Audience guide
Autism, ADHD, dyslexia and other neurodivergence
Neurodivergent people often bring strong focus, pattern recognition, honesty and creative problem solving. Barriers usually come from vague communication, sensory overload and interviews that test social performance rather than skills.
Adjustments are about what helps, not about labels. Never ask for a diagnosis, and let each person decide what they share.
What to do
- Be direct and specific in instructions and feedback
- Share interview questions in advance
- Keep a predictable routine and warn about changes
- Let people choose how they work best, for example with headphones or written tasks
What to avoid
- Judging eye contact, small talk or body language at interview
- Hints, sarcasm and unwritten expectations
- Last-minute changes without explanation
Typical adjustments
- A quiet workspace or noise-cancelling headphones
- Written task lists and clear priorities
- Text-to-speech and spell-check tools
- Regular scheduled check-ins instead of ad hoc feedback
Extra steps in your plan
Send interview questions in advance
It lets candidates show their real skills instead of their ability to think on the spot, and costs you nothing.
Interview and select · Essential · 15 min
Ask about the sensory environment
Lighting, noise, smells and busy spaces affect many neurodivergent people. Small changes, like where their desk is or headphones, can make a big difference.
Offer and prepare · Recommended · 15 min
Give clear, written instructions and priorities
Say exactly what needs doing, by when and what good looks like. Confirm spoken instructions in writing.
Onboard · Essential · About 1 hour
Turn this into your own plan
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This toolkit is general guidance, not legal advice. Rules on recruitment, adjustments and support schemes differ between countries, so check with your local employment service or an adviser.