Breaking down barriers with neuro-inclusive hiring practices

In recent years, there has been great progress in embracing diversity in the workplace — but when it comes to neurodiversity, there are still significant barriers, particularly in recruitment and interviews. If we want to create truly inclusive workplaces, we need to take a closer look at the systems and processes we’ve long considered standard and ask: does this work for everyone?

Understanding the barriers

For neurodivergent people, the hiring process can present a unique set of challenges. Lengthy application processes and complex forms or job descriptions can become overwhelming and difficult to navigate. There’s also the emotional and psychological weight of wondering whether — and when — to disclose a condition or request support, all while worrying about being prejudged.

Add to that a job description that’s unclear or overly broad, and it’s easy to see how many candidates could feel shut out before they even have the chance to show their skills. Not forgetting that those who do make it through the application process often get radio silence as a response. 

How can we do better?

So, what can we do to change this? First, inclusion needs to start at the top. Leadership must champion inclusive values and ensure that they flow throughout your organisation. Building an inclusive recruitment process isn’t just about adjusting a few forms — it’s about shifting culture.

Flexibility should become the norm, not the exception. From the way applications are accepted to how interviews are structured; the process should accommodate a range of needs. Communication plays a crucial role here — open conversations about neurodiversity and support needs should be encouraged and normalised across the team.

Workplace training is also key. Bringing in individuals with lived experience of neurodivergence can offer invaluable insights and foster greater understanding across the workplace. We should ask ourselves: What parts of our recruitment and onboarding process are truly essential? What can we adapt or simplify?

Visibility matters too. Make it clear — on your website, on social media, and within your culture — that you are committed to inclusivity. Celebrate differences within your team and create a culture where asking questions and showing curiosity is welcomed, not feared.

Rethinking interviews

Traditional interviews often don’t serve neurodivergent individuals well. They tend to rely heavily on hypothetical questions, abstract thinking, and performance under pressure — all of which can be unnecessary barriers. Instead, aim for direct and clear communication. Avoid jargon, limit open-ended or ambiguous questions and offer candidates the option to receive questions in advance if possible.

Time and preparation are often essential for neurodivergent individuals to showcase their full potential. Consider alternative interview methods, such as practical assessments, work trials or portfolio reviews that allow candidates to demonstrate skills in a way that suits them best.

The value of a Neurodiverse workplace

Hiring with neurodiversity in mind isn’t just about doing the right thing — it’s a smart move for your business. Neurodivergent employees bring unique perspectives, problem-solving abilities and creative approaches that can lead to innovation and efficiency.

They often bring a high level of focus, dedication and honesty to their roles, and by including them in your workforce, you tap into a talent pool rich with skills that may otherwise be overlooked. A neurodiverse team can give your organisation a competitive edge and foster a workplace culture that embraces difference as a strength.

Every person is different. By recognising this, we can build a more inclusive and successful work environment for all

Let’s keep the conversation going 

Remember, it’s not just about policy — it’s about people. 

If you and your team are interested in working with the Steps to Work team, learning more about how to build a truly inclusive workplace, we’d love to support you. Get in touch at steps@strawberryfieldliverpool.com