Agenda & Modules
1. Defining Neuroinclusive Job Adverts
Clarify your overarching purpose: attracting and supporting neurodivergent talent
Emphasize specificity over generic corporate jargon
Set measurable goals around diversity metrics and retention rates
2. Research Foundations
Review cutting-edge studies on how language shapes applicant pools
Discover novel insights like color-coded sections to signal cognitive load
Learn how inclusive wording can boost applications by up to 30%
3. Crafting the Job Title and Summary
Swap “rock star” and “ninja” for clear, role-specific phrasing
Feature key perks up front: flexible schedules, sensory-friendly workspaces
Experiment with Role Resonance Statements to align tasks with neurodivergent strengths
4. Language Tone and Cognitive Demand
Replace vague soft skills with direct expectation statements
Use “cognitive demand” labels (e.g., high-focus vs. varied tasks) to set clear workload expectations
Find the right balance between person-first and identity-first language
5. Structure, Format, and Accessibility
Break adverts into clear headings and bullet lists for quick scanning
Offer alternative formats: plain-text versions, audio transcripts, infographics
Embed visual timelines of the application process to reduce uncertainty
6. Highlighting Accommodations and Support
Clearly state available reasonable adjustments (assistive tech, flexible hours)
Explain confidentiality measures for self-identification and disclosure
Provide direct contact information for an accommodations coordinator or HR representative
7. Testing, Feedback, and Iteration
Run A/B tests on phrasing with neurodivergent focus groups
Monitor application completion rates, dropout points, and candidate feedback
Iterate and refine adverts based on both quantitative metrics and qualitative insights
Event Venue
Online
EUR 75.00
