How to write Neuro-Inclusive Job Descriptions

Author: Nadia Ibrahim-Taney, Mentra

In the race to find the best candidate for the job, one of the most overlooked ways employers can attract quality talent is through a well written job description. Even when there’s a desperate need on the team for a new hire to come in and fill a gap, we all know that writing job descriptions that job seekers understand, let alone, want to apply to is hard. Yet, it’s something that’s getting increasingly important in a tightening job market with a worker shortage. The pressure is on for companies to secure highly sought-after talent, felt in both the public and private sector.

If you recruit talent, you know, “diverse teams are more innovative, arrive at less biased decisions, and problem-solve more efficiently than teams who aren’t diverse” (Pittaway, 2022).– A new wave that’s taking shape is the ‘Neurodiversity’ movement, which is rising on the priority list for HR leaders – this encompasses the cognitive diversity of humanity.

Neurodiversity does not discriminate, it is equally prevalent among every diversity group: Black populations, the LGBTQ community, People of Color, Gender, and different socio-economic backgrounds.

Nadia Ibrahim-Taney

Forward-thinking companies are all coming to the same conclusion… “The Future of work is indeed neurodiverse” – accounting for the differences in how all our brains work, and the need to provide accommodations that will allow employees to bring their most productive and authentic selves to work. Hiring neurodivergent talent is a central part to an inclusive hiring strategy.

By Jared Smith (He/Him)
Jared Smith (He/Him) Associate Director, Diversity, Equity, Inclusion and Belonging