Role adverts and position descriptions can be an early barrier to employment for neurodivergent people. This is because there is often not enough information to understand what the job is and involves.
All candidates will benefit if you provide clear information about the role and workplace. This is even more useful for neurodivergent candidates, as you’ll help remove many barriers.
Here are some things to be clear about:
Be clear about what the role is and what it would involve day to day. This will benefit all applicants, as they’ll understand more about the role. For example:
Describe the environment the role will take place in.
You don’t need to write every detail, but enough so that applicants have a good sense of the workplace. This should include where the employee will work each day and the facilities you have.
It can be helpful to include images or a video of the working environments. This helps give applicants a sense of the working environment and if it will be suitable for them.
Here are some examples of what to highlight about your organisation:
If the role is office-based, you may want to explain if it’s open plan or if employees have access to a private office.
It can be helpful to include details about the environment so applicants have a sense of where they may spend their time.
In an advert or position description, you could explain it like this:
If the role is indoors and client-facing with limited or no office time, describe:
If the role is based outdoors, you may want to explain where employees would go each day or what type of vehicle they’d drive.
In an advert or position description, you could explain it like this:
Many people have had bad experiences when they tell others they’re neurodivergent. Because of this, they won’t know if it’s safe to share this with employers in the application process.
This can mean that neurodivergent applicants may feel they need to hide parts of themselves, which can be exhausting.
Make it clear in your job advert that you welcome neurodivergent people to apply. You can write something like:
If you already have a statement about other diverse groups, write that this includes neurodivergent people.
This statement is a small way to show applicants they can be open about being neurodivergent, if they want to.
You can also consider using a special measure to target your role to only people with disability, encouraging neurodivergent applicants to apply.
Make it clear if there are requirements for further training on the job, like getting a type of vehicle licence or completing specific training.
Also write about what kinds of professional development you offer. This can help neurodivergent applicants know if they’ll feel supported to progress in the workplace.
Also be clear if someone in the role would have career progression opportunities.
Here’s an example:
Neurodivergent people may be less likely to apply for a role if they don’t feel they meet all criteria exactly.
Which is why it’s important to make the requirements clear for applicants.
Here are some things you can do to make your position descriptions clearer:
Neurodivergent people will often interpret information literally. Someone well suited to the role may not apply if they don’t feel they meet all the listed criteria at the level described.
For all skills, experience and qualifications, ensure you make clear:
Be as clear as you can when you write what level of attributes, skills and experience an applicant needs.
Where possible, use an objective benchmark that would help someone determine if they should apply. Without this, neurodivergent people may be unsure if they’re eligible.
For example:
Avoid only using single adjectives like ‘effective’, ‘excellent’ or ‘good’ to describe the level of skills you seek. Instead make it clear what you mean by these.
This is so candidates have enough information about what skill level you’re seeking. Single adjectives don’t provide enough information about the level required for the role.
Here are some examples:
Alternatively, think about if you’ll accept other types of evidence.
Many neurodivergent people face barriers to gaining and maintaining employment. This means suitable candidates may not have the past work experience or degree you seek.
If applicable, consider if the applicant can demonstrate their experience or knowledge in other ways, such as personal projects.
If the applicant needs communication skills, provide context about the types and how they relate to the role.
For example, instead of “must have excellent communication skills” try and write something specific like:
Don’t ask for the same information more than once. If you need to, explain why.
This will help the applicant understand the process. It will also prevent an applicant from thinking they’ve misunderstood the instructions.
When choosing the key selection criteria, make sure each one is distinct and clear. Use the VPS Capability Framework to help develop these.
It’s good practice to keep the application process as brief as possible.
As part of the application process, many public sector organisations only ask for applicants to submit:
This process may be challenging for some neurodivergent applicants.
Think of other ways an applicant could demonstrate how they meet the key selection criteria. For example, referencing personal projects or relevant experiences.
Some neurodivergent people will find it easier to tell you about their skills verbally.
Consider giving candidates the option to speak with you rather than submitting a written application.
This could be via phone, video meeting or a recorded video.
Small changes to your documents can improve how accessible the information is to neurodivergent people.
Clear communication is key.
To improve the clarity of your role adverts and position descriptions, you should:
Make sure you tell people:
Also ensure applicants get a confirmation email or text so they know their application has been received.
You must make adjustments to your process if a candidate requests it unless it would cause unjustifiable hardship to your organisation. It may be discrimination if you don’t.
Include a statement about how candidates can access adjustments in your job advert and position description.
You don’t need to specifically mention neurodivergent applicants in the statement.
But you can use the statement to provide clear information on what kinds of adjustments you can make for neurodivergent people. This can make it more likely a neurodivergent person will feel comfortable applying.
For example, you could write:
“If you’re a neurodivergent applicant, we can make adjustments to the application process. Send your request and any questions to [email address].”