Job descriptions create a strong first impression on job seekers. However, for neurodivergent talent, that impression may feel unintentionally excluded. Research shows that 15% to 20% of the world’s population is considered neurodiverse. This population processes information, social cues, and environments differently. And yet most job postings are filled with jargon, vague expectations, and little for various ways of thinking or communicating.
In a recent JD Fix podcast episode, neurodiversity advocate and founder of Benford Talent Alchemy, Jen Benford, shares how we can reimagine job descriptions as tools for inclusion rather than filters of sameness. So, drawing from her experience and professional expertise, she offers actionable advice for writing job descriptions that welcome brilliant neurodivergent minds. Listen here:
What Is Neurodivergence?
Neurodivergence refers to the normal range in how individuals think, process, and experience the world. This includes people with autism, ADHD, dyslexia, dyspraxia, sensory processing hypersensitivity, and other cognitive differences. These differences are not considered deficits or disorders—they are just different ways to live.
Neurodivergent individuals often show extraordinary strengths in the workplace. They can concentrate on things with such intensity. Neurodivergent talent can also detect patterns differently, use unique approaches in resolving challenges, and demonstrate systemic thinking. However, they often struggle with the first step of the application process because most job descriptions are written without consideration for their needs or perspectives.
When a job ad doesn’t clarify work expectations, shows lengthy responsibilities, and uses coded language like ‘must be a culture fit, ‘ it sends an unspoken message to neurodivergent applicants that they don’t belong in this workplace. Conversely, inclusive job descriptions encourage neurodivergent talent to apply. They also provide clarity, flexibility, and psychological safety, which benefits all candidates.
Red Flags in Traditional Job Descriptions That Deter Neurodivergent Talent
In the podcast, Jen pointed out a few job description patterns that subtly exclude neurodivergent candidates. While these JD red flags may seem like harmless recruitment industry practices, they can confuse, overwhelm, or even alienate applicants who are already struggling in an environment that doesn’t support their cognitive functioning:
1. A long list of ‘Must Haves’
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. Jen notes that neurodivergent talent may ignore the job posts because they believe they should fulfill the entire list to become eligible.
“These can feel overwhelming and disqualifying to candidates who may already be underrepresented,” Jen shared.
2. Vague or Performative Buzzwords
Terms like “fast-paced environment,” “team player,” or “we’re looking for a unicorn” are so common that we rarely stop to question them. But for someone who relies on clarity and predictability, these phrases are confusing and, at worst, a red flag.
“When you read that, it signals a lack of structure and support,” Jen explained. “It’s coded language that doesn’t tell you what the job actually involves.”
3. “Cultural Fit” Over “Cultural Add”
The phrase “must be a culture fit” is often used to signal cohesion, but what it can really signal is conformity. It subtly communicates that difference isn’t welcome. Jen recommends flipping the narrative and looking for a “culture add”—someone who brings new perspectives, not someone who simply fits the mold.
4. No Mention of Flexibility or Accommodations
Job descriptions that do not mention accommodations, hybrid work, or different communication styles may discourage neurodivergent candidates from applying or asking for what they need later.
Why Language Matters: A Case for Psychological Safety
One of the most powerful changes organizations can make to their job descriptions is in the language they use. As Jen points out, tone and phrasing don’t just communicate expectations—they also shape how psychologically safe a job feels to potential applicants.
So, consider this comparison she shared:
❌ “Must thrive in a high-pressure environment and manage competing priorities without supervision.”
✅ “We support different work styles and encourage open conversations about how you do your best work. Accommodations are available throughout the hiring process—just let us know what you need.”
The second version is more transparent, supportive, and flexible. It acknowledges that people approach work differently and that you don’t have to compromise your well-being to succeed. A shift in tone can be the difference between feeling anxious and feeling welcome.
Quick Wins for Inclusive JDs to Attract Neurodivergent Talent
Jen offers several practical, low-effort changes that can significantly impact how your job postings are received:
✅ Include a Neuroinclusive Statement
Add a sentence that communicates your openness to accommodating different needs during the hiring process and on the job to make your Equal Opportunity Employer clause more engaging and transparent.
Example: We encourage applications from neurodivergent individuals and are happy to accommodate them throughout the hiring process. Let us know what works best for you.
✅ Use Plain, Direct Language
Avoid fluff, clichés, and technical terms that confuse applicants. Phrases such as “ninja,” “go-getter,” or “wear many hats” may seem energetic, but they don’t add new meaning. Clear and specific explanations help all candidates, especially those who interpret language literally or prefer structured communication.
Replace “You’ll crush KPIs” with “You’ll be responsible for increasing conversion rates by optimizing landing pages and measuring performance in Google Analytics.”
✅ Highlight Flexibility and Support
Indicate whether you allow various working arrangements, communication styles, and collaboration methods. Can the job be performed remotely? Do you provide quiet spaces? Do you support asynchronous communication?
Jen advises hiring teams to be specific about the options they allow. Otherwise, candidates may assume they are unavailable.
✅ Simplify Formatting and Structure
Consider how your job descriptions are visually presented. Create sections with headers, bullet points, and white space. Avoid lengthy paragraphs and packed text blocks that are too tiring to read.
What Makes a Job Description Feel Truly Inclusive
Inclusive job descriptions are about creating a message that makes candidates feel included, valued, and safe. Jen shared some personal insights on what, as a neurodivergent candidate, would truly make her feel like a job posting welcomes her. So, her suggestions offer an effective approach to writing job descriptions that resonate on a human level.
✅ Real Talk About Culture
It’s easy to write phrases like “we value collaboration” or “competitive salary and fun team environment.” But for neurodivergent candidates, who often rely on structure, predictability, and honesty to assess fit—these clichés don’t mean anything.
Jen suggests a good way to illustrate workplace culture is to describe what it’s like to work there: Do employees communicate via Slack? Does the company encourage employee feedback? Is the workplace quiet, or is the atmosphere always busy?
Such details give job seekers ideas on the daily life inside the organization = reducing ambiguity and anxiety.
✅ Details That Matter
Sometimes, the most reassuring thing employers can do to attract neurodivergent talent is to write a job description that grounds the role in reality. Jen suggests:
- Describe the first 30, 60, or 90 days of work.
- Mention the hiring manager or team lead?
- Share a short video of the team or work environment.
These little, concrete indicators denote transparency. They are reassuring for detail-oriented applicants or those who like to imagine their work expectations.
✅ Respect for Communication Differences
Many neurodivergent individuals are used to being told they need to change how they speak, present themselves, or ‘act’ in a neurotypical manner to be accepted. However, a genuinely inclusive job description permits applicants to show up authentically without pretending or downplaying their personality.
As Jen perfectly put it: “Let’s stop selling candidates mystery meat.”
Replacing vagueness with facts reduces stress, creates trust, and opens the door for those who have been excluded too often.
The Business Case for Inclusive JDs
Creating inclusive job descriptions isn’t just a DEI strategy; it’s also a clever, strategic business move. Employers who review how they communicate their open jobs, particularly for neurodivergent candidates, are doing what is right and discovering a robust, often overlooked talent pool.
Jen emphasized that neurodivergent professionals bring distinct strengths to organizations. These include:
- Pattern recognition
- Systems thinking
- Creative problem-solving
- Hyper-focus and deep technical skill
And the data backs it up: According to a Harvard Business Review study, neurodivergent employees are 30% more innovative in solving problems than their neurotypical peers. Companies that actively hire and support neurodivergent talent have reported enhanced productivity, quality, and employee morale across teams.
Despite the benefits, unemployment and underemployment rates for neurodivergent adults remain high. In the United States, it is estimated that 85% of people on the autism spectrum are unemployed, compared to 4.2% of the overall population. That’s not a skills gap—it’s a systems gap. Outdated hiring processes, inaccessible language, and a lack of transparency in job ads are all contributing factors.
When companies proactively make their job descriptions more inclusive, they position themselves to:
- Access a bigger talent pool
- Increase diversity of thought
- Improved innovation
- Elevate employee engagement and retention
- Boost the employer brand known for inclusion
It’s not lowering the bar but removing unnecessary, outdated barriers that keep talented individuals from entering the organization.
Common Strengths of Neurodivergent Talent (and How to Write for Them)
Here’s how to align your job descriptions to make them inclusive to neurodivergent candidates:
| Strength | How to Reflect It in JDs |
| Deep focus on technical skills | Specify tasks clearly and state how success is measured |
| Systems thinking | Describe how projects fit into broader goals |
| Pattern recognition | Highlight data work, process optimization, or strategy roles |
| Need for predictability | Outline the daily structure and tools used |
| Preference for written communication | Mention email, Slack, or documentation practices |
Using Tools to Analyze Job Descriptions for Bias
When it comes to job descriptions, even well-meaning language can include unconscious bias. That’s why using tools to review your job ads can make a big difference.
These tools help spot words or phrases that might push away neurodivergent people. They also offer better ways to say things. So, your job roles speak to neurotypical employees and neurodivergent workers alike.
Tools That Can Help
Tools like Textio and Ongig use machine learning and data analysis to find biased or unclear language. These platforms are a great way to make your job ads more inclusive for neurodiverse individuals. They give suggestions to help your writing connect better with people who have neurological differences. These include autism spectrum disorder, attention deficit hyperactivity disorder, or tourette syndrome.
You can also use resources like the Neurodiversity Hub resources for employers. It shares best practices based on the neurodiversity movement and can also help you create job ads that appeal to neurodivergent students, autistic people, and others with neurodivergent conditions.
Why Hiring Neurodivergent Talent Matters
Hiring neurodivergent people isn’t just the right thing to do. It’s also smart for business. People with neurodivergent conditions like autism spectrum disorder, attention deficit hyperactivity disorder, and tourette syndrome often bring unique strengths that many neurotypical employees may not have.
For example, neurodivergent workers might excel at data analytics, spotting patterns, or solving complex tasks. Some may have strong emotional intelligence, while others shine in creative thinking or problem-solving skills. So, these unique skills help teams work better and come up with fresh ideas.
Additionally, studies show that neurodiverse individuals often make fewer errors, are highly focused, and bring different perspectives to the table. That gives your team a real competitive advantage. This is especially helpful in fast-moving fields like the tech industry and business.
Also, creating inclusive work environments that welcome neurodiverse candidates sends a strong message. It shows that your company values all kinds of minds, not just the ones that think like the general population or neurotypical people.
So, as more business leaders focus on disability inclusion and the future of work, hiring neurodiverse talent is becoming a key consideration for forward-thinking companies. It’s also a great way to reflect the true diversity of the world and build a better, more balanced team.
What Inclusive Tools Can Help You Catch
These tools often highlight:
- Vague terms that can confuse neurodivergent leaders or team members
- Language that might overwhelm someone with social anxiety or other mental health conditions
- Phrases that accidentally suggest neurodivergent traits are a poor fit, like “must multitask under pressure” or “natural people person.”
With better wording, you can attract neurodiverse employees who bring fresh ideas and problem-solving skills. Their unique perspectives can give your company a competitive edge.
Hiring Neurodivergent Talent Is A Win for Everyone
More companies in the technology sector are using these tools as part of their neurodiversity hiring program or pilot program. Even business leaders in human resources are starting to see how inclusive job ads lead to fewer errors, stronger teams, and a more inclusive workplace.
The truth is, the general population includes both neurotypical people and the neurodivergent population. So, your job ads should work for everyone. If we want to build the future of work, we need to start with inclusive work environments that reflect the natural variations in how people think and work.
As Sarah Herrlinger, Senior Director of Global Accessibility Policy & Initiatives at Apple, puts it: “When you design for the margins, you make better products for the masses”. These tools are a simple but powerful way to advance people and build a better company culture, for every kind of mind.
Auditing Your Current Job Descriptions to Cater to Neurodivergent Talent
Here’s a simple checklist when auditing your job posts for neuro-inclusivity:
- Are your requirements focused on essential skills only?
- Is your language clear, concrete, and jargon-free?
- Do you mention flexibility, accommodations, or support?
- Is the format visually accessible (headers, white space, bullets)?
- Do you describe the experience of working there?
Use tools like Ongig’s Text Analyzer to scan job postings for exclusionary phrases, readability issues, or tone mismatches. It also helps simplify sentence structure and improve formatting to make your JDs more readable.
Real-World Examples of Inclusive Hiring
SAP
SAP is regarded as a pioneer in neurodiversity recruitment. Its Autism at Work program, started in 2013, boasts a remarkable 90% retention rate for employees on the autism spectrum—equal to the company’s overall retention rate and far above industry averages.
The company partners with external organizations and sources qualified candidates on the autism spectrum. It also uses performance-based interviews and skill demonstrations that benefit many neurodivergent applicants. Additionally, it provides workplace accommodations, mentorship, ongoing learning, and advocacy to support its neurodivergent employees and ensure their success.
JP Morgan
JP Morgan’s neurodiversity program “Autism at Work’ began in 2015 as a four-person pilot. In the six months of the program, the autistic staff were found to be 48% quicker and could accomplish up to 92% of their work compared to their non-autistic coworkers. The results were attributed to core strengths of autistic individuals, such as strong visual acuity, strong attention to detail, and the ability to focus on tasks intensely. The company was also proud to say that the retention rate for these employees is as high as 99%, proving the effectiveness of the support structures and workplace adjustments implemented for neurodivergent employees.
JPMorgan Chase has adjusted its assessment techniques at the interview stage using behavior-based neuroscience games (pymetrics) to objectively measure cognitive, social, and behavioral attributes, ensuring a better fit between candidates and roles.
The initiative has since grown to include more than 150 employees across eight countries, with roles primarily in technology such as software engineering, app development, and business analysis.
Why I wrote this:
The language you use in your job description can entice neurodivergent talent or drive them away. Inclusive job descriptions aren’t just good practice—they’re key to accessing overlooked creativity, focus, and innovation. Rethinking how we write is about removing unnecessary barriers. Contact us to schedule a demo if you’re ready to create inclusive job descriptions.
