiety disorder.
8. Depression: A mood disorder that may lead to a persistent feeling of sadness and loss of interest.
9. Learning Disabilities: Various conditions that affect how individuals process information, potentially impacting reading, writing, and arithmetic skills.

Neurodivergence is a multifaceted concept, and individual experiences can vary widely even within the same condition. Many in the neurodiversity movement promote understanding and acceptance of these variations rather than focusing on pathology or disability.

To better understand how to make job postings more inclusive for neurodivergent individuals, we’ve gathered nine insightful suggestions from professionals across various fields, including Co-Founders and Chief Technology Officers. From avoiding excluding requirements to highlighting tasks over jargon, these tips provide a comprehensive guide to creating neurodivergent-friendly job postings.

Avoid Excluding Requirements

As a neurodivergent job seeker and actor looking for my survival job, I can point out many things in job ads that seemingly exclude the ND population from applying. Hiring managers should avoid these if they want to hire neurodivergent talent.

One common requirement is having a valid driver’s license. Many neurodivergent and disabled people can’t drive, which prevents them from being hired. I believe there are other solutions, such as providing a ride-share stipend or allowing another person to accompany them for errands.

Another significant issue is psychological tests as part of the hiring process, particularly those that favor a fast-paced environment. This isn’t always ideal for the candidate. Just because we don’t thrive in a fast-paced environment doesn’t mean we don’t want or desperately need the job. 

Telling job seekers they have to be a “people person” (code for people-pleaser) is also a no-go. These are just a few examples.

Fallon Sousa, Freelance Actor, Spectrum Theatre Ensemble

Ensure Clarity and Fair Interview Process

As an autistic hiring manager, the focus is always on making job postings clear and transparent. There should be little confusion regarding responsibilities, necessary skills, compensation, and work setting. 

Ensure the entire interview process is fair and accommodating is a responsibility. Every candidate should be on a level playing field when it comes time to make a decision. This is only possible if each candidate’s individual needs and accommodations can be met. 

When conducting interviews, a check-in is always done first to see if there’s anything that could make the interview more accommodating. This establishes trust with the interviewee and enables them to be forthcoming about themselves, and anything they need to have a positive interview experience. If it can’t be guaranteed that every interview was equitable in its execution, fair and honest hiring decisions can’t be made.

Shea Belsky, Chief Technology Officer, Mentra

Adopt Impact Job Descriptions

Instead of writing a classic job description with responsibilities and requirements, which is often unreadable and intimidating, opt for creating an impact job description.

Impact job descriptions are neurodivergent-friendly because they clearly outline the first one, three, six, and 12 months of the candidate’s employment. Instead of focusing on the requirements, which are often clunky and full of fluff that is hard to understand, they show the candidate exactly what they can work on and have an impact on in their first year.

Gordana Sretenovic, Co-Founder, Workello ATS

Simplify Language and Font

Companies and HR leaders love to use business jargon because it sounds so professional, but that language can be troublesome for neurodivergent job seekers. The best solution is to simplify the post into easy-to-understand language that everyone, including these job seekers, can grasp. 

Along with that, put the posting in easy-to-read fonts like Arial or Tahoma. That will make it easier to understand, too, because they don’t have to concentrate on the font.

Fadi Swaida, Dentist, Bond Street Dental

Incorporate Job Trials and Simulations

By incorporating job trials or work simulations, employers can include neurodivergent employees in the hiring process and decision-making. Offering neurodivergent candidates the opportunity to show their skills and abilities through practical tasks, rather than relying solely on traditional interviews and resumes, can be more insightful. 

Job trials allow employers to see how candidates perform in real-world scenarios, ensuring a fair assessment of their abilities. This approach not only accommodates different communication styles, but it also assists in determining candidates’ potential and suitability for the role, promoting inclusivity and equal opportunities within the organization.

Erik Pham, CEO, Health Canal

Emphasize Inclusivity and Flexibility

Inclusion and adaptability in job descriptions can be very helpful for people with neurodiversity. Stating explicitly that the company is an equal opportunity employer and welcomes applications from individuals with diverse backgrounds and skills cultivates a sense of belonging. 

Furthermore, if a job advertisement emphasizes flexible work arrangements, such as remote work alternatives or flexible scheduling, it might ease some issues that neurodivergent persons may have in traditional work situations. The job posting’s highlight of the company’s commitment to diversity and the availability of remote work options demonstrates an appreciation for diverse requirements.

Timothy Allen, Sr. Corporate Investigator, Corporate Investigation Consulting

Promote Flexible Working Conditions

As a neurodivergent job-seeker, job postings that clearly outline an organization’s commitment to providing flexible working conditions can be more inviting. This can include options for remote work, flexible hours, or the provision for customization of workspaces to meet the individual’s sensory needs.

We may have different needs and ways of working, and a flexible working policy shows an understanding and appreciation of these differences. It shows an employer’s willingness to accommodate and adapt to the unique needs of all employees, making the job posting more appealing to neurodivergent individuals.

Klaudia Pham, Content Marketing Specialist, Natu.Care

Introduce Video Tours in Job Ads

Incorporating video introductions and virtual tours of the workplace into job ads can be quite advantageous for neurodivergent individuals who may experience anxiety in unfamiliar situations. 

These elements provide a glimpse into the company’s culture, physical workspace, and team dynamics, allowing candidates to feel more at ease even before they set foot in the office. Companies that make the effort to include films like these in their job advertising are doing me (and other neurodivergent job seekers) a huge favor, as they help us see what the work will entail and what we can expect, both of which greatly lessen anxiety.

Cindi Keller, Communications Coordinator, The Criminal Defense Firm

Highlight Tasks Over Jargon

To make job postings that attract and engage neurodivergent individuals, it’s best to focus on highlighting the tasks and responsibilities instead of listing the typical job attributes with complex jargon. 

This tactic helps make the job postings more neurodivergent-friendly and eliminates possible confusion for neurodivergent candidates. Being a strength-based approach, task specification in the job listing is the best methodology for attracting neurodivergent individuals because, more often than not, they apply for a job if they clearly understand the expectations and consider their strengths to be best aligned with the role.
Jehanzaib Ahmed, Regional Director of Sales and Marketing, Digital Vaults