Reducing Recruitment Barriers for People with Autism

Organisations are required by law to make ‘reasonable adjustments’ for people with a disability and Neurodiverse conditions such as ADHD, Autism, Dyslexia, Dyspraxia and Tourette’s which fall under this umbrella. The Equality Act 2010 legally protects people from discrimination in the workplace.

Minor adjustments to encourage applications is the start.

Job descriptions often have a list of skills which are often deemed desirable, but which are not essential for the role. Phrases such as ‘Good team player or excellent communicator’ have become default – similar to being an extrovert. Autistic people will not apply for jobs requiring these attributes despite having the essential skills to do the job, seeing one thing on the application they are not good at will mean they will not apply.

The Application Form
Provide clear guidance and a word count for responses. A space for highlighting support or adjustments at the interview stage.

Job Adverts
List essential skills using plain English, avoid jargon and superfluous information. Present adverts clearly, avoid complex design. Be objective about the skills that are really needed for the job and omit any that are not.

Read tomorrow’s post for a quick guide on how to adjust interviews, to ensure the process is a success.