TA directors, heads of recruitment and HRDs redesigning hiring
Neurodiversity recruitment is not a separate hiring track. It is a redesign of the mainstream one — because the same practices that surface and convert neurodivergent talent also improve conversion across the whole candidate pool.
Job descriptions that screen for personality traits rather than outcomes. Application processes that reward speed over quality. Interview formats that test social performance rather than capability. Assessment centres that punish sensory overload. Onboarding designed around implicit norms neurodivergent hires can't yet read.
Outcome-based job descriptions · task-based assessment · interview questions and formats shared in advance · sensory-aware environments · clear, explicit onboarding with named support · line managers trained to run inclusive probation conversations.
Widening the pipeline without fixing conversion just moves the problem downstream. Inclusive hiring practice fixes conversion — offer acceptance, probation completion, year-one retention — which is where the business case lives.
Usually no. A better redesign of the mainstream process outperforms a parallel scheme, and avoids the disclosure trap.
Track offer acceptance, probation completion and 12-month retention broken down by disclosure status — and compare against your general baseline.
Recognised UK and international standards, regulators and professional bodies referenced across this practice.
The statutory framework for reasonable adjustments and disability discrimination in UK employment.
Equality and Human Rights Commission guidance for UK employers under the Equality Act 2010.
CIPD professional practice guidance on neurodiversity in UK workplaces.
ACAS guidance on making reasonable adjustments for disabled workers in UK workplaces.
Cross-referenced pillars across the practice — designed to help senior teams navigate the full scope of Wayne Kelly’s enterprise neurodiversity, digital accessibility and AI work.
Group-scale strategy for FTSE 100/250 and multinational organisations.
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WCAG 2.2, EAA readiness and inclusive digital design at enterprise scale.
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Accessible, inclusive AI aligned to the EU AI Act and enterprise assurance.
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In-depth guidance on ADHD, neuroinclusive leadership and workforce strategy.
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Keynotes, leadership workshops and strategic advisory for boards, HR leaders, transformation directors and conference organisers across the UK.
