As approximately 20% of the world’s population is Neurodiverse – which means that it affects every fifth (!) person on this planet – it is critical to make sure that organizations write neurodiverse-friendly job descriptions. Why? In short, not only will they be inclusive, but also expose themselves to a broader pool of talented and driven leaders.

It is unfortunate that so many businesses are missing out on the potential of neurodiverse talent, which is abundant but unfortunately largely untapped. According to a survey by UK-based Chartered Institute Personnel and Development, only 72% of HR professionals have incorporated it into their people management practices – an alarming 17% don’t even know if they do!

It is the awareness that needs to be raised in order for this valuable pool of talent not to go unrecognized any longer. And right after that – we, the team of  Dynamis Group, are here to support with valuable resources, tools, and even a tailored service package to support any company on its journey to empower innovation and transformation in business and the world by including neurodiverse talent in any organization’s team. 

Let’s look at more data: 1 in 7 people in the UK identifies as neurodivergent. Furthermore, research by Harvard Business Review suggests that organizations with a neurodiverse team can be 30% more productive, and autistic people in the right environment can be 140% more productive than their peers (JP Morgan Chase).

Neurodiversity is the idea that neurological differences—such as autism, dyslexia, and ADHD—are normal variations of the human experience. These differences can often create unique strengths in the workplace and can help companies gain an edge over competitors. That’s why neurodiversity-friendly and neurodiversity-inclusive job descriptions are essential for any successful business. Let’s explore why.

What is a Neurodiversity-Inclusive Job Description?

A job description that is written keeping in mind a neurodiverse audience means that it is one that does not focus on deficits or disabilities but instead highlights the skills, strengths, and potential that leaders with neurodiverse backgrounds may possess. It communicates to the potential talent that their differences will be valued rather than seen as a liability. This type of job description focuses on skills rather than qualifications and allows potential leader to show off their unique talents.

By creating an open environment where everyone feels welcome and appreciated, companies can attract more diverse applicants who may have been overlooked or discouraged by traditional job descriptions in the past.

The Significant Benefits of Neurodiversity Inclusion

Including neurodiverse individuals in your workforce has numerous benefits for businesses. Studies have found that employees with neurodiverse abilities bring creative problem-solving skills, new perspectives, and increased productivity to the table—all qualities that can give any company a competitive advantage in today’s marketplace. In addition to these tangible benefits, there’s also something to be said for fostering an inclusive environment where all employees feel respected and accepted regardless of their background or ability level. Such an atmosphere can help increase morale within a team as well as reduce turnover rates due to improved employee satisfaction overall.  

As we have explored what a neurodiverse-inclusive job description is and what are the benefits of hiring neurodiverse individuals for any organization, let’s explore some of the most important things to remember when writing a job description that is also inclusive of neurodiverse talent.

When crafting a job description that includes talent with diverse neurological and physical needs, it’s important to consider the following:

Keep company descriptions concise

focus on the job requirements instead, rather than a fancy visual outlook. To elaborate on that, let us include some formatting advice: Opt in for simple fonts – Arial, Calibri, Open Sans, as well as don’t mix different fonts together. When it comes to text formatting – avoid underlining and italics, but instead consider using only bolded where highlighting would be needed. It is also advised to not use bright background colors as that complicates readability for people who are neurodiverse.

When it comes to writing a job description that takes neurodiversity into consideration, it is important to

pay attention to details.

Opt for shorter sentences and paragraphs whenever possible, utilizing as much white space as necessary. This endeavor is not just limited to the text itself; including language like ‘micro-interactions’ allows readers with various cognitive dexterity levels an equal opportunity of understanding. The right amount of visual edges can reduce explicit scenarios that might unintentionally be generated for individuals who struggle with semantic decision-making ability by existing in a chaotic stream of undistinguishable information.

Be precise when defining necessary qualifications

for potential talent, reassuring those from marginalized backgrounds following an uphill job search journey that their skills partaking creativity diligence & puzzle solving enthusiasm matter.

When writing a neurodiversity-inclusive job description,

company descriptions should stay concise and to the point.

By communicating information in an effective manner, you can make sure applicants don’t get overwhelmed with needless detail. It helps to choose a tone of voice that is both educational and therapeutic, giving opportunities for people on the autism spectrum to feel valued and respected. When formulating a job advert, consider how inclusive language can portray an inviting environment while upholding core principles such as accessibility and diversity.

As you craft a job advertisement that is poised for neurodiversity inclusion, it’s essential to

be as descriptive and accurate as possible

in the information you provide. Lay out the expected compensation and qualifications you need from applicants. Place particular emphasis on day-to-day responsibilities—employees should have a firm understanding of what their roles entail. Additionally, leaving out industry jargon can ensure that all leaders feel welcomed and included. 

In the context of designing neurodiversity–inclusive application process, it’s essential to

ensure the talent is adequately informed of what will be expected from them.

Before embarking on their application journey, including details about: 

  • How to apply for the position and a description of what the application process will involve;
  • Detailed steps of the procedure; and 
  • Any expectations from each step. 

The more details provided in the job description itself, or as soon as possible in the recruitment process, will equip the talent with the necessary information so they have an insight into what lies ahead.

By following each of these tips, businesses can ensure their job postings are primed for everyone to contribute equally and gain meaningful employment opportunities. But, you may ask, why would a business aim for neurodiverse talent? The benefits are bold, and they also include financial advantages. So let’s explore.

The Benefits of Neurodiverse Job Descriptions

One of the most significant benefits of having a neurodiverse team is the sheer variety of perspectives they bring to the table. People with different backgrounds, experiences, and perspectives can offer valuable insights into problem-solving and decision-making. Plus, by hiring people who think differently than you do, you open up your business to new ideas and creative solutions that may not have been considered before. 

A Boost to Productivity and Loyalty

another key benefit is increased productivity, but not only! By focusing on what each individual brings to the table rather than their disability or diagnosis, employers can help foster an environment where everyone feels valued and respected. The result is a workplace where everyone feels safe enough to share their ideas without fear of judgment or ridicule—a place where employees can thrive personally and professionally. 

Finally, there are also financial benefits associated with hiring neurodiverse employees. Neurodiverse workers tend to be loyal employees who stay with a company longer than their non-neurodiverse counterparts—which means lower turnover costs for businesses. Additionally, many companies offer special incentives for hiring neurodiverse workers such as tax credits or grants from government agencies like the Office of Disability Employment Policy (ODEP). 

Empowering innovation and transformation in business and the world is one of the four core services of the Dynamis Group. 

We help our clients create an environment where everyone feels included, so they can thrive. We offer people-focused neurodiversity audits of your recruitment, assessment, and onboarding processes, and that of the technologies that have been implemented to automate these processes to ensure they are Neurodiversity friendly. We also offer consultancy and insights into the external workforce and best practices relating to Neurodiversity. 

Contact us to book a complimentary call or learn more about our Neurodiversity services via We are looking forward to hearing from you! 

Neurodiversity has the power to transform businesses from within by allowing them access to new perspectives, ideas, and problem-solving techniques that would otherwise remain untapped. Together, let’s demonstrate a commitment to diversity and inclusivity which then will attract top talent from all walks of life! 

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