Neurodiversity is the idea that neurological differences are natural variations in how human brains work – not something to be “fixed”. Many neurodivergent people bring unique strengths to the workplace, such as creative problem-solving, deep focus, pattern recognition or strong attention to detail.

But traditional hiring processes can make it hard for neurodivergent candidates to shine. Interviews that rely heavily on social cues, vague job descriptions, noisy offices or rigid working hours can all be barriers.

That’s why inclusive employers are adapting – not just because it’s the right thing to do, but because it helps them attract a wider pool of talent.

‍

When you’re job hunting, there are a few clues that can show whether an employer is neurodiversity-friendly:

Clear and specific job descriptions
Look for ads that focus on the skills and tasks involved, rather than vague personality traits like “must be a people person”.

A commitment to inclusion
Check the company’s website or careers page. Do they mention neurodiversity or reasonable adjustments? Do they share stories from neurodivergent employees?

Flexible or hybrid working options
If you work better in a quiet environment or need breaks to manage focus, flexible working can be a big help.

Inclusive recruitment processes
Some employers now offer things like task-based assessments instead of traditional interviews, quiet interview rooms, or the option to bring notes or questions.

If an employer includes a statement like “we welcome applications from neurodivergent candidates” or “we can make adjustments on request”, that’s a great sign.

‍

You have the legal right to ask for reasonable adjustments during the recruitment process and in the workplace. These are changes that remove barriers and help you perform at your best.

Examples during recruitment could include:

• Receiving questions in advance of an interview
• Having more time for written assessments
• Doing a task-based assessment instead of a panel interview
• Meeting the team in advance, or having a support person join you

It’s up to you whether you want to disclose that you’re neurodivergent – and you don’t have to give a diagnosis. You can simply say, “I’d like to request an adjustment to help me perform better in the interview.”

If you're not sure how to phrase it, here’s a simple example:

“I’m neurodivergent and would find it helpful to receive the interview questions in advance so I can process and prepare more effectively. Please let me know if that’s possible.”

Some workplaces say they value inclusion, but don’t follow through. Watch out for:

• Vague diversity statements with no real detail
• One-size-fits-all interview processes
• Signs of a fast-paced, high-pressure culture with little flexibility
• Dismissive responses to adjustment requests

If a company isn’t open to having these conversations during hiring, it may not be the most supportive place once you’re in the role.

Work should be a place where you’re respected for who you are and supported to do your best – not somewhere you have to mask or struggle to fit in.

As awareness of neurodiversity grows, so do the number of employers who are genuinely committed to inclusive practices. By looking out for the right signals and being open about what you need, you can find a role – and a workplace – where you can thrive.