6 Inclusive HR Practices Every UK Employer Should Have in 2025

By Joanne Palmerino

In this blog, Joanne Palmerino, Head of People and Culture at Petty Pool, shares practical ways to make your recruitment and HR practices more inclusive, especially for neurodivergent candidates.

As HR professionals, we have the power, and the responsibility, to create working environments where everyone can thrive. At Petty Pool Trust, inclusion is not just a policy, it’s a practice. And with an estimated 15% to 20% of UK adults being neurodivergent, our HR strategies must go beyond traditional frameworks to meet the needs of all individuals.

Whether it’s ensuring fair recruitment, fostering psychological safety, or adapting our communications, inclusive HR practices are key to building workplaces that truly work, for EVERYONE.

1. Share Interview Questions in Advance to Reduce Anxiety

Traditional interview formats often favour neurotypical candidates who thrive under pressure or can think quickly on their feet. However, for many neurodivergent individuals, interviews can trigger high levels of anxiety, not due to a lack of ability, but because of how they process information.

Solution:
Sharing interview questions in advance helps reduce stress and allows candidates to prepare thoughtful, relevant responses. This small change makes the process more equitable and ensures you’re assessing real skills, not coping strategies.

2. Ask About Reasonable Adjustments Before the Interview

Under the Equality Act 2010, UK employers must provide reasonable adjustments for disabled candidates. But fulfilling legal obligations alone isn’t enough to build an inclusive workplace.

Solution:
Be proactive. Ask candidates before the interview if they require any adjustments, additional resources, or support. This not only shows empathy but also demonstrates a genuine commitment to accessibility and inclusion.

3. Write Clear, Jargon-Free Job Descriptions

Vague or overly complex job descriptions can deter neurodivergent applicants, particularly when loaded with jargon or unclear expectations around “culture fit” or soft skills.

Solution:
Use plain, concise language. Clearly separate essential and desirable criteria. Avoid vague phrases like “fast-paced” or “good team player” unless you explain what that looks like in practice.

According to a 2022 CIPD survey, nearly 30% of neurodivergent jobseekers reported difficulties understanding job descriptions or navigating application processes.

4. Diversify Assessment Methods to Reflect Real Skills

CVs and traditional interviews often favour candidates who excel at verbal communication and social cues—traits not always aligned with actual job performance.

Solution:
Introduce alternative assessment formats like work trials, job shadowing, task-based assignments, or portfolios. These methods allow candidates to demonstrate their abilities in ways that better reflect their strengths and reduce reliance on “performing well” in an interview setting.

This shift can also help reduce unconscious bias in your recruitment process.

5. Provide Neurodiversity Training for Hiring Managers

Even the best-written inclusion policy won’t make a difference if your team doesn’t know how to implement it. Managers often make decisions based on unconscious biases or misunderstandings about neurodivergent behaviours.

Solution:
Offer regular neurodiversity awareness training for all team members involved in recruitment and onboarding. Equip them with practical knowledge about reasonable adjustments and inclusive communication styles.

A 2023 report by Neurodiversity in Business found that over 60% of neurodivergent employees felt their managers did not understand their condition. Training can close this gap and build confidence on both sides.

6. Embrace Flexible Working to Support Neurodivergent Employees

Flexibility in the workplace is often seen as a perk, but for many neurodivergent individuals, it’s a necessity. Rigid schedules, noisy environments, or reliance on verbal communication can create barriers to productivity and wellbeing.

Solution:
Offer flexible working arrangements wherever possible. This could include remote or hybrid options, staggered start times, quiet workspaces, or allowing communication via email instead of phone or face-to-face meetings.

At Petty Pool Trust, we support flexible working to ensure that all team members can contribute in ways that suit their strengths and minimise unnecessary stress. Flexibility creates an environment where EVERYONE, not just neurodivergent employees, can thrive.

Inclusion Is Ongoing, Not Optional

Inclusive HR isn’t about box-ticking, it’s about culture-shifting. By embedding these practices into your hiring and management approach, you’re not just complying with the law, you’re creating a workplace where everyone can thrive.

And if you want to take your learning further, or you’re ready to transform your organisation’s approach to inclusion…

Join Us at the Neuro-Inclusion Summit

Date: 3rd July 2025
Location: The Pavilion, Chester Racecourse
️ Book your ticket now: Neuro-inclusion Summit 2025 – Petty Pool

This one-day award-winning event brings together experts, employers, and neurodivergent voices to explore how we can make workplaces more inclusive. You’ll leave with practical tools, inspiring ideas, and a renewed sense of purpose.

Let’s build more inclusive workplaces, together.