By Menachem Rephun, Communications Manager, Creative Spirit
To say job postings don’t typically make for the most compelling reading would be an understatement. For many job seekers, job descriptions are just another part of the process, meant to be skimmed through while robotically filling out applications. However, for the 15 – 20% of the U.S. population considered neurodivergent (i.e., those with autism spectrum disorder, dyslexia, ADHD, etc.), the wording, requirements, and details of job descriptions can be a much bigger problem. This is because, even at a time when neurodiversity is gaining much more traction, many job postings still unconsciously filter out neurodivergent applicants through vague wording, laundry lists of requirements, lack of clear structure, and other issues. As Gem Siocon writes for Ongig.com: “Too many bullet points crammed with qualifications, software tools, and skills can become more like a barrier than an invitation. For people with neurodiversity, especially those who tend to interpret things literally, these lists may seem too strict and exclusionary.” In the U.S., the neurodivergent community currently faces an unemployment rate of 30 – 40%, according to MIT Sloan Management, Advanced Autism Services, and many other sources. Job postings that exclude neurodiverse applicants are partially responsible for this problem. Companies have the power to change this by, among other approaches, being more conscientious in how their job postings are worded and presented.
Make Job Descriptions Clear, Accessible, and Jargon-Free
If you’re an employer wondering about the benefits of hiring employees who are neurodivergent, look no further than a 2017 report from Harvard Business Review (HBR). According to that report, companies that include neurodiverse employees are 30% more productive than those that don’t prioritize neurodiverse hiring. Major companies like SAP have also reported a 90% retention rate for employees who are neurodivergent. Why should poorly designed job descriptions get in the way of the huge amount of potential neurodivergent employees have to offer? The truth is that making job descriptions clearer, more concise, and more accessible for neurodivergent applicants can be done at low cost and with low effort, with huge benefits to growth, innovation, and retention. “Complex job descriptions are more difficult for everyone to navigate,” Michael Leopold, an HR consultant and public speaker, writes in an article for SHRM. “But reading and understanding these job posts can be even more challenging for neurodivergent candidates.” Leopold advocates writing “in plain language wherever possible,” using easy-to-read sans serif fonts like Arial, Verdana, Tahoma or Trebuchet MS. Jamie Heidel, a writer for Specialisterne.com, points out that leaning too heavily on buzzwords and jargon can “come across as if your business has something to hide–and that will immediately turn off potential candidates as many autistic folks are highly justice-oriented and thrive in honest and transparent working environments.”
The fact that so many job descriptions include vague, generic skill requirements is another major barrier. For example, requirements like “strong communication skills” and “ability to work in a team environment” might make qualified neurodivergent applicants feel hesitant about applying. One solution is to use language that’s plainer and more straightforward. Heidel explains that plain language involves being specific in all areas, such as the level of experience required (as well as the level of experience preferred, but not necessarily a prerequisite), and the preferred or required level of education.
On top of avoiding confusing jargon, companies can refine and enhance job posts to include accommodation statements and contact information. They can also highlight their company’s support for all employees, including those who are neurodivergent, along with professional development opportunities. Using personal and collective pronouns, like “you”, “we”, and “us”, can also convey to neurodiverse applicants that the company culture is supportive and collaborative. Michael Leopold recommends that job sites include video clips, written text, and a read text aloud feature. He notes that many qualified neurodivergent applicants might be put off by acronyms, technical terms, and abstract concepts. By contrast, writing out acronyms and using more conventional language can be much less intimidating. Another issue is that many job postings and recruiters are laser-focused on qualifications, rather than skills and outcomes. For example, Enna Global writes that job postings could substitute flat statements like “must have a business degree and excellent communication skills,” with “You’ll provide outstanding service to customers by communicating clearly and empathetically across phone, email, and chat. A degree is a plus, but equivalent experience is welcome.” This creates a warmer, more human approach that lets the candidate know exactly what they’ll be doing and how.
What Do Neurodiverse Jobseekers Have to Say?
People who are neurodivergent have also shared their personal struggles with navigating a hiring process that often screens them out.
“One of the most difficult elements of work for autistic people is actually navigating the labyrinth of the recruitment process – applications, CVs, interviews, ” Yenn Purkis, an author and advocate for people with autism, writes. “These things can make it almost impossible for autistic people to find work.” Purkis points out that making the recruitment process, including job descriptions and interviews, more streamlined and accessible for people who are neurodivergent ultimately benefits everyone. “They [the recruitment methods that benefit autistic people] are helpful to employers,” Purkis writes, “as they allow for more time and opportunity for candidates to demonstrate their actual suitability for the role. And they are beneficial to neurotypical candidates as well. It is not only those of us on the autism spectrum who get extremely stressed in interviews or have gaps in our CVs.”
Helen Jeffries is a blogger who writes about being a civil servant on the autism spectrum. In her essay, “Autism and Job Applications,” Jeffries shared her experience dealing with job postings that screen out neurodivergent candidates. She notes that many job applications demand extremely literal and precise answers, not accounting for the fact that many people on the autism spectrum struggle with non-literal thinking and reading between the lines. Jeffries offers candid advice for people with autism on how to improve their application responses. “Compounding the literal/precise answer trap is the difficulty we autistics have in reading between the lines and working out what the recruiter actually wants to hear about,” she writes. “Why do you want this job?” probably wants an answer about why the role aligns with your skills and values, rather than a simple expression of how keen/passionate you are about the role.” She adds that ideally, she would like the destigmatization of disability/neurodiversity to reach the point where she (and others) can be “100% confident that I wouldn’t get rejected because of my disability and where my autistic friends and colleagues no longer feel they should hide their disability in applications.”
Another neurodivergent advocate who has weighed in on improving job descriptions and hiring in general is Priscilla Eyles, a speaker, writer, and researcher with ADHD. “Trying to give employers what you think they want is a bit like being Sisyphus,” Eyles writes in her essay, “Job Hunting: An ADHD Perspective”. Elaborating on the Sisyphus analogy, she compares the experience of job-hunting as someone with ADHD to “rolling that boulder uphill, only to see it roll down again with a sickening thud! At least that’s how I’m feeling in the wake of relentless dispiriting rejections, which are often a result of unfair discriminatory practices and neurotypical biases.” Showing that she isn’t alone in her experience, Eyles cites a 2018 AchieveAbility report, which found that 43% of respondents felt discouraged from applying due to the application process, and that 52% reported experiencing discrimination during the interview or selection process. Eyles encourages employers to be more realistic in their requirements and expectations of prospective employees, and to avoid using ability-based specifications that screen out candidates who are neurodivergent. The process of filling out applications, Eyles notes, can be much more complicated, frustrating, and time-consuming than it really needs to be. “While it’s understandable that employers should want to impose some degree of structure on applications,” she writes, “it would help if they stuck to formats that are not too rigid, don’t include lots of complicated formatting, or ideally, offered a choice of formats. And as for word counts, why not use these as a guide rather than an absolute limit?” She points out that the lack of support from recruiters and employers has pushed many neurodivergent jobseekers, herself included, to self-employment. This is a major setback for companies missing out on all that neurodivergent employers have to offer, simply due to a lack of accessibility. “I truly believe neurodivergent people are an asset to any office,” Eyles writes. “They are passionate, innovative, hardworking and loyal.” Why should companies miss out on that passion and innovation, along with diverse skills and talents, simply because a job posting isn’t structured or worded as inclusively as it should be? A few reworked sentences is all it takes to make a difference. In 2025, let’s make sure that talent and potential don’t go to waste.
Sources:
Siocon, G. (2025). “Want to Hire Neurodivergent Talent? Start with Your Job Descriptions”, Ongig Blog. https://blog.ongig.com/diversity-and-inclusion/want-to-hire-neurodivergent-talent/
Austin, R. & Pisano, G. (2017). “Neurodiversity as a Competitive Advantage: Why you should embrace it in your workforce”, Harvard Business Review. https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage
Leopold, M. (2023). “How to Optimize Job Descriptions for Neurodivergent Job Seekers”, Society for Human Resource Management. https://www.shrm.org/topics-tools/news/inclusion-diversity/how-to-optimize-job-descriptions-neurodivergent-job-seekers
Eyles, P. “Job-hunting: An ADHD Perspective”, The Future is ND. https://thefutureisnd.com/job-hunting-an-adhd-perspective
Enna Global (2022). “How to Write Inclusive Job Descriptions for Neurodivergent Candidates”, Recruiting Neurodivergent Talent, Enna Global. https://enna.org/writing-accessible-job-descriptions-to-help-you-attract-neurodivergent-talent-dos-and-donts/
Jeffries, H. (2022). “Autism and Job Descriptions”, Helen Jeffries Blog. https://helenjeffries.wordpress.com/2022/08/23/autism-and-job-applications/?utm_source=chatgpt.com
