Making a workplace inclusive starts with ensuring that job listings are written in a way that encourages people with disabilities to apply.
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“People with executive function challenges often struggle with time management so they may be prone to missing deadlines when they’re overloaded with work or when they don’t have a reasonable amount of flexibility or proper support,” she says. But the issue, Ms. Campbell says, lies with these “subtle turns of phrase” and “signs that a job might be excessively production-oriented or that there’s little room left in the day for accommodations.”
For someone who is neurodivergent, this emphasis on the “ideal candidate” worries her. “I have a lot of experience in my field and I’m confident in my skill set, but I’m not the kind of person who fits neatly into other people’s preconceived boxes.” Recent research from the Labour Market Information Council backs up Ms. Campbell’s concerns. The research found 90 per cent of job postings required at least one social-emotional skill written in such a way that discourages people with disabilities from applying. “Some neurodivergent individuals may interpret and use language in a non-nuanced and literal way, consequently not applying for a role with a long list of requirements,” the research notes.
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