{"id":1209706,"date":"2025-06-19T15:38:37","date_gmt":"2025-06-19T14:38:37","guid":{"rendered":"https:\/\/tiger-recruitment.com\/?p=1209706"},"modified":"2025-06-19T15:40:24","modified_gmt":"2025-06-19T14:40:24","slug":"small-adjustments-big-impact-what-inclusive-hiring-really-looks-like","status":"publish","type":"post","link":"https:\/\/tiger-recruitment.com\/ae\/hr-ae\/small-adjustments-big-impact-what-inclusive-hiring-really-looks-like\/","title":{"rendered":"Small Adjustments, Big Impact: What Inclusive Hiring Really Looks Like"},"content":{"rendered":"

While awareness of neurodivergence in the workplace is growing, there\u2019s still a long way to go in closing the employment gap. According to gov.uk<\/a>, less than a third (31%) of autistic adults in the UK are in employment, compared to 75% of the general population.<\/p>\n

We spoke with Kate Headford<\/a>, Associate Director at Tiger Recruitment, who has nearly 20 years of experience in the industry. Inclusive hiring<\/a> has always been a passion of hers, but since moving into a leadership role, she feels an even greater responsibility to drive change.<\/p>\n

\u201cHiring managers are happy to offer reasonable adjustments when candidates ask for them,\u201d Kate explains. \u201cFrom their point of view, they feel they\u2019re being supportive.\u201d What many don\u2019t realise is that applicants may not feel confident enough to disclose their neurodivergence. As a result, they may turn down opportunities due to a lack of support during the hiring process, often seen as a sign they won\u2019t be supported in the role itself.<\/p>\n

According to Kate, one of the most common reasons employers give for not adapting their hiring or onboarding process is a lack of time or budget. However, there are several small changes businesses can make that can have a significant impact on neurodivergent candidates:<\/p>\n

    \n
  1. Normalise disclosure<\/li>\n<\/ol>\n

    Even if candidates aren\u2019t ready to disclose their neurodivergence, asking about adjustments early on helps create a sense of safety and inclusion.<\/p>\n

      \n
    1. Share interview questions in advance<\/li>\n<\/ol>\n

      Individuals with ADHD or autism often benefit from having extra time to process information. Sharing interview questions in advance gives candidates the opportunity to consider their responses carefully. As Kate puts it, \u201cThe interviewers were more prepared, and the answers were so much better. It\u2019s a win-win!\u201d<\/p>\n

        \n
      1. Be clear about timelines<\/li>\n<\/ol>\n

        Some organisations offer financial support for travel or childcare to help candidates attend in-person interviews. For those unable to offer such benefits, clearly communicating the interview date, time, and location at an early stage can be just as helpful. With enough notice, candidates can make the necessary arrangements and are less likely to drop out due to disruption.<\/p>\n

          \n
        1. Provide a clear onboarding plan<\/li>\n<\/ol>\n

          New environments can be particularly challenging for neurodivergent individuals. A detailed onboarding plan<\/a> outlines what to expect, helping to reduce stress and give them a sense of control. A written plan is especially useful, allowing them to revisit the information and process it at their own pace.<\/p>\n

          It\u2019s essential that inclusive policies are embedded throughout the organisation, not just used as an attraction tool. This lays the groundwork for long-term retention and success for neurodivergent hires. If you\u2019d like advice on inclusive hiring, onboarding, or workplace adjustments, request a callback<\/a> from one of our knowledgable consultants.<\/p>\n","protected":false},"excerpt":{"rendered":"

          While awareness of neurodivergence in the workplace is growing, there\u2019s still a long way to go in closing the employment gap. According to gov.uk, less than a third (31%) of autistic adults in the UK are in employment, compared to 75% of the general population. We spoke with Kate Headford, Associate Director at Tiger Recruitment,<\/p>\n

          Read more<\/a><\/p>\n","protected":false},"author":1282,"featured_media":1209707,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[100],"insight-type":[],"class_list":["post-1209706","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-ae"],"acf":[],"yoast_head":"\nInclusive Recruitment to Support Neurodiversity in the Workplace<\/title>\n<meta name=\"description\" content=\"Discover how small changes can make a big impact in inclusive recruitment. 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