Blog
Notes on inclusive hiring
Field-tested writing on job descriptions, interviews, and management practices that welcome autistic and neurodivergent talent.
- Inclusive HiringJob Descriptions
Writing Job Descriptions That Welcome Autistic Candidates
Small changes in tone, structure, and specificity can dramatically widen your applicant pool — without lowering the bar.
6 min read - NeurodiversityWorkplace Culture
What Is Neurodiversity at Work, Really?
Neurodiversity is not a perk or a programme. It is a description of how human brains actually vary — and a reminder that hiring should reflect that.
5 min read - Job DescriptionsPlain Language
The Hidden Cost of Ambiguous Language in Job Ads
‘Self-starter’, ‘team player’, ‘dynamic environment’ — what these phrases really cost you in lost applicants.
4 min read - InterviewsAccommodations
Designing a Sensory-Friendly Interview Process
Lighting, small talk, surprise tasks — what to remove from your interview to give every candidate a fair chance.
7 min read - Plain LanguageChecklist
A Plain-English Checklist for Every Job Description
Eight questions to run your next JD through before you publish it.
5 min read - Job Descriptions
‘Must Have’ vs ‘Nice to Have’: Why the Distinction Matters
Burying optional skills in a single requirements list filters out the candidates you most wanted to reach.
4 min read - Remote WorkResearch
Remote Work and Autism: What the Research Says
Remote roles can be a major accessibility win — but only if the role description is honest about what remote actually means here.
6 min read - OnboardingManagement
Executive Function and the First 30 Days
Onboarding is where most inclusive hiring efforts quietly fail. Here is how to make week one work.
6 min read - Interviews
Five Interview Questions to Stop Asking
Some classic interview questions test masking ability more than job ability. Replace them.
5 min read - Job DescriptionsWorkplace Culture
How to Write About Team Culture Without Lying
‘Family’, ‘fast-paced’, and ‘flat hierarchy’ usually mean something the candidate will only discover after they accept.
5 min read - AccommodationsHiring Process
Offering Accommodations Without Forcing Disclosure
How to invite candidates to ask for what they need without requiring them to label themselves.
4 min read - Business CaseResearch
The Business Case for Neurodivergent Talent
Beyond the ethics: why companies that hire well across neurotypes outperform on specific, measurable axes.
7 min read - Job Descriptions
What Bullet Points Hide
A long bulleted list of responsibilities feels organised — but often masks contradictory or impossible roles.
4 min read - Plain LanguageBias
Tone Words That Quietly Exclude
‘Aggressive’, ‘hungry’, ‘relentless’ — coded language has a measurable effect on who applies.
5 min read - Hiring Process
Writing the Application Process Section
Most JDs end with a vague ‘apply now’. The hiring funnel leaks here more than anywhere else.
4 min read - ManagementRetention
Coaching Managers After the Hire
Inclusive hiring without inclusive management is a leak in the bucket.
6 min read - Case StudyJob Descriptions
Case Study: Rewriting a Real Engineering JD
A before-and-after walkthrough of a senior engineer role, with the reasoning behind each change.
8 min read - MetricsHiring Process
Metrics That Tell You Inclusive Hiring Is Working
If you cannot measure it, you cannot improve it. Here are four metrics worth tracking.
5 min read - LanguageDisability
Language Around Disability: Identity-First and Person-First
‘Autistic person’ or ‘person with autism’? A short guide to getting language right without overthinking it.
4 min read - ExamplesJob Descriptions
What Good Looks Like: Three JDs Worth Copying
Short tear-downs of three real, published job descriptions that get inclusion right without making a fuss about it.
7 min read