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Interview Adjustments in Practice: Autism, ADHD, Dyslexia and Dyspraxia


Interviews often measure how well someone tolerates ambiguity, speeded conversation, bright rooms and unfamiliar tech—not whether they can do the job. UK law expects employers to remove that disadvantage where it’s linked to disability. The result should be a fair test of the role, not of coping with the format. Here’s how to run interviews that hold standards high and stay lawful.


Your legal footing (two plain-English rules)


First, the Equality Act 2010 requires employers to make reasonable adjustments in recruitment where a disabled person would otherwise be at a substantial disadvantage; the EHRC Employment Statutory Code makes clear this duty covers the selection process, including interviews and tests. Second, it’s good practice to invite candidates to request adjustments and to act on need rather than demanding medical proof. GOV.UK’s recruitment guidance and ACAS’s adjustments pages both support this approach. 

What a valid interview adjustment looks like

A valid adjustment preserves what you’re measuring (competence) and changes access to the assessment. The British Psychological Society advises planning for adjustments, training interviewers, and documenting rationales. CIPD’s inclusive recruitment guidance adds a practical point: offer equivalent routes (e.g., remote and in-person) without penalising candidates for the format that suits them. If a standard interview still confounds the skill you want to measure, replace it with a structured work sample mapped to the job.


Baseline interview hygiene (for all candidates)

Send clear joining instructions, who will be present, timings, agenda and any tech requirements. Avoid surprise tasks. Offer choice of format and give reasonable time to prepare. If you use online platforms, ensure they are actually usable with assistive tech and allow legitimate tools (for example, text-to-speech) unless they would change the construct being assessed. Keep notes factual and about evidence, not “vibes”. This is simply inclusive practice; it also reduces challenge risk later.



Autism: design for clarity and processing time

Autistic candidates often do best with reduced ambiguity and predictable structure. Before the interview, share a short description of the competencies you’ll assess and any task outline, plus practical details about the venue or video set-up. During the interview, ask one question at a time, allow a short pause before jumping in, and be explicit about what “good” looks like in answers. Visual prompts or written scenarios can help candidates show their reasoning. The National Autistic Society and specialist charities provide concrete examples and templates employers can adapt.


Typical adjustments that keep validity high: questions or scenarios shared in advance; extra processing time; permission to bring brief notes; quieter room with minimal visual distraction; option to answer using worked examples or artefacts. Where communication support is needed (for example, BSL interpretation, speech-to-text or a communication support worker), Access to Work can fund this at interview. Apply ahead of time.


ADHD: reduce switching costs, chunk the conversation

For many candidates with ADHD, the barrier is rapid task-switching and holding multi-part questions in mind under time pressure. Share the structure, keep questions single-focus, and allow short breaks for longer panels. A brief written summary of each question on a card or screen helps the candidate stay on-track without changing what you assess. ADHD UK’s guidance recommends additional time where processing speed is taxed and clarifies that everyone’s profile differs, so agree specifics with the candidate.


In practice: give 10–15 seconds of processing time before you expect a response to complex questions; make it acceptable to ask for a repeat; and, for longer tasks, allow a timed pause to plan. If speed under pressure is genuinely essential for the role, assess it with a job-relevant work sample rather than a generic rapid-fire Q&A.


Dyslexia: remove avoidable reading and transcription load

Dyslexia can make fast reading aloud, on-the-spot proofreading, or dense written tasks in interviews unnecessarily costly. Provide materials in a reader-friendly format (clear headings, good spacing, sensible font size), allow the use of text-to-speech for written scenarios, and give extra time where reading speed would otherwise distort performance. The British Dyslexia Association notes that proportionate adjustments are part of an employer’s legal duty; candidates may also prefer to demonstrate skills through examples rather than rapid written responses.


In practice: send any case study the day before; let candidates bring bullet-point notes; accept typed answers for written exercises; and separate “content” from “polish” by permitting a brief proofing pass at the end.


Dyspraxia (DCD): reduce fine-motor and coordination barriers

Dyspraxia can affect handwriting speed, note-taking and some practical tasks under observation. Offer typed responses instead of fast handwriting, avoid live whiteboard sprints, and allow extra time for any tasks that require sequencing or manipulation. The Dyspraxia Foundation’s employment guidance stresses predictable layouts, advance notice and assistive tools to reduce motor load—none of which change the competency you assess.


In practice: swap to digital whiteboards or pre-prepared artefacts; if you must observe a practical sequence, share the steps you’ll score so the candidate can focus on execution, not guessing the rules.



Remote, proctored and hybrid interviews

Be explicit about the platform, required settings and how assistive tech can be used legitimately. Offer a fallback (on-site slot or alternative assessment) if the proctoring client blocks screen readers or dictation. Publish a clear route to request adjustments and respond quickly—before the interview. CIPD cautions against giving candidates a choice of format and then inadvertently favouring one route over the other at decision stage; calibrate interviewers across formats.


Process that stands up to scrutiny

Write a short selection-stage adjustments policy: how candidates tell you what they need, who decides, how you record decisions, and how you assure accessibility of third-party platforms. Review outcomes periodically and refine. This aligns with ACAS advice to handle adjustments collaboratively and with the proactive duty described by the EHRC.


Candidates: a concise request that works

Explain the barrier and the change that removes it—no medical essay required.

“Because I’m dyslexic, fast reading in interviews is a disadvantage. I can demonstrate the same competence if you share the scenario 24 hours ahead and allow typed responses. These changes won’t alter what you’re assessing.”

Scope’s guide has plain-English language for making requests if you want a template.


Employers: don’t forget funding for interview support

If a candidate needs a BSL interpreter, lipspeaker or communication support worker, Access to Work can fund this specifically for job interviews (England, Scotland, Wales). Share the link in your invitation to interview so candidates can apply in time. Northern Ireland has a parallel scheme via Access to Work (NI).



References

National Autistic Society. (n.d.). Employment advice hub: Reasonable adjustments. https://www.autism.org.uk/advice-and-guidance/topics/employment/what-are-reasonable-adjustments-and-when-can-they-be


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