20/03/2026
Some of our current learners are ready for their next step into paid jobs.
As an employer, your awareness of disability and neurodiversity is key to unlocking their potential and building a stronger, more inclusive team.
Disability awareness in the workplace isn't just about physical access; it’s about recognising that every brain processes information differently.
Neurodiversity includes conditions such as autism, ADHD, dyslexia, and learning disabilities. Under the Equality Act 2010, these are often recognised as disabilities. This means employers have a legal and ethical duty to ensure these individuals are not disadvantaged.
We have created an employer hints and tips guide on interview reasonable adjustments to help you be Disability Confident & Neuroinclusive
1. Before the Interview:
Send questions in advance: Give the candidate 24–48 hours to process the questions. This reduces anxiety and leads to better, more detailed answers.
Provide a "Route Map": Send a photo of the entrance and the interview room, along with clear directions. This helps with navigation and reduces sensory stress.
Offer an alternative to "The Board": Panels can be intimidating. Consider a 1-on-1 chat or a practical work trial instead.
Check sensory needs: Ask if the candidate prefers the lights dimmed or a room away from a noisy kitchen or printer.
2. During the Interview:
Use "Plain English": Avoid metaphors, idioms (like "hit the ground running"), or vague corporate jargon.
Be specific: Instead of asking "Tell me about yourself," ask "Tell me about your experience using Excel in your last project."
Allow for "Processing Time": After asking a question, wait a few extra seconds for the candidate to think before prompting them.
Don't judge body contact/eye contact: Many neurodivergent people may find eye contact difficult or may fidget (stim) to focus. This does not mean they aren't listening or capable.
3. Assessing the Candidate: Disability Awareness
Focus on "Can Do": Look for the skills required for the actual task, not just how well they "perform" in a social interview setting.
Value different thinking: Does the candidate offer a unique way of solving a problem you mentioned?
Identify potential adjustments early: If a candidate struggles with a specific part of the interview, ask yourself: "Is this a barrier I can remove with a simple adjustment if I hire them?"
When interviewing a learner from Mencap, remember that they may be accompanied by a Skills Coach. The coach is there to help facilitate communication and provide anxiety support, not to answer for the candidate.
Inviting a Skills Coach into the interview is a powerful act of disability awareness. It shows you value the candidate’s support system and are committed to seeing their true potential.
