I’ve been contemplating this for a while, unsure of how I wanted to bring it up. But let’s call it what it is: schools may embrace inclusive practices for students while still relying on exclusive hiring practices.

I’ll start with honesty—this wasn’t at the forefront of my mind when I was hiring staff as Head of School. Looking back, I wish I had done better.

This blog is an invitation to reflect on how we can make recruitment more inclusive. Too often, we risk overlooking the best candidate because the process itself creates unnecessary barriers. In the blog, I share practical strategies for adopting more inclusive hiring practices—because no school should miss out on the right people for the job.

1. Rethink the Application Process

Many job applications unintentionally disadvantage neurodivergent candidates. For example, requiring timed online assessments, overly complex forms, or last-minute tasks can create unnecessary barriers.
Strategy: Simplify applications where possible and offer flexibility. Allow candidates to preview tasks, provide clear instructions, and give alternative ways to demonstrate skills (e.g., portfolios, work samples, or recorded responses instead of only written timed tests).

2. Adapt the Interview Environment

Traditional interviews—especially rapid-fire questions in a high-pressure setting—can favor extroverted or neurotypical communication styles.
Strategy: Provide interview questions in advance, allow written or visual responses in addition to verbal ones, and ensure the interview environment is accessible (quiet space, option for virtual interview, breaks if needed). This shifts focus to evaluating the quality of a candidate’s skills rather than how quickly they can respond under stress.

3. Train Hiring Teams on Inclusive Practices

Bias—often unconscious—can shape how candidates are perceived, particularly if their communication or body language differs from expected norms.
Strategy: Train hiring managers and panels to recognize and avoid misinterpreting neurodivergent traits (e.g., avoiding eye contact, needing extra processing time). Encourage structured interviews with consistent questions and clear evaluation criteria to reduce bias and increase fairness.

This post from Access Now debunks myths about people with disabilities in the workplace.

Rethink Inclusion has training, resources, and guidance for employers and organizations for inclusive hiring and employment.