An employer’s neurodivergent checklist in 2026
HR Dept
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4 min read
Understanding of neurodiversity has become much more widely recognised over the past ten years. While traditionally, conditions such as dyslexia and autism may have predominantly carried stigma, now there is realisation that they just make people different, not necessarily disadvantaged; although they come with challenges.
We must avoid thinking that every neurodivergent person in a category shares certain traits. Everyone is an individual. Whether neurodivergent or neurotypical, everyone has strengths and weaknesses.
About one in every seven people is neurodivergent. But if the standard workplace and job roles have been developed over decades based on neurotypical norms, what are the simple steps you can take to ensure you don’t let a neurodivergent diamond slip through your fingers when hiring?
Here’s a checklist of five areas you can review to make sure your recruitment and retention initiatives suit neurodiverse workers too.
1. Are your job adverts clear and accessible?
Your job advert may be the first interaction any future employee has with you. Regardless of whether they are neurodivergent, a job advert written with clarity and appropriate detail will help you attract better candidates.
But consider the presentation – font size, for instance, for the dyslexic – and the language when drafting it. Are all those skills you require really “essential”, or just “desirable”? Can you choose words and phrases which welcome people with something different to offer, rather than shut them out?
2. Are you making reasonable adjustments?
If you’re used to employing people, you’ll likely already know that reasonable adjustments are something you must do by law to support employees with disability. Neurodiversity is not analogous with disability, but sometimes it will meet the threshold.
Even if it is not at that level though, making reasonable adjustments for someone with a neurodivergent condition could be in both your interests. By their nature, “reasonable” adjustments should not be overly burdensome on you, but they could make all the difference to them – noise cancelling headphones for an autistic person driven to distraction by ambient sounds, for instance.
Your application process can ask if they need any specific adjustment for the interview. As an example, this could be holding the meeting in a quiet room with natural light. If there are tests, ensure they are inclusive.
3. Training and supporting managers (and wider staff)
Neurodivergence training can help managers work effectively with neurodivergent staff. It can also help colleagues communicate efficiently, and understand how to lean into neurodivergent strengths. Training could include: What conditions does it cover? How do they present? What do people find difficult about certain conditions? If no one knows it will lead to disharmony, which is bad for business.
4. Tailor communications
Taking in and processing information is one of the main ways in which neurodivergent people may struggle with neurotypical norms. ADHD people not able to focus for more than a short period of time, dyspraxic people struggling with more than two or three instructions at once, or dyslexic people needing longer to absorb information from a power point presentation. Recognising this and tailoring communications to individuals, or just presenting information in different formats, will ensure everyone gets the message.
5. Embracing technology for productivity
Has the pace of technological change ever been faster? And with AI it will probably continue to accelerate. Tools to help with neurodivergence (and general productivity) are being developed all the time so it is worth paying attention to what is available, or engaging with staff who have an interest. Whether it is using AI to summarise long documents, speech-to-text software or those noise cancelling headphones, there are solutions that can help.
And we can help too
Here at The HR Dept, we are here to support you with all aspects of employing people. Whether it is finding a way forward with reasonable adjustments, or preparing job adverts. Our local experts across the country are here to provide tailored advice.
