Four Ways to Make Job Descriptions More Inclusive for the Neurodivergent Job Seeker

Writing an attractive, concise, and exciting job description can be tough — especially in today’s competitive job market. There’s a lot to consider: job requirements, salary range, company culture, benefits, and more. But one crucial element is often overlooked — inclusivity, particularly for neurodivergent job seekers.

Inclusive job descriptions don’t just promote fairness; they also help you attract a broader range of talented candidates, many of whom bring creativity, innovation, and diverse perspectives to your workplace. So how do you ensure your job postings are welcoming and accessible to neurodivergent applicants?

Here are four practical strategies to make your job descriptions more inclusive and appealing to a wider talent pool:

1. Separate Your Job Requirements

It’s common for job descriptions to include a long list of must-haves and nice-to-haves all lumped together. The intention might be to find a well-rounded candidate, but this approach can unintentionally discourage neurodivergent applicants — especially those who are literal thinkers or who struggle with ambiguity.

If a candidate sees a long list and doesn't meet every bullet point, they may self-select out, even if they are perfectly qualified.

What should you do instead? Break your list into two clearly labeled sections:

• Required Qualifications

• Preferred or Nice-to-Have Skills

This simple step makes it easier for candidates to self-assess and understand whether they’re genuinely a good fit for the role. And remember, as the inclusive hiring platform Mentra puts it: “Keep your lists tight, simple, clear, and relevant to the role.”

2. Be Specific About What You Mean

The Employer Assistance and Resource Network on Disability (EARN) makes a good point — vague phrases like “strong communication skills” or “team player” can be confusing or open to misinterpretation. Neurodivergent candidates may read these terms literally or struggle to determine what’s actually expected of them.

Instead, be concrete and action-oriented. For example:

• Replace “excellent communication skills” with “able to write clear, concise emails and present ideas in team meetings.”

• Swap “problem-solver” with “able to troubleshoot customer issues using our internal help desk system.”

The more specific and transparent you are, the easier it is for candidates to gauge whether they can succeed in the role.

3. Limit or Clarify Industry Jargon

Every industry has its own shorthand, buzzwords, and acronyms, but too much jargon can be alienating, especially for candidates who process language differently or are newer to the field.

When using technical terms or abbreviations, ask yourself:

• Is this jargon absolutely necessary?

• Can I define it in plain language?

• Will the candidate really need to know this on day one?

Clear language opens the door to qualified candidates who might otherwise be put off or distracted by insider lingo.

4. Describe the Work Environment

Many neurodivergent individuals experience sensory sensitivities or benefit from specific working conditions. Including brief details about the environment can help them determine if the role is a good match from the start.

Consider including information such as:

• Work setting (e.g., open office, remote, hybrid, quiet workspace)

• Pace of work (e.g., fast-paced, deadline-driven, project-based)

• Communication style (e.g., frequent check-ins, independent work encouraged)

• Sensory considerations (e.g., use of fluorescent lights, noise levels, accommodations available)

Transparency in this area not only supports better hiring decisions but also signals that your company values accessibility and inclusion.

Final Thoughts

Small changes in the way you write your job descriptions can make a big difference in who feels welcome to apply. By being mindful of how neurodivergent individuals might interpret and experience your job ads, you’re not just writing better descriptions — you’re building a more inclusive, equitable, and innovative workplace.

The information contained herein is for educational purposes only. It does not constitute legal advice.

Need help creating a neuro-friendly recruitment process? Beyond Neurodiversity can help! Contact us today to learn more about our customized services.