Walk the Talk: Creating Neurodiverse-Friendly Job Descriptions

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(TLDR) Creating neurodiverse-friendly job descriptions is key to fostering an inclusive workplace. Research shows that neurodiverse teams can boost productivity and innovation by up to 30%. To attract neurodivergent talent, learn in this blog to use clear and inclusive language, focusing on skills and competencies rather than formal qualifications, and offer accommodations. Ready to step up your game? We’re here to help you redefine inclusive employer branding.

To foster an inclusive workplace that values and utilizes the unique strengths of neurodivergent individuals, neurodiverse-friendly job descriptions are essential. Research shows that neurodiverse teams can be up to 30% more productive and with higher levels of creativity and problem-solving skills. (PositivePsychology.com, Deloitte United States).Want to attract neurodiverse talents and boost your game? As a neurodiverse employer and employer branding expert, we’re happy to share several best practices such as these tips for creating neurodiverse-friendly job descriptions.


1. Use Clear and Inclusive Language
Clearly distinguish between essential and non-essential qualifications. Job descriptions should be free of jargon and use plain language to ensure they are accessible to all candidates. Complex language can deter neurodivergent individuals who may interpret requirements literally and assume they are not qualified.  For instance:

• Instead of: “Must have excellent multitasking abilities.”
  ‍Use: “Able to manage multiple tasks and prioritize effectively.”
• Instead of: “Strong interpersonal skills required.”
  ‍Use: “Able to work collaboratively with team members and communicate project updates regularly.”
• Instead of: “Must be a self-starter.”
  ‍Use: “Able to take initiative on tasks and work independently when needed.”

2. Focus on Skills and Competencies
Adopt a skills-first approach by highlighting the competencies and skills required for the job rather than focusing solely on formal qualifications. This approach values practical abilities and diverse educational backgrounds, making it more inclusive for neurodivergent applicants who may have non-traditional career paths. For example:

• Instead of: “Must have a Bachelor’s degree in Marketing.”
  ‍Use: “Experience in creating and executing marketing campaigns.”
• Instead of: “3 years of experience in software development.”
  ‍Use: “Proficiency in coding languages such as Python, Java, or C++.”
• Instead of: “Certification in Graphic Design required.”
  ‍Use: “Portfolio demonstrating strong visual design skills is required.”

3. Offer Accommodations and Highlight an Inclusive Culture
Explicitly state in the job description that the organization is willing to provide reasonable accommodations and flexible working arrangements. This can include:

• Options for remote work
• Flexible hours
• Tailored communication methods
• De-stress areas

Additionally, prove you are in it: Ensure your job descriptions and company website reflect a commitment to diversity and inclusion. Mention any neurodiversity initiatives or employee resource groups (ERGs) that support neurodivergent staff. This demonstrates that your organization values neurodiversity and actively works to create an inclusive environment.

Next Level: Engage with Neurodiversity Experts and Resources
Collaborate with neurodiversity organizations and experts to refine your job descriptions and hiring practices. These partnerships can provide valuable insights and help ensure your job postings and employer brand are welcoming to neurodivergent candidates. Regular training on neurodiversity for hiring managers can also help reduce biases and improve the inclusiveness of the hiring process.

By following these tips, you can create job descriptions that attract neurodivergent talent, foster an inclusive work environment where all employees can thrive, and ramp up your company's innovative factor.

Don’t know where to start? Life hack: You can use free online tools like Alex or, if you have a Microsoft 365 subscription, Microsoft Editor to check for inclusive language alongside grammar and spelling. But if you really want to amp up your game, we are just a coffee chat away. Let’s redefine inclusive employer branding, together.