The war for talent is intensifying, yet many organisations inadvertently exclude excellent candidates before they even apply. Research suggests that up to 20% of the population is neurodivergent, representing a vast pool of talent with diverse skills and perspectives. Yet traditional job descriptions often create unnecessary barriers that discourage neurodivergent candidates from applying.
The good news? Small, deliberate changes to how you write job descriptions can significantly broaden your talent pool whilst improving clarity for all candidates.
The Problem with Traditional Job Descriptions
Most job descriptions have evolved through decades of copying and pasting, accumulating layers of corporate jargon, unrealistic requirements, and ambiguous language. For neurodivergent candidates—who may process information differently, take language more literally, or struggle with inferring unstated expectations—these descriptions can be particularly off-putting.
Common barriers include:
– Vague or metaphorical language (“hit the ground running”, “rockstar performer”)
– Exhaustive lists of “essential” requirements that aren’t actually essential
– Unclear prioritisation of skills and responsibilities
– Lack of specificity about working environment and expectations
– Hidden cultural assumptions about “fitting in”
Seven Principles for Inclusive Job Descriptions
1. Be Specific and Literal
Replace vague phrases with concrete information. Instead of “fast-paced environment,” describe what this actually means: “You’ll typically handle 15-20 customer enquiries per day with response times of 2-4 hours.” Rather than “excellent communication skills,” specify: “You’ll write weekly progress reports and present findings to small team meetings of 4-6 people.”
This specificity helps all candidates self-assess accurately, but it’s particularly valuable for those who struggle with ambiguous or metaphorical language.
2. Separate Essential from Desirable
Many neurodivergent candidates—particularly autistic candidates—tend to interpret requirements literally. If you list ten “essential” criteria and they only meet eight, they may not apply, even if those two criteria aren’t truly essential.
Create clear sections:
– Essential: The absolute must-haves without which someone cannot do the role
– Desirable: Skills that would be helpful but can be learned or worked around
– About you: Personal qualities that would help someone thrive (but frame these as preferences, not requirements)
3. Describe the Sensory Environment
Neurodivergent individuals often have heightened sensitivity to sensory input—noise, lighting, temperature, or visual clutter. Including environmental details helps candidates assess their own fit and signals that you understand these considerations matter.
For example:
“Our office is an open-plan space with approximately 40 people. Background noise levels are moderate. Natural light is available, and desk lighting can be adjusted individually. We provide noise-cancelling headphones and have quiet rooms available for focused work.”
4. Be Transparent About Working Patterns
Ambiguity about flexibility, structure, and routine can be a significant deterrent. Be explicit about:
– Core hours versus flexible time
– Whether the role is office-based, hybrid, or remote
– Typical meeting frequency and duration
– Whether work patterns are predictable or variable
– How much autonomy exists over daily schedule
5. Focus on Outcomes, Not Processes
Rather than prescribing exactly how work should be done, describe what needs to be achieved. “You’ll ensure all customer complaints are resolved within 48 hours” is more inclusive than “You’ll follow our established complaint resolution protocol.”
This approach accommodates different working styles and allows neurodivergent candidates to consider whether they can achieve the outcome in their own way.
6. Clarify Social Expectations
Many neurodivergent people find unwritten social rules challenging. Being upfront about social aspects of the role helps candidates make informed decisions:
Instead of: “Team player who fits our culture”
Try: “You’ll attend a 30-minute team meeting each Monday morning and collaborate on 2-3 joint projects per quarter. We have optional Friday social events.”
This transparency shows respect for different social needs whilst making expectations clear.
7. Signal Your Commitment to Inclusion
Include a genuinely welcoming statement about neurodiversity. Generic diversity statements can feel hollow, but specific commitments signal authenticity:
“We actively welcome applications from neurodivergent candidates. We’re happy to make adjustments to our recruitment process—just let us know what would help. We provide workplace adjustments including flexible working, assistive technology, and quiet workspaces.”
What This Looks Like in Practice
Let’s compare two versions of the same job requirement:
Traditional version:
“Exceptional multitasker who thrives in a dynamic, fast-paced environment with constantly shifting priorities. Must be a strong team player with excellent interpersonal skills and the ability to read the room.”
Inclusive version:
“You’ll typically manage 3-4 projects simultaneously at different stages. Priorities are reviewed weekly in team meetings, and you’ll receive 24 hours’ notice for urgent changes where possible. You’ll work independently most of the time but collaborate with the marketing team on monthly campaigns and attend fortnightly team meetings.”
The second version provides concrete information that helps neurodivergent (and all) candidates assess genuine fit whilst removing subjective jargon.
The Business Case
Creating inclusive job descriptions isn’t just ethically right—it’s strategically smart. Organisations that successfully attract neurodivergent talent often gain:
– Access to highly skilled candidates overlooked by competitors
– Employees with strong analytical, pattern recognition, and problem-solving abilities
– Increased innovation through cognitive diversity
– Improved retention as employees feel understood and valued from the outset
Moreover, clearer job descriptions reduce wasted time for everyone. Candidates self-select more accurately, reducing mismatched applications. Hiring managers have better criteria for assessment. New starters arrive with more realistic expectations.
Getting Started
You don’t need to rewrite every job description immediately. Start with your next vacancy:
1. Review your draft against the seven principles above
2. Ask someone to highlight any vague or metaphorical language
3. Add specific environmental and social information
4. Separate essential from desirable requirements ruthlessly
5. Test it with neurodivergent colleagues or consultants if possible
The goal isn’t perfection—it’s progress toward clarity, transparency, and genuine inclusion.
What small change could you make to your next job description that would make it more accessible to neurodivergent candidates? The talent you’re seeking may be just one barrier away from applying.
