Hiring processes in the UK still see a widespread bias against neurodivergent candidates, with inflexible hiring practices impacting confidence, career growth, and mental health.
A recent study from Zurich UK reports that half of respondents have encountered discrimination from hiring managers or recruiters, while nearly one in five have been mocked due to their neurodiversity. As around one in seven UK adults are neurodivergent, they represent a substantial yet underutilised talent pool.
The report reveals that 31 percent of neurodivergent job seekers had their applications dismissed following disclosure of their neurodiversity. Subjective rejections, citing “communication style” or “team fit,” were also reported by 28 percent of respondents, while 27 percent said they had received discriminatory comments regarding their abilities. A further 25 percent reported being ignored or “ghosted” by recruiters after disclosure, with 16 percent of candidates seeing job offers withdrawn.
As discrimination persists, two-thirds of neurodivergent candidates feel that employers perceive neurodiversity as a “red flag” rather than a professional asset. Consequently, 51 percent of respondents avoid disclosing their neurodiversity due to fear of stigma, which they believe might hinder their chances of securing a job, and 47 percent feel disclosure is futile due to potential bias. The research signals an urgent need for tailored, inclusive recruitment processes to support neurodivergent professionals.
‘Weeding Out’ Neurodivergent Individuals
Traditional recruitment processes, which often favour neurotypical candidates, undermine the confidence and career trajectories of neurodivergent applicants. Over half of respondents (54%) believe that recruitment processes are structured to “weed out” neurodivergent individuals rather than fairly assess their skills. This sentiment aligns with the findings of the Buckland Review of Autism Employment, which showed that neurotypical hiring practices frequently disadvantage neurodivergent job seekers.
Many neurodivergent candidates cited complex interview structures and assessments as key obstacles. Thirty-seven percent reported feeling panicked in interviews due to overly complicated question formats. Additionally, 26 percent found long and detailed application forms challenging, while 24 percent struggled with vague job descriptions. Timed tasks, group assessments, and presentation-based evaluations were also named as particularly challenging, further compounding the difficulties neurodivergent candidates face in recruitment.
These hiring barriers have a lasting impact, with over 90 percent of respondents reporting adverse effects on their income, confidence, mental health, and self-advocacy abilities.
Marc Crawley, Founder and Director at Diversita, a recruitment agency designed to assist neurodivergent job seekers, said, “In my experience, one of the biggest barriers to employment for neurodivergent candidates is the traditional way in which companies approach recruitment. With one in seven adults identifying as neurodivergent, interview formats that are designed predominately for neurotypical applicants potentially exclude a huge amount of the job market.
“Most candidates we work with are autistic, dyslexic or have ADHD, however approximately 40% of our candidates have multiple neuro-types – this co-occurrence is really interesting and can bring a variety of complementary strengths such as diverse perspectives, increased productivity and creativity, and all contribute to a positive workplace culture.”
Clearer Language and Simpler Job Descriptions
Currently, only 17 percent of neurodivergent candidates report being offered job adjustments proactively, with a further 32 percent saying they received adjustments only after requesting them. This leaves 42 percent without necessary accommodations, despite the Equality Act 2010 requiring reasonable adjustments for job applicants.
Neurodivergent respondents identified several adjustments they believe could foster a more inclusive recruitment environment. Clear explanations of interview format, expectations, and processes were named as the most beneficial, with 38 percent of respondents expressing a preference for structured information. Similarly, 32 percent suggested eliminating group interviews, and 30 percent recommended removing subjective terms like “good communicator” from job descriptions. Simplifying the job requirements to include only essential skills and qualifications was another recommendation, favoured by 32 percent of respondents.
The data further suggests that adjustments for neurodivergent applicants are increasingly valued, with 63 percent of respondents acknowledging improvements in workplace inclusivity. However, Zurich’s research shows that gaps remain, with the majority of neurodivergent job seekers still experiencing unnecessary barriers to employment.
Commenting on the research, Steve Collinson, Chief HR Officer at Zurich said, “With over half of neurodivergent adults experiencing discrimination and two thirds saying employers see their neurodiversity as a ‘red flag’, it’s clear there is still a way to go when it comes to creating neuroinclusive workplaces. Our research shows that traditional recruitment processes are creating unnecessary barriers for these candidates and could be excluding as much as 15% of the job market, which is why it’s so important that employers adopt inclusive practices at hiring level – not just to already onboarded employees.”
