Neurodiversity & Neuroinclusion Advocacy

5 simple ways to make your recruitment process more neuro-inclusive:

1️⃣ CLEAR JOB DESCRIPTIONS
↳ Avoid vague terms and unnecessary information. For example, terms like “team player” or “fast-paced environment” are often unclear and add little value to the description.

2️⃣INCLUDE AN EQUITY, DIVERSITY, AND INCLUSION STATEMENT
↳ Shows your commitment to creating an inclusive workplace and encourages a broader range of candidates to apply. And make sure it’s followed through!

3️⃣AVOID LENGTHY FORMS
↳ Especially when the forms include questions that are answered in an uploaded CV.

4️⃣OFFER AN ALTERNATIVE
↳ Provide an email address for an applicant to contact, if they need an alternative to the standard process.

5️⃣SEND A CONFIRMATION EMAIL
↳ Send each applicant a confirmation email once they have applied. Include a timeframe for when they’ll hear back from you - and stick to it.

6️⃣RE-THINK YOUR EXPECTATIONS
↳ In the interview, focus on the relevant skills for the job - don’t rely on body language, eye contact, a hand shake, etc.

#NeurodiversityAtWork #Neurodivergent

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