More employers than ever are talking about neurodiversity. But if your careers page still looks like it did five years ago, chances are you’re unintentionally turning away the very talent you’re trying to attract.

For many neurodivergent candidates, including those with autism, ADHD, dyslexia, or dyspraxia — job hunting is already a high-friction experience. Confusing language, overstimulating layouts, and unclear expectations can all be enough to make someone quietly close the tab and move on.

In this blog, we’ll look at why your hiring process may be excluding neurodivergent applicants and, more importantly, what you can do to change that.

Neurodivergent Candidates Want to Work With You — But Can They?

You might be offering hybrid working, talking about inclusion in your values, and running ERGs for your employees. But if the first thing neurodivergent applicants see is a careers page full of vague buzzwords, walls of text, and no mention of adjustments, they may not even make it to the apply button.

Research from LinkedIn and Birkbeck University found that nearly 65 percent of neurodivergent job seekers feel they have to mask during interviews. Many worry about disclosing a diagnosis at all. Others report feeling defeated by the application process itself before they ever reach a person.

This isn’t about a lack of talent. It’s about a mismatch between the systems employers use and the way neurodivergent people navigate the world.

Common Barriers Neurodivergent Applicants Face

Here are some of the most common reasons neurodivergent job seekers bounce from careers pages and application forms:

1. Overwhelming layout and design
Bright colours, fast-moving banners, and dense paragraphs can overwhelm users with sensory sensitivities or attention regulation difficulties. If your page is trying to do too much, they may struggle to focus long enough to apply.

2. Jargon filled job ads
Terms like “rockstar,” “fast-paced,” or “hit the ground running” tell candidates nothing useful and often signal a culture that rewards extroversion and speed over clarity and thoughtfulness.

3. No mention of adjustments
If your application process doesn’t clearly invite candidates to request accommodations, many won’t ask. A simple statement like “We welcome adjustment requests and are happy to support different needs during the hiring process” can change everything.

4. Cognitive overload during applications
Endless dropdowns, strict word count boxes, timed assessments, and multi-stage processes can feel punishing. They favour candidates who process quickly over those who think deeply.

5. Unclear interview expectations
Neurodivergent candidates often want to know what format the interview will take, who will be present, and how long it will last. If that information isn’t readily available, it creates anxiety.

How to Make Your Careers Page Neuroinclusive

You don’t need to rebuild your entire hiring strategy overnight. But making a few key changes to your careers page and application process can open the door to more neurodivergent applicants and a stronger, more diverse workforce.

1. Add a clear neurodiversity inclusion statement
Don’t wait until the interview stage to show you’re an inclusive employer. Include a line like:
“We’re committed to being a neuroinclusive employer. If you need adjustments at any point in the application process, just let us know. We’re happy to support you.”

2. Simplify your language
Use plain English. Say what the role actually involves. Instead of “You will thrive in a fast-paced, client-focused environment,” try:
“You’ll work closely with our clients to answer queries and help resolve issues. You’ll need to be confident writing emails and following clear processes.”

3. Structure your job ads clearly
Use headings like “Responsibilities,” “Skills we’re looking for,” “What we offer,” and “How to apply.” Bullet points are your friend.

4. Offer alternative ways to apply
Give candidates the option to email a cover letter, submit a short video, or skip certain assessments. This shows you’re willing to meet people where they are.

5. Describe the recruitment process upfront
Include a short paragraph or timeline explaining what happens after someone applies. Let them know if there will be interviews, tasks, or assessments, and how they’ll be contacted.

6. Use accessible fonts and formats
Avoid italics or underlining. Use fonts like Arial or Verdana, and ensure text is left-aligned. Make sure your page works well with screen readers.

Organisations Getting It Right

Some employers are already leading the way. For example:

• EY’s Neuro-Diverse Centre of Excellence designs specific application routes for neurodivergent candidates.

• GCHQ offers alternative testing formats and gives applicants the chance to discuss adjustments early.

• SAP’s Autism at Work programme includes visual guides, extended interview timelines, and buddy systems.

You don’t have to be a tech giant or government body to follow their lead. You just have to start somewhere.

A Final Note for HR and Talent Teams

Neurodivergent people are already in your candidate pool. The question is: will they get through your process, or will they quietly opt out?

By taking small, strategic steps to make your careers page and hiring journey more accessible, you’re not just ticking a compliance box. You’re building a workplace where people with different brains, strengths, and ways of thinking are welcomed and empowered.

And that’s the kind of employer today’s workforce wants to work for.

Need help auditing your careers page for neuroinclusion?
We offer inclusive recruitment audits and neurodiversity training to help you attract and support neurodivergent talent. Learn more at enna.org.