Widen Your Talent Pool with Inclusive Hiring Practices that Welcome Neurodiversity
The UK jobs market continues to face a significant skills shortage, and organisations must broaden their talent search to remain competitive. In today’s candidate-led environment, inclusive hiring practices aren’t just the right thing to do - they’re a strategic necessity.
To tap into untapped talent pools, employers must look inward and ask: Are our recruitment processes unintentionally excluding people with neurodivergent conditions?
Why Inclusive Recruitment Matters
There’s a clear imbalance in employment between neurodivergent and neurotypical individuals. Only 21.7% of autistic people are employed in the UK. This underrepresentation isn’t due to a lack of talent - it’s often the result of recruitment processes that fail to accommodate different ways of thinking and working.
At Greenbean, inclusive recruitment is the core of our talent advisory solutions. We partner with organisations to identify, attract, and support a diverse range of candidates, ensuring every voice has the opportunity to be heard.
Understanding Neurodiversity
Neurodiversity refers to the natural variation in how people think, learn, and process information. Common neurodivergent conditions include:
ADHD
Autism Spectrum Disorder
Dyslexia
Dyspraxia
Dyscalculia
Tourette’s Syndrome
Each person’s experience is unique. By educating hiring managers on typical traits and communication styles, employers can better tailor interviews and onboarding to support neurodivergent candidates with empathy and confidence.
Attraction: Build a Neurodivergent-Inclusive Employer Brand
Your candidate experience begins long before a CV lands in your inbox. Consider the following when attracting neurodiverse talent:
Website and social presence: Highlight your commitment to inclusivity through employee stories, diversity statements, and accessibility-friendly design.
Job descriptions: Avoid language that may unintentionally exclude, such as “excellent communication skills” or “fast-paced environment,” unless genuinely essential. Instead, focus on role outcomes and flexible competencies.
Application formats: Offer alternatives to written applications or face-to-face interviews, such as recorded video submissions or practical task-based assessments.
Events: Traditional job fairs can be overwhelming. Introduce quieter hours or virtual booths with accessibility features to ensure a more inclusive experience.
Community partnerships: Collaborate with neurodiversity-focused organisations to reach new candidate audiences and demonstrate authenticity.
Interviews: Focus on Equity, Not Just Equality
Hiring fairly doesn’t mean treating everyone the same - it means recognising and accommodating individual needs to level the playing field.
Preparation: Share interview questions and formats in advance, especially if using structured models like STAR. This gives candidates time to prepare and reduces anxiety.
Flexibility: Allow for extended time during tasks or interviews. A pause in conversation doesn’t reflect a lack of knowledge - it may be a processing style.
Understanding behaviours: Neurodivergent individuals may struggle with eye contact, body language, or tone. These shouldn’t be misinterpreted as disinterest or a lack of professionalism.
Technology considerations: AI recruitment tools can introduce bias, particularly around grammar or communication styles. Ensure human oversight is part of your shortlisting process.
Onboarding: Setting People Up for Success
A positive onboarding experience can make all the difference in how confident and supported a new hire feels.
Clear communication: Use visual aids, written guides, and orientation maps to reduce uncertainty and promote autonomy.
Workplace adjustments: From noise-cancelling headphones to flexible seating or task management tools, small accommodations can unlock significant productivity gains.
Learning styles: Ensure training materials are available in multiple formats. Paper-free offices may be challenging for some; allow printed resources when helpful.
Retention: Create a Culture Where Neurodiverse Talent Can Thrive
Retaining diverse talent means embedding inclusivity into everyday working life, not just the hiring process.
Regular check-ins: Frequent, informal meetings with line managers can provide reassurance and flag support needs early.
Accessible development: Design training and promotion pathways with flexibility in mind, accounting for different learning and communication styles.
Performance reviews: Assess based on outcomes, not conventional behaviours. Tailor appraisals to reflect the individual’s strengths and the context of their work.
Wellbeing focus: Neurodivergent employees may not always feel comfortable speaking up when overwhelmed. Proactive workload reviews and open conversations around mental health are key.
Building a Neuro-Inclusive Workplace
By embedding neurodiversity awareness into your recruitment and employee experience, your organisation will not only widen its talent pool but also create a workplace where innovation, creativity, and difference are celebrated.
Further Support and Resources
Our thanks go to Mark Charlesworth, ADHD & Autism Coach, for his expertise in shaping this guidance. Mark delivers workplace assessments, training, and coaching to help employers build inclusive environments where neurodivergent employees can flourish.
Want to build a more inclusive recruitment strategy?
Greenbean’s talent advisory experts can help you review your recruitment journey to ensure it works for everyone. Contact us today to find out how we can help support your business in hiring and retaining neurodivergent talent.
