Hiring Neurodivergent Talent: How to Attract, Support & Unlock Potential

Great businesses thrive on diverse thinking—but are you making space for neurodivergent talent?   

It’s Neurodiversity Celebration Week (17th-23rd March 2025) and this provides an opportunity for employers to rethink their approach to hiring and workplace inclusion. This year’s theme, Celebrating Different Minds, highlights how embracing neurodiversity can unlock innovation, creativity, and untapped potential in your workforce.   

At Stopgap, we’ve seen firsthand how neurodivergent talent can thrive when given the right support. Yet, many neurodivergent professionals hesitate to disclose their diagnosis during the hiring process for fear of being misunderstood or penalised. 

Amanda McCarthy, one of our team members who has ADHD and autism, knows this struggle well. "I was afraid that disclosing would mean people would see me as ‘difficult’ or ‘too much” she explains. “But when Stopgap gave me space to talk about my needs without judgment, I was able to do my best work and feel valued.”  

With 15-20% of the UK population being neurodivergent, creating an inclusive workplace isn’t just a ‘nice to have’—it’s essential for attracting and retaining top talent. So, how can employers attract, support, and retain neurodivergent talent?

Here’s what you need to know.   

1. Make Your Hiring Process More Inclusive

Traditional hiring processes can often create unnecessary barriers, preventing employers from accessing this wealth of talent. By making small but meaningful changes, organisations can create a more inclusive hiring process that allows neurodivergent professionals to showcase their skills.  

Small changes can make a big difference, such as:

• Simplifying job descriptions – Use clear, concise language and focus on essential skills rather than personality traits like “team player” or “good communicator"

• Offering alternative application formats – Some candidates may prefer submitting a work sample or a video instead of a CV and cover letter.

• Being open about workplace adjustments – Highlight that your company offers support for neurodivergent employees in job postings and career pages.  

Resource: Neurodiversity in Business provides great guidance on making hiring processes more accessible. 

2. Adapt the Interview Process

For many neurodivergent candidates, traditional interviews can be overwhelming.  

Consider adjustments such as: 

• Providing interview questions in advance to allow all candidates to prepare equally.

• Offering a structured format with clear expectations and a predictable flow.

• Providing alternative assessments like work trials or practical tasks instead of rapid Q&A sessions.

Amanda recalls how small adjustments made a difference in her experience, ‘When interviewing I will ask for clear instructions of where in the building to meet for the interview, ask if there are any particular ways they would like me to prepare, what the dress code is and how long the interview is expected to last“.  

Resource: Neurobox’s guide on disability and disclosure offers insights into making recruitment more neuro-inclusive.

3. Offer Workplace Adjustments & Support

Once hired, neurodivergent employees can thrive with a few simple accommodations.  

Common reasonable adjustments include:

• Flexible working hours to allow for energy regulation.

• Quiet workspaces or noise-cancelling headphones for those sensitive to noise.

• Clear communication and structured workflows to support executive function  

Under the Equality Act 2010, UK employers are legally required to provide reasonable adjustments for employees with disabilities. While not all forms of neurodivergence are classified as disabilities, many neurodivergent individuals may still benefit from workplace adjustments. These adjustments—such as offering flexible start times, providing quiet workspaces, or assigning a mentor—are often low-cost or even free, yet they can significantly improve employees' performance.

Resource: Access to Work is a UK government scheme that helps fund workplace adjustments for neurodivergent employees.

4. Foster a Culture of Inclusion

Hiring neurodivergent talent is just the first step—creating a workplace where they feel safe and valued is key to retention. Here’s how:  

• Encourage open conversations – Let employees know they can talk about their needs without fear of judgment.

• Train managers on neurodiversity. Many line managers worry about “saying the wrong thing.” Providing education can help them feel confident about offering support.

• Celebrate neurodiversity – Mark events like Neurodiversity Celebration Week and share success stories from neurodivergent employees.  

Amanda’s experience at Stopgap highlights how a supportive culture can make all the difference. “Having leadership that listens and values my perspective has been a game-changer. It’s not just about ‘accommodations’—it’s about feeling like I really belong.”  

Resource: Genius Within offers workplace coaching and training for businesses looking to support neurodivergent employees.

5. Invite Open Dialogue & Feedback

Many employers fear saying the wrong thing when discussing neurodiversity, but the key is to listen with empathy.  

When an employee discloses their neurodivergence, you can respond with:

• “Thank you for sharing this with me.”

• “How can we best support you?”

• “What adjustments would make your work easier?”  

Encouraging employees to give feedback on workplace accessibility can also help shape more inclusive policies.  

Resource: Neurodiversity Hub provides excellent resources for companies looking to improve their inclusion efforts.

Want to Learn More?

Creating a neuro-inclusive workplace isn’t just the right thing to do—it’s also a business advantage. Neurodivergent employees bring creativity, problem-solving skills, and fresh perspectives that drive innovation.  

If you’d like to make your hiring process more inclusive or discuss how Stopgap can support you in hiring diverse talent, we’d love to chat. Contact Stopgap today!