Neurodiversity & Neuroinclusion Blog

If your job description reads like a wish list, you’re shrinking your talent pool and raising legal risk. A good JD does three things: states measurable outcomes, lists only true essentials, and tells candidates exactly how they’ll be assessed. Everything else is noise—or worse, a barrier. Start from outcomes, not adjectives Open with the mission and the 3–5 outputs the role is accountable for this year. Then name the capabilities that directly drive those outputs. Keep the l

A practical guide to autism and employment, with ways autistic people and employers can navigate barriers and build sustainable career success.

How skills-first hiring reduces gatekeeping by replacing CV proxies, polish, and small talk with clearer evidence of real job-relevant ability.

What neurodivergent candidates actually look for in recruitment: clarity, adjustment routes, predictable stages, job-relevant assessment and evidence of real inclusion.

How inclusive hiring helps organisations access neurodivergent talent by reducing barriers in job adverts, interviews, adjustment requests and selection processes.

How to design neuroinclusive recruitment that finds better talent by reducing ambiguity, improving job adverts and making interviews more job-relevant.