May 2025

TIPS AND TOOLS

3 steps to attract neurodiverse talent

Prioritizing cognitive diversity can help companies get ahead in the modern workplace. Imagine the advantages of outside-the-box thinking, hyper-focused productivity, nonlinear team collaboration, reverse engineering to solve client problems, fresh approaches to complex systems and visual-spatial creativity1 — especially in the age of generative artificial intelligence (Gen AI).

The question is, how do employers entice neurodivergent talent to join the ranks? Here are three steps to help reframe your traditional hiring practices and gain a more neurodiverse workforce.

Estimates show that up to 33% of the population is neurodivergent2 — which would hold true for your customers and business partners as well. Indeed, research suggests that customers are more likely to engage with brands that support neuroinclusion.3

Step #1: Establish trust

The way your company presents itself in a job posting is your first opportunity to build trust with any candidate. This is even more important to neurodiverse individuals, who want to bring their authentic self into the application process yet fear stigma if they disclose neurodivergence.

To alleviate fear and encourage them to apply, begin by using inclusive language that underscores your organization’s enthusiasm for hiring talent with different ways of thinking. Carry this trust-building theme through all your job postings — for a clear message of inclusion across the board.

Since postings are public, this provides your company with the added benefit of establishing a reputation of rich inclusivity within a competitive job market.

Step #2: Focus on skills

Format job descriptions to be skill- rather than role-based. Keep descriptions concise, clear and free of jargon. Underscore that your company is keenly aware of cognitive diversity, values individualized skill sets and wants to help all candidates unlock their potential. Be sure to review listings for any biased language or exclusionary expectations before publication.

Know that current candidate-screening practices are designed for the neurotypical — and get ahead of potential bias. For example, a critical eye for misspellings in an application may exclude job candidates with dyslexia. And inadvertently penalizing an autistic applicant for a work history gap on their resume would be insensitive to their challenge of finding a supportive work culture.

Studies show that 98% of HR executives plan to move towards becoming a skills-based organization,4 so focusing on skills now could help future-proof your company.

Step #3: Reassess interviews

The interview process can be overwhelming for neurodiverse job candidates. If you choose this format, consider adjustments such as providing the interview questions, format and length in advance — for predictability and preparation. Train hiring managers to recognize that neurodiverse candidates may focus on their weaknesses over strengths — or be more honest than a neurotypical candidate about past job hardships.

I ask for clear instructions of where in the building to meet for the interview, ask if there are any particular ways they would like me to prepare, what the dress code is and how long the interview is expected to last.” — Amanda, self-disclosed with autism and ADHD5

Better still, some companies opt for alternatives to the series of phone calls, rapid-fire Q&A’s and lengthy verbal evaluations. Consider skill assessments for greater neuroinclusion. These assessments can feel more informal and invite ease. They include hands-on tasks, customized to the role, and laid out in shorter sessions over multiple days. Here, you can establish rapport, assess their work performance, soft skills, time management and discover hidden talents.

Realizing the benefits of neurodiversity in the modern workplace is critical to being competitive. And employers are better positioned to win over neurodiverse talent when they are open to reimagining traditional work systems to be dynamic, creative and embrace cognitive diversity — which, in turn, makes their organization a great place to work.

Key takeaways

  • Even before the hiring process, ensure your workplace offers easily accessible and universally offered accommodations — as neurodiverse employees may not be diagnosed formally or feel comfortable self-disclosing.
  • Beware of potential bias and common generalizations about all neurodiverse people and train hiring teams against making assumptions or role-steering.
  • Encourage neurodiverse managers and senior-level employees to share their stories openly in the workplace, celebrate cognitive diversity and offer mentorship — extending a sense of belonging throughout company culture.
  • Consider expanding your mental health and wellness programs for greater awareness of neurodiversity as a natural part of society and to cultivate support of neuroinclusion within your work community.

Footnotes

1 MIT SMR, “Building the neurodiversity talent pipeline for the future of work,” November 2023.

2 Neurodiversity in the workplace, March 2024.

3 Deloitte, “Building the neuroinclusive workplace,” October 2023.

4 See note 3, above.

5 LinkedIn.com, “Hiring neurodivergent talent,” March 2025.