Living in a household with neurodiverse family members has led to a real personal desire for me to impact change for the neurodiverse community. I am passionate about using my platform to help create opportunities for neurodiverse people in all walks of life and advocating this with in the Life Science sector, to ensure patients globally benefit from the treatments and therapies designed by the sharpest and most creative minds.
Did you know that approximately 16% of adults on the autism spectrum are in full-time employment and just under 80% reporting that they want to work full-time!
As an employer looking to create an inclusive environment, change needs to be impacted right from the start of the hiring process, which can be with your Job Advert. The way Neurodiverse candidates read and interpret things may mean that they are perfect for your job and could bring a lot of value to your business, but if your advert isn’t tailored, they may just scroll right past! Here we will begin to explore ideas to ensure that your job advert appeals to both Neurotypical and Neurodiverse candidates and help to attract the best available talent to apply.
- Clear and Concise Language: Always use plain and straightforward language. Try and avoid jargon or overly complex sentences, remember, clarity is key as neurodiverse individuals often appreciate direct communication. An example of this could be: Instead of saying, “We’re seeking a proactive, dynamic team player,” consider, “We’re looking for someone who enjoys independent problem-solving and brings fresh perspectives.”
- Be Specific About Expectations: Clearly outline the role’s responsibilities and expectations. If teamwork and communication aren’t central to the position, put emphasis on other skills like creativity and attention to detail
- For example: “This role involves independent research and problem-solving, with minimal team collaboration.”
- Highlight Flexibility: Make any accommodations your company provides crystal clear, this signals that your workplace values diverse needs, for instance:
- “Flexible working hours available.”
- “Quiet workstations for focused tasks.”
- “Remote/Hybrid working is offered”
- Showcase Your Inclusivity: It would be a good idea to consider including case studies or testimonials from neurodivergent employees on your recruitment website. Also ensure that your company branding and messaging make it clear that your company welcomes and values diverse applicants.
In conclusion, tailoring job adverts that attract neurodiverse candidates is a great first step in creating and promoting an inclusive work environment. As an advocate for neurodiversity, driven by personal experiences within my own family, I am deeply committed to helping companies in the Life Sciences sector (and beyond) tap into the unique strengths and perspectives that neurodiverse individuals can bring to the table.
By using clear and concise language, being specific about job expectations and showcasing your company’s commitment to inclusivity, you can ensure that your job adverts resonate with both neurotypical and neurodiverse candidates. This approach not only broadens your talent pool but also enriches your organisation with innovative and diverse perspectives, ultimately benefiting your company and the broader community it serves.
Let’s work together to make the hiring process more inclusive, ensuring that all talented individuals have the opportunity to contribute and thrive.
