Insights

Neuro-Inclusivity: The Importance of Building Fair and Accessible Recruitment Processes

January 8, 2026

Recent data from Neuroverse suggests that by 2030 more than 50% of Gen Z will identify as neurodivergent.

This perhaps surprising statistic highlights the importance of employers and workplaces continuing to take steps to ensure that they are truly neuro-inclusive. At Amberjack, we believe that this consideration should be embedded throughout the candidate experience during an assessment process.

With this in mind, we recently conducted a detailed analysis of 1,380 candidates requesting adjustments, 1,217 candidates disclosing disabilities, and 1,792 individual adjustment data points across 24 campaigns, offering one of the most comprehensive contemporary insights into real candidate needs.

In this article, we are focussing on what this analysis has told us about neuro-inclusivity.

Let’s look at the data

Unlike many industry thought leadership pieces which rely on perception or anecdotal feedback, this dataset is important as it is grounded in actual behaviours at scale.

Key findings:

Neurodivergent candidates represent 73% of all disability disclosures, with dyslexia alone accounting for 30% of all disclosed conditions.
Time & Scheduling adjustments make up 71% of all requests, and extra time alone accounts for 66% of all requests.
97.7% of all adjustments requested can be met proactively or reactively within Amberjack’s systems.
293 candidates requested adjustments despite saying “No” to having a disability, revealing a broader truth: adjustments are increasingly seen as part of an optimal candidate experience, not a disability-only intervention.
Among these candidates who did not disclose a disability, 77% requested Time & Scheduling adjustments, showing time-pressure affects all candidates, not just those with diagnoses.

Breaking Down Barriers

Despite government data showing 11.4% of the working-age population reporting a disability, one of Amberjack’s largest campaigns had only 4.3% of candidates disclosing one.

This is significant because:

Candidates cannot request adjustments they do not feel safe requesting
Employers may underestimate accommodation needs
A lack of disclosure does not mean a lack of barriers

The importance of language used cannot be underestimated too. At Amberjack, we use the term “adjustments” rather than “reasonable adjustments” to foster a more inclusive environment. The benefits of this shift in terminology were brought to our attention through the work of Theo Smith, a neurodiversity advocate.

Theo suggests that the term “reasonable adjustments” may imply a limitation or a threshold, potentially discouraging individuals from requesting necessary accommodations due to concerns about what is deemed “reasonable”. By referring simply to “adjustments”, Amberjack signals a commitment to flexibility and support, encouraging candidates to communicate their needs without hesitation.

Why Neuro-Inclusivity Matters

Neurodivergent individuals – those with conditions such as ADHD, autism, dyslexia, and dyspraxia – bring unique strengths and perspectives to the workplace, such as enhanced innovation and creativity, superior problem-solving and analytical skills, as well as exceptional attention to detail, and the ability to hyperfocus on tasks.

Yet, traditional recruitment processes often create barriers for these candidates. High cut scores, rigid formats, ambiguous instructions and inaccessible design can disproportionately disadvantage neurodiverse talent. We are committed to breaking down these barriers and providing a level playing field for every individual to display their best.

Proactive Steps We Take

Extra time is the most common need, accounting for 66% of all requests. We’ve built this into our processes by default – our online assessments are untimed, and assessment centre schedules also include flexibility for additional time.

However, our work doesn’t stop at implementation. We monitor candidate progression by protected characteristics, identify drop-off points, and act on insights to improve fairness. We’re also working toward WCAG 2.2 accessibility accreditation and partnering with charities to strengthen our approach.

Other proactive measures include:

Practice tests using live technology

Clear, jargon-free instructions

Alternative question formats (e.g., non-hypothetical scenarios)

Multi-modal communication (WhatsApp, email, phone) to suit individual preferences

These steps ensure candidates feel prepared, supported, and valued throughout the process, enabling them to perform to their fullest.

Reactive Solutions: Responding with Care

While most adjustments are anticipated, we also respond quickly to individual needs. This includes providing materials in braille or specific colour formats, offering telephone interviews instead of video, and enabling written responses where verbal communication is challenging.

We’re proud that during the period of 2024-25, we successfully accommodated 97.7% of all adjustment requests, demonstrating our commitment to flexibility and accessibility.

The figure of 97.7% now represents our baseline standard and target for future campaign years when we repeat this analysis. By targeting the 2.3% of requests that we have had more of a challenge in supporting we can move our assessment design further towards our long-term goal of adaptive personalisation.

Designing Assessments with Neurodiversity in Mind

Our blended assessment approach avoids reliance on single-criterion tests, which research shows can lead to bias. Instead, we assess in a holistic way at every stage, ensuring a well-rounded view of candidates. This method has already delivered measurable improvements in fairness and performance outcomes.

To ensure our assessments are neuro-inclusive, we collaborate with experts like occupational psychologist Nancy Doyle. Through this work, for example, we engaged with focus groups of neurodiverse professionals. Their feedback helped us eliminate unnecessary complexity and ambiguity, particularly in our numerical reasoning items, and helped us set standards that not only allowed us to improve our existing processes but have guided all of our design.

Final thoughts

It’s important to remember that behind the data are real people whose careers have been transformed by inclusive practices. From candidates with autism who thrived after being offered alternative interview formats, to those with caring responsibilities supported through tailored scheduling, every success story reinforces why neuro-inclusivity matters.

With neurodivergent conditions representing 73% of all disclosed disabilities in our recent analysis, the need for inclusive recruitment has never been clearer. Amberjack is proud to lead the way – creating platforms and processes that don’t just accommodate differences but celebrates them.

If you’d like support on making your assessment process more inclusive, then get in touch today.