Unlocking Potential
As workplaces evolve, so too has our approach to talent. One of the most powerful yet underutilised sources of innovation and productivity lie in neurodivergent individuals. These are people with neurological differences such as autism, ADHD, dyslexia, dyspraxia, and more. They bring unique perspectives, problem-solving abilities, and creativity that can transform teams and organisations.
Yet, traditional recruitment processes often create barriers that prevent neurodivergent candidates from thriving. By rethinking hiring practices, employers can unlock this talent pool and build more inclusive, high-performing workplaces.
Understanding Neurodivergence
Neurodivergence refers to natural variations in how people think, learn, and process information. These differences are not deficits – they are part of the rich spectrum of human cognition. Common conditions include:
- Autism Spectrum Disorder (ASD)
- Attention Deficit Hyperactivity Disorder (ADHD)
- Dyslexia
- Dyspraxia
- Tourette Syndrome
- Obsessive-Compulsive Disorder (OCD)
Latest UK Insights on Neurodivergence in the Workplace (2025)
- 1 in 7 Britons (approx. 10 million people) are estimated to be neurodivergent but many are undiagnosed.
- Employment rates remain low: Only 30% of autistic individuals and those with severe learning difficulties are in employment, compared to 55% for all disabled people.
- Job postings are improving: Mentions of neurodiversity in UK job ads rose from 1% in 2018 to 3.8% in 2024, with engineering roles showing the most growth.
- Support gaps persist: Nearly 1 in 3 neurodivergent employees are dissatisfied with the support they receive.
- 51% have taken time off due to neurodivergence-related challenges like burnout or lack of accommodations.
- 43% of senior leaders received neurodiversity training in the past year – a positive sign of growing awareness.
Barriers in Traditional Hiring Processes
Many recruitment practices unintentionally exclude neurodivergent candidates:
- Overly complex applications
- Vague job descriptions
- Unstructured interviews
- Bias toward “culture fit”
- Lack of reasonable adjustments
Inclusive Recruitment Strategies
Here’s how organisations can make recruitment more accessible and inclusive:
Rethink Job Descriptions
- Use clear, concise language.
- Focus on essential skills and responsibilities.
- Avoid vague terms like “excellent communication skills” unless truly necessary.
- Ensure ads are compatible with screen readers and accessible formats.
Offer Alternative Application Methods
- Accept skills assessments, portfolios, or video introductions.
- Allow candidates to showcase strengths in non-traditional ways.
Provide Detailed Interview Information
- Share photos of the interview panel and location.
- Offer multiple communication options (email, phone, text).
- Outline the interview process and timeline clearly.
- Provide questions in advance or on the day.
- Ensure interviewers are trained in neurodiversity awareness.
Plan Flexible and Predictable Processes
- Use structured interviews with clear evaluation criteria.
- Set transparent expectations early.
- Offer flexibility with deadlines and formats.
Make the Application Process Accessible
- Ensure forms are easy to navigate and screen-reader friendly.
- Avoid ambiguous language and be transparent about job duties and the work environment.
Ask About Adjustments
- Proactively ask candidates if they need reasonable accommodations.
- Examples include extra time, quiet rooms, or alternative formats.
Partner with Neurodiversity Organisations
- Collaborate with groups that support neurodivergent job seekers.
- Attend neurodiversity-focused job fairs and events.
Create an Inclusive Workplace
- Offer flexible hours, quiet spaces, or noise-cancelling tools.
- Provide ongoing training for all staff on neurodiversity.
- Embed neuroinclusion into company culture and policies.
The Business Case for Neurodiversity
- JPMorgan Chase found that employees in their Autism at Work programme were 48% faster and up to 92% more productive than their neurotypical peers.
- Neurodivergent employees bring innovative thinking, expanded skill sets, and fresh perspectives.
- Inclusive workplaces see higher employee satisfaction, stronger brand reputation, and better customer outcomes.
Moving Forward
Recruiting neurodivergent talent isn’t just the right thing to do – it’s a strategic advantage. By challenging outdated hiring norms and fostering inclusive environments, organisations can unlock the full potential of every individual.
Partner with Bond Williams to Build Inclusive Teams
At Bond Williams, we’re committed to helping organisations attract, support, and retain neurodivergent talent. From inclusive job design to tailored recruitment strategies, we’re here to help you build a workplace where everyone can thrive.
Visit bondwilliams.co.uk to learn more or speak to a consultant today.
