How to hire more inclusively

Three big questions from last week’s masterclass - and a live Q&A on Wednesday to explore more.

Author

Jess Meredith
July 01, 2025

Before I crack on with this week’s newsletter, a quick update about our NeuroNavigator® programme.

We’ve had a lot of brilliant questions since launching the programme - so many that I’m hosting a live Q&A webinar on Wednesday. Whether you’ve already signed up or are still on the fence, it’s your chance to get a real feel for the programme and ask anything you’re wondering.

At the same time, the Early Bird Offer ends this Friday (4th July). You’ll get:

  • £1,000 discount (And this is the last year we will be offering this huge discount)

  • 45 minute 121 with me

  • Exclusive pre-programme prep session

So if you’ve been meaning to enroll, now’s the moment.

Today I’m talking about:

  • Info: Three big neuroinclusion questions, and my answers

  • Tips: Small shifts to make your recruitment process and workplace more neuroinclusive

  • Recommendations: Where to go next if these topics sparked something

“Should we reject applications if AI has been used?”

AI is a huge topic right now, and this is the type of question more and more people are asking. For example, what should happen when a cover letter or personal statement has clearly had a helping hand from ChatGPT or similar?

Here’s a different way to think about it: AI is a tool. And tools aren’t cheating. If someone uses spellcheck, voice dictation, or asks a friend to read their draft - we don’t penalise that. So why treat AI differently?

What we’re really trying to understand in an application is: does this person have the potential to succeed in the role? If they’ve used AI to help express themselves more clearly (for example) - that could be a sign of resourcefulness, not deception.

Of course, if the application lacks substance or clarity, that’s a concern, but not because AI was used. Because the end result didn’t show us what we needed to see.

Instead of asking “Was this written by a person or a bot?” it might be more useful to ask: “What are we actually judging in this process, and does our approach give people a fair chance to show us that?”

“What if we need to say someone is ‘severely dyslexic’?”

This question came up in the context of needing to explain support needs. I don’t believe in mild to severe type labels but I understood where this person was coming from.

Sometimes, shorthand labels can feel like the only language available to communicate complexity. But terms like “severe” or “mild” can be tricky because dyslexia (and other differences) don’t exist on a neat linear scale.

One person might have huge difficulty with written processing but incredible verbal fluency. Another might be slow to read and struggle with memory and organisation. Both might be considered “severely dyslexic” but their experiences are completely different.

Where possible, it’s helpful to focus on the impact:
🔸 What does this person find particularly difficult?
🔸 What strengths do they have that are relevant to the task?
🔸 What adjustments enable them to thrive?

If we need to use descriptive language, we can centre it around specific needs and the individual: “X has significant challenges processing written information quickly” is more useful (and respectful) than “X is severely dyslexic.”

“What do you think about psychometric tests in recruitment?”

Psychometric tools can offer structure and consistency. But many were built without neurodivergent people in mind, especially those that rely on speed, pattern recognition, or verbal reasoning.

That doesn’t mean we should scrap them entirely. But we do need to be curious about what we’re trying to assess and how we’re doing it.

Do we value fast decision-making, or thoughtful analysis? Are we using a test because it’s always been part of the process, or because it tells us something meaningful?

Where possible, offer alternatives. Let candidates know what to expect. And if someone requests a different way to show what they can do, consider how you might flex.

Inclusion isn’t about lowering the bar. It’s about checking whether the bar is measuring what we actually care about.

Practical tips

  • Be transparent in your application process about what you’re looking for, and what formats are acceptable.

  • Use person-centred language when describing needs or diagnoses.

  • Audit your recruitment tools for speed bias or inaccessible formats.

  • Create space for candidates to share how they work best, and actually listen to what they tell you.

Want to ask questions about the NeuroNavigator® programme, or have a sneak peek at the content? Join me on Wednesday 2nd July 12.30-1.30pm UK time for a Q&A webinar.

Thanks to everyone who came to the masterclass and asked such brilliant questions. These are the conversations that help us all do better, and I’m looking forward to continuing them this week.

Hope to see you there,
Jess

PS Whenever you’re ready, here are some ways I can help:

PPS Here's what someone said about sessions I’ve been running with a long-term client

 "I think all the sessions arranged around neurodiversity are fantastic. They have made me feel so much more seen, and have provided some really helpful information.”