When it comes to attracting the best talent, writing inclusive job descriptions is one of the simplest, most effective changes your organisation can make. Yet many job ads unintentionally exclude neurodivergent candidates — including people with autism, ADHD, dyslexia, dyspraxia, and other neurological differences — because they’re written in ways that don’t reflect how neurodivergent minds process information.
This can lead to missing out on brilliant candidates who bring creativity, hyperfocus, pattern recognition, and innovative thinking to your workplace.
In this blog, we’ll explore actionable steps to write accessible, inclusive job descriptions so you can attract neurodivergent talent, improve your employer brand, and build more diverse teams.
What is Neurodiversity?
Before diving in, let’s clarify what neurodiversity means. Neurodiversity is the concept that brain differences are natural and valuable. Conditions like Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, Dyspraxia, Tourette’s, and others are part of this diversity.
Neurodivergent employees often possess unique strengths but face barriers due to outdated hiring practices. By writing accessible job descriptions, you help unlock this overlooked talent pool.
Why Inclusive Job Descriptions Matter for Neurodivergent Talent
Studies show that 15-20% of people are neurodivergent. Yet many neurodivergent individuals hesitate to apply for roles when job descriptions:
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Use jargon or complex language
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List rigid or excessive requirements
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Lack clarity on responsibilities or processes
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Emphasise social skills over skills relevant to the job
These barriers reduce applications, limit diversity, and prevent your company from accessing highly capable candidates.
The Do’s of Writing Accessible Job Descriptions
✅ Focus on Skills and Outcomes, Not Just Qualifications
Rigid qualifications often discourage neurodivergent applicants. Instead, focus on what the job requires in practice.
Example:
Instead of saying, “Must have a business degree and excellent communication skills,” write:
“You’ll provide outstanding service to customers by communicating clearly and empathetically across phone, email, and chat. A degree is a plus, but equivalent experience is welcome.”
✅ Consider Alternative Qualifications and Experiences
Neurodivergent candidates may have taken non-traditional paths. Recognise transferable skills gained through personal projects, freelance work, or volunteer experience.
Example:
Instead of “Must have a degree in graphic design and three years of agency experience,” say:
“We’re looking for a creative designer with fresh ideas. Relevant experience is welcome whether from professional roles, personal projects, or volunteer work.”
✅ Use Clear, Concise Language
Many neurodivergent candidates struggle with overly complex sentences or jargon. Keep sentences short, avoid buzzwords, and use direct language.
Example:
Instead of “Exceptional interpersonal skills in a dynamic, fast-paced environment,” write:
“We need someone who can communicate well and adapt quickly.”
✅ Provide Clear Instructions and Expectations
Vague job ads can deter neurodivergent talent. Provide step-by-step guidance on:
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How to apply
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What documents or samples to include
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What the interview process involves
Example:
“We’d like to see your CV and two examples of previous work. Shortlisted candidates will have a 30-minute video interview with our team.”
✅ Highlight Company Culture and Values
Neurodivergent candidates value transparency about workplace culture. Mention inclusive practices, flexibility, and your commitment to diversity.
Example:
“We value inclusion, creativity, and collaboration. Our team supports flexible work schedules and provides reasonable adjustments so everyone can thrive.”
✅ Use Inclusive Formatting
Accessible job descriptions aren’t just about words — how you format them matters.
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Use bullet points for lists instead of long paragraphs
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Choose clear fonts like Arial or Verdana
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Avoid italics and excessive capitalisation, which can be hard for dyslexic readers
The Don’ts of Writing Job Descriptions for Neurodivergent Talent
❌ Don’t Use Vague or Confusing Language
Buzzwords, clichés, and industry slang can exclude neurodivergent applicants. Avoid terms like “rockstar,” “ninja,” or “guru,” and clearly explain any technical terms.
Example:
Instead of “Looking for a sales ninja,” use “We’re hiring a sales representative who can build relationships and meet targets.”
❌ Don’t Focus on Weaknesses or Negative Language
Statements like “must not make mistakes” can discourage neurodivergent talent. Frame expectations positively, focusing on what success looks like.
Example:
Instead of “Must have zero tolerance for errors,” say, “We’re looking for someone who can review work carefully and spot potential issues.”
❌ Don’t Rely Solely on Traditional Hiring Methods
Interviews, particularly unstructured ones, can disadvantage neurodivergent candidates who struggle with social cues or processing questions on the spot. Offer alternative assessments like:
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Skills tests
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Work samples
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Paid trials
Example:
“Along with an interview, you’ll have the option to complete a practical task demonstrating your abilities.”
Additional Strategies for Writing Inclusive Job Descriptions
✅ Add Neurodiversity to Your Equal Opportunities Statement
Updating your equal opportunities statement to explicitly mention neurodiversity signals to candidates that you value and support neurological differences. This simple addition shows you recognise neurodivergent people as part of your diversity strategy and helps neurodivergent applicants feel seen.
Example:
“We are an equal opportunities employer. We welcome applications from candidates of all backgrounds and identities, including neurodivergent individuals. If you need adjustments at any stage of the application process, please let us know.”
✅ Keep Essential Criteria to a Minimum
The longer your list of “must-haves,” the fewer neurodivergent candidates will apply. Research shows women and neurodivergent people are less likely to apply if they don’t meet 100% of requirements.
Limit “must-haves” to truly non-negotiable skills.
✅ Provide Multiple Contact Methods
Some neurodivergent applicants prefer written communication. Offer email or online forms alongside phone calls for questions.
✅ Share Expected Timelines
Anxiety can rise when neurodivergent candidates don’t know when they’ll hear back. State clear timelines, e.g.:
“We aim to update all candidates within 10 working days of the closing date.”
✅ Give Interview Questions in Advance
Allowing candidates time to process questions can make interviews fairer and less stressful. It shows respect for different thinking styles.
✅ Describe the Work Environment
Details about the sensory environment can help neurodivergent candidates assess if they’ll thrive. Mention if you offer:
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Quiet spaces
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Flexible work locations
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Adjustable lighting or noise levels
Why Inclusive Job Descriptions are Good for Everyone
Making job descriptions more accessible benefits all candidates, not just neurodivergent ones. Clearer expectations reduce misunderstandings, attract a wider pool of applicants, and improve your employer reputation.
Plus, inclusive hiring isn’t just ethical – it’s strategic. Diverse teams are proven to:
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Innovate more effectively
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Solve problems creatively
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Outperform less diverse teams financially
Conclusion
Writing accessible and inclusive job descriptions is one of the simplest ways to attract neurodivergent talent and build a workplace where all employees can succeed. By focusing on skills and outcomes, providing clear instructions, considering alternative experiences, and avoiding jargon, you make your opportunities accessible to a wider range of incredible candidates.
Need help making your hiring process inclusive?
At Enna, we support employers with recruitment audits, inclusive job description reviews, and neurodiversity training. Learn more at enna.org.