As a recruitment agency that prides itself on working with forward-thinking businesses, we know that the most successful employers are those who recognise the benefits of embracing a diverse and inclusive workforce. 


In the UK, between 15 and 20 per cent of the population can be described as neurodivergent.  In real terms, that is between 10 and 13.5 million people. 

Neurodiverse people may be described as being on the autistic spectrum or with attention deficit disorders, dyslexia, dyscalculia, or dyspraxia. By learning, processing and communicating information differently than neurotypical people, their unique strengths and skill sets can bring huge commercial benefits to organisations. However, despite having a wealth of talent and skills to bring to the workplace, unemployment in this group is disproportionately high. 

A lack of capability does not drive the challenges experienced by neurodivergent people accessing employment opportunities, but often by a lack of awareness, understanding and support from potential employers during the recruitment process to enable them to showcase their skills and abilities more effectively.  

What can employers do to improve their recruitment processes? 

Forward-thinking employers are adjusting their recruitment processes to support applications from neurodivergent individuals, remembering that one size does not fit all. Examples of straightforward adjustments in the recruitment process are: 

  • Ensuring that all forms of communication, including job adverts, application forms, and correspondence, are written clearly, concisely and in plain language. 
  • Offering to provide information in alternative formats such as video and allowing applicants to submit video responses. 
  • Allowing for options such as advance notice of interview questions, virtual interviews, and written or task-based assessments. 
  • Providing quiet interview spaces to reduce sensory distractions for people who may be sensitive to environmental stimuli. 
  • Giving candidates the option to bring a support person to assist with communication or provide support during the interview process. 
  • Providing extra time for reading documents or completing written assignments. 
  • Using clear and structured interview questions to help individuals understand what is expected for more accurate responses. 
  • Ensuring interviewers are fully supported and trained on neurodiversity awareness and inclusive communication skills. 
  • Providing constructive feedback to candidates, regardless of the outcome. 

Inclusive recruitment practices are crucial for helping bridge the talent gap while building a loyal workforce that reflects the diversity of expertise available today, driving innovation and success.

By embracing neurodiversity, employers create opportunities for underrepresented groups while harnessing their unique skills and perspectives, such as enhanced data analysing skills, divergent thinking, and high levels of empathy.

At Fletcher George, we’re committed to helping businesses in Surrey find and retain the best talent while fostering inclusivity. If you’d like to learn more about how you can improve your recruitment and retention processes and attract neurodivergent candidates, let’s start a conversation. 

Whether you need guidance on reasonable adjustments, advice for interviewers, or support with creating accessible job adverts, we’re here to help create inclusive workplaces where everyone can thrive. 

Lisa Wintrip
Fletcher George Recruitment