Disclosure, Done Differently: How Educators and Employers Can Help Bridge the Gap for Neurodivergent Graduates

Each summer, thousands of students prepare to step off campus and into the world of work. For many, it's an exciting time. For neurodivergent graduates, though, the transition from university to work can cause huge anxiety and uncertainty.

University tends to offer structure and visible support. The workplace, by contrast, relies more on self-direction, and systems not always built with neurodiversity in mind. From deciding whether to share a diagnosis to managing job applications and adapting to new routines, many neurodivergent students find the transition unfamiliar and overwhelming.

I spoke with Eleanor Martin from Adjust – Neurodiversity Understood, an expert in careers, recruitment, and learning and development, about how we can better support neurodivergent students during this shift from education to employment and why disclosure needs a rethink.

The Recruitment Process – A Neurodivergent Perspective

Recruitment is often the first point where neurodivergent graduates encounter workplace systems that don’t work the way they do.

Application processes are often vague or inconsistent. Job descriptions can be unclear, timelines uncertain, and instructions minimal, making it difficult to understand what is expected or how to prepare.

Then comes the interview. While most people feel nervous, neurodivergent candidates can find them particularly tough. Interviews are often fast-paced, high-pressure situations that expect quick thinking, social fluency, and strong self-promotion – all under time constraints.

Learning how to interview is a skill in itself. Each one is a new situation, often full of unwritten rules and expectations, and no two are ever quite the same.

These systems often overlook how neurodivergent people process information or communicate most effectively. Traditional interviews can prioritise interview performance over job aptitude and growth potential, leaving many capable candidates at a disadvantage.

Organisations like Adjust, which specialise in neuroinclusion, describe this reality as “navigating a neurotypical recruitment process.” Their training helps employers understand how to adapt their recruitment processes to become neuroinclusive. They have also worked with employers to train neurodivergent applicants and students to understand their skills profile and feel confident requesting adjustments.

“It's about recognising strengths and understanding how to ask for what you need.” Eleanor shared.

Changing the Conversation About Disclosure

One of the biggest decisions that a neurodivergent graduate faces is whether to tell potential employers about their diagnosis.

“I don’t like the word disclosure,” Eleanor says. “It sounds like you're hiding or confessing something. Graduates often feel unsure about when or how to raise their needs.”

Instead, she recommends using an Openness Statement – a resource promoted by MyPlus Consulting. This is a short, proactive document that outlines how someone works best, their strengths, and any adjustments that help them succeed.

More Than a CV

If a CV tells an employer what you’ve done, an Openness Statement tells them how you do it – and how to support you in doing it well.

“It's a practical self-advocacy tool,” Eleanor explains. “It's not about labels but helping employers to understand you from day one.”

These statements are short and flexible and might include:

• A skills profile including barriers and strengths

• Preferred working and communication style

• Adjustments that support productivity and wellbeing

Organisations like MyPlus Consulting can help you craft a clear and confident openness statement, allowing you to give a full picture of your neurotype and communicate your support needs effectively.

Instead of focusing on diagnosis, Openness Statements focus on what helps someone thrive, making it easier to have conversations that can be difficult to start.

What Educators Can Do Before Graduation

Eleanor, who previously led careers and employer engagement at Birkbeck, University of London, believes universities have a vital role to play.

“Support needs to go beyond CVs and mock interviews. Here's what makes a real difference.”

• Teach self-advocacy and adjustment conversations

• Offer tailored workshops and events for neurodivergent students

• Bring in inclusive employers or recent graduates to share experiences

• Help students create their Openness Statement

• Promote tools that support executive functioning, like planners and apps

With the right preparation, students can leave university with not only qualifications but also the confidence and tools to manage the transition into work.

How Employers Can Be More Inclusive

Support shouldn’t stop at graduation. Workplaces also need to adapt to create environments where neurodivergent employees can succeed.

“Inclusive employers understand that talent presents itself in different ways,” says Eleanor. “That’s why they adapt their approach to recruitment and onboarding.”

Some practical steps include:

• Sharing interview questions in advance

• Giving clear information about the recruitment process so that candidates know what to expect, like this example from Superdrug.

• Training HR and Recruitment Teams on how to create neuroinclusive recruitment practices, and policies and processes

• Providing structured onboarding and flexible hours

• Training managers to understand and support neurodivergent staff

• Valuing different communication and thinking styles

Eleanor mentioned that last year she attended RecFest and saw Lorna Bullett talk about the John Lewis policy of publishing all interview questions for all levels of role online:

“Sharing interview questions ahead of time might seem small,” she says, “but it can make a big difference to how confident and in control a candidate feels as well as allowing them to reflect on their skills and achievements, so they can give a clear picture of their aptitude for the role in the interview.”

These adjustments not only benefit neurodivergent individuals but also help create a more diverse workplace where a variety of skills and perspectives are valued and respected.

Progress is being made, but Eleanor notes that many recruitment processes still have work to do to fully support neurodivergent talent.

A Starting Point for Lasting Change

It’s not just about ticking DEI compliance boxes.

Starting the neurodiversity conversation and encouraging positive and practical conversations between neurodivergent graduates and employers helps shape a fairer, more inclusive workplace. By focusing on strengths and building understanding from the outset, you unlock the full potential of every team member, harnessing skills that drive innovation, improve problem-solving, and reflect the true diversity of the world we live in.

Ready to take the first step in creating a more inclusive workplace?

Adjust helps employers make lasting change through training, manager coaching and practical advice on embedding inclusion into every stage of the employee journey. Learn more and build a workplace where neurodivergent talent can truly succeed.