The Barrier Dictionary

Means almost nothing on its own.

'Dynamic' is a placeholder word. It might mean 'we change direction often', 'we have lots of meetings', or 'we don't have written processes yet'. Each of those has very different implications for candidates.

There are many kinds of communication — name the ones you need.

An autistic candidate may write outstandingly clear documentation but find small talk hard, or vice versa. 'Excellent communication' bundles them together and discourages applications.

Implies sustained stress without saying when or how often.

If the role really has high-pressure periods (launches, incidents, month-end), say which ones, how often, and what support is in place.

Hides the real demand: constant context-switching.

'Fast-paced' usually means frequent interruptions, shifting priorities, and short deadlines. For many autistic people, this is genuinely disabling — but some thrive in it. Saying so concretely lets candidates self-select honestly.

A personality label, not a job requirement.

Like 'self-starter' and 'rockstar', this asks candidates to identify with a stereotype. The behaviours behind it can always be described directly.

Often code for 'similar to people already here'.

'Culture fit' has been widely criticised as a vector for bias. It rarely refers to anything specific. Replace it with concrete values or working norms candidates can evaluate.

Source: Harvard Business Review — 'The Trouble With Hiring for Cultural Fit'

Idiom that hides the onboarding (or lack of it).

Be honest about what onboarding looks like. Autistic candidates often need clear ramp-up plans to do their best work.

Means the job description you're reading isn't the whole job.

Autistic candidates rely on accurate scope. 'Jumps in wherever' tells them the listed responsibilities won't match reality — which is a strong reason to walk away.

Same as 'rockstar' — describes a vibe, not the job.

'Ninja' implies stealth, speed and individual heroics. It signals a culture, not a set of responsibilities, and it puts off candidates who prefer plain language.

Asks for a personality, not a behaviour.

Many autistic people are deeply committed to their work but don't perform 'passion' in the expected social way. Describing the actual behaviours you need is fairer and more accurate.

Often filters out candidates who do the work just fine.

Many autistic people are warm, helpful and excellent with customers — but wouldn't describe themselves as a 'people person'. Describe the interactions instead.

An undefined trait dressed up as a job title.

Words like 'rockstar', 'ninja', 'guru' or 'wizard' tell candidates nothing about the actual work. Autistic candidates often read these literally and conclude the role isn't for them — even when they could do it well.

Source: National Autistic Society — employer guidance

An idiom that doesn't say what 'getting stuck in' looks like.

This usually means 'be willing to do unglamorous tasks', but the actual tasks are left unsaid. List them.

A hard requirement disguised as a preference.

Ambiguity tolerance is a real, measurable trait — and one many autistic people find genuinely difficult. If the role really does require it, describe what ambiguity looks like in practice so candidates can decide honestly.

An idiom that hides the actual scope of the role.

Idioms like 'wear many hats' or 'roll up your sleeves' are figurative. Autistic candidates often process language literally and find them confusing — and they conceal real information about how broad the role really is.