Neurodivergent graduates often face systemic barriers that go far beyond filling out application forms or attending interviews. From my personal experience, I struggled with these tasks, not because I lacked the qualifications, but because recruitment processes were not designed with neurodiversity in mind. For over two decades, I internalised these difficulties, believing that was the problem. This self-blame and internalised ableism led to frustration, confusion, and significantly detrimental impacts on my emotional, mental, and physical health.
Radically different reality
However, the reality is different. The issue lies in how traditional recruitment methods, such as standardised forms and interview formats, fail to accommodate the specific strengths of neurodivergent individuals. For example, timed assessments or interviews that emphasise social interaction can prevent candidates from fully demonstrating their true abilities.
Additionally, neurodivergent people face valid fears of discrimination. Research conducted by Birkbeck University in 2023 shows that up to 65% of neurodivergent employees fear disclosing their condition to employers due to concerns about potential consequences. This fear creates a significant barrier to requesting necessary adjustments during the job search and beyond.
A lack of employer awareness exacerbates these challenges. A similar percentage of employers admit that their managers do not have enough understanding of neurodiversity, resulting in missed opportunities to appreciate the creativity and innovative thinking that neurodivergent individuals bring to the workforce.
Neurodivergent graduates are often excited and eager to put their degrees to good use as they enter the workforce. However, without awareness of the systemic challenges they will face, this enthusiasm can quickly turn into disillusionment and a real anxiety about their future.
This anxiety often takes two forms:
- Applying for any available position from a place of desperation, leading to burnout or a potentially unsuitable job;
- Or entering a state of overwhelm and executive dysfunction, causing them to freeze and struggle with taking action.
Sometimes these two states alternate, creating an exhausting cycle from which it seems impossible to be stable enough to work. This is borne out by research from City and Guilds (2023) that estimates that 30–40% of neurodivergent people in the UK are unemployed.
Let’s shift the focus
The focus must shift from inaccessible processes to transforming the system itself by adapting recruitment practices, offering reasonable adjustments, and creating truly inclusive work environments where the fresh perspectives and resilience that diversity offers is genuinely valued, not marginalised.
While systemic transformation can take time, during which millions of people’s lives are unnecessarily affected, we can participate in the change. We must also remember that systems and processes are created and implemented by people – by us. Change begins with us. Let’s transform our own approach to job searching and application, contributing to the broader evolution that must happen.
This is why I created the Confident Steps Programme. I want neurodivergent graduates like you to have your needs met now, not in 20 years. I want you to feel safe, celebrated, valued, and energised by your life more often than not. And when you’re not feeling it – because that’s life sometimes – you will have empowering tools to guide you and a supportive community that’s thrilled you’re in the world.
