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Neurodiversity isn’t a niche concern—it’s the future of the workforce. Over 50% of Gen Z now identify as neurodivergent, and they’re looking for employers who understand, support, and actively include them from day one. I recently shared practical advice with an employer on how to attract neurodivergent applicants to their placement opportunities.

“When you value difference, you discover extraordinary talent.”  Helen Cooke, CEO and Founder, MyPlus

If your work placement programme doesn’t feel accessible or inclusive to neurodivergent students, you’re likely missing out on a huge pool of talent. Below are the key strategies—simple yet powerful actions that can help your organisation stand out for the right reasons so you can attract neurodiverse talent to your work placement.

1. Engage with University Careers Teams

Connect early with university careers services. Let them know your placement programme is neuro-inclusive and that you are looking to attract neurodivergent students. Ask about any specific resources or advisers they have who support neurodivergent students. Their input can help tailor your approach and extend your reach.

2. Rethink Traditional Career Fair Formats

Large, busy career fairs can be overwhelming. Offer alternatives like online Q&A sessions, quieter meet-and-greets, or small-group conversations. Ask Careers services how they promote placements to their neurodivergent students. Flexibility makes a big difference in attracting neurodiverse talent and helping neurodivergent students engage meaningfully.

3. Share Real Stories from Neurodivergent Employees

Representation matters. If past neurodivergent students have completed your placements, or you have neurodivergent employees then ask them to share their stories. This could be on your website, in videos, or as short case studies. Real experiences help others feel seen, encouraged to apply and will attract neurodiverse talent to the company.

4. Provide a Named Point of Contact

Clarity and reassurance go a long way. Include a named point of contact in your recruitment materials.  This means someone neurodivergent applicants can reach out to confidentially to ask questions or discuss adjustments. This signals that you’re open, supportive, and ready to listen.

5. Make the Application Process Clear and Predictable

Uncertainty is a barrier. Use simple language and visual aids (like flowcharts or timelines) to explain your application process. If you already do this—great! Just make sure it’s easy to find and accessible for all. We love this video from Superdrug helping applicants know what to expect from in their interview. This is useful for all applicants – but especially neurodivergent candidates

6. Collaborate with Specialist Organisations

Partner with local or national organisations that work with disabled and neurodivergent students. For example MyPlus Students Club. You can ask for insights, advice, and access to networks to promote your placements more effectively.

7. Encourage Openness

If you want students to feel confident sharing their neurotype, make it safe to do so. Include a question in your application or registration forms such as: “Do you identify as neurodivergent or have a diagnosis? How you phrase this question matters. Many students may not pursue a formal diagnosis.  This could be due to long NHS waiting lists or because increased awareness has helped them recognise their neurotype without needing a clinical label. Make it clear that this information is voluntary, confidential, and only used to provide any adjustments or support needed.

8. Neurodiversity Training for Recruiters AND Interviewers

Make sure that representatives going to meet students understand Neurodiversity. If a student talks to a manager who is awkward and un-confident about discussing neurodiversity, all of your hard work is undone.. Training can help teams recognise the barriers neurodivergent applicants might face and how to reduce them.

Neurodiversity training for recruitment teams and interviewers can cover practical adjustments, ways to avoid unconscious bias, and how to create a process that works for a wider range of thinkers. We offer half-day, 2 hour and 90 minute Neurodiversity Understood training for recruiters. Earlier this year we delivered an express 30 minute Neurodiversity Recruitment session for partners involved in early careers recruitment at Addleshaw Goddard. This helps to ensure that neurodivergent candidates are assessed on their skills and potential, rather than how well they cope with traditional processes.

9. Review Interview Adjustments

Small changes can have a big impact. Consider adjustments like sharing interview questions in advance, offering different interview formats, or allowing extra time. Interviews can be a huge barrier for neurodivergent candidates and cause great anxiety – more to come on interviews in a future post!

Inclusivity isn’t just about values, it’s about action. With a few thoughtful changes, your work placement programme can become a welcoming gateway for the next generation of diverse talent.

If you’d like support in attracting neurodivergent talent and building a more inclusive recruitment process, we are here to help. We work with employers across industries to create environments where neurodivergent students, and professionals, can thrive.

By Eleanor Martin