Online workshop for HR: Creating Neuroinclusive Hiring Practices: Job Adverts

Agenda & Modules

1. Defining Neuroinclusive Job Adverts

Clarify your overarching purpose: attracting and supporting neurodivergent talent

Emphasize specificity over generic corporate jargon

Set measurable goals around diversity metrics and retention rates

2. Research Foundations

Review cutting-edge studies on how language shapes applicant pools

Discover novel insights like color-coded sections to signal cognitive load

Learn how inclusive wording can boost applications by up to 30%

3. Crafting the Job Title and Summary

Swap “rock star” and “ninja” for clear, role-specific phrasing

Feature key perks up front: flexible schedules, sensory-friendly workspaces

Experiment with Role Resonance Statements to align tasks with neurodivergent strengths

4. Language Tone and Cognitive Demand

Replace vague soft skills with direct expectation statements

Use “cognitive demand” labels (e.g., high-focus vs. varied tasks) to set clear workload expectations

Find the right balance between person-first and identity-first language

5. Structure, Format, and Accessibility

Break adverts into clear headings and bullet lists for quick scanning

Offer alternative formats: plain-text versions, audio transcripts, infographics

Embed visual timelines of the application process to reduce uncertainty

6. Highlighting Accommodations and Support

Clearly state available reasonable adjustments (assistive tech, flexible hours)

Explain confidentiality measures for self-identification and disclosure

Provide direct contact information for an accommodations coordinator or HR representative

7. Testing, Feedback, and Iteration

Run A/B tests on phrasing with neurodivergent focus groups

Monitor application completion rates, dropout points, and candidate feedback

Iterate and refine adverts based on both quantitative metrics and qualitative insights

Host or Publisher Logik Evolution/Kelly Lynn Redden