Neurodiversity in the Tech Industry, Rethinking the Interview Process

​In more than six years of working in tech recruitment, I can count on one hand how many times a candidate has asked for reasonable adjustments during the interview process. Just one. Out of hundreds.

It is a striking statistic, and one that raises more questions than answers.

Is it a lack of confidence when it comes to asking for support? A lack of awareness among companies about how to offer it? Are interview processes in tech already adapted, or have I not done enough to champion this conversation myself?

The reality is, under the Equality Act 2010, candidates are entitled to reasonable adjustments to ensure they are not disadvantaged. So why are more people not asking for them? And are employers doing enough to proactively offer support?

The Stats Speak Volumes

According to the Tavistock Institute’s ‘Neurodiversity in the Tech Sector’ report, the figures are eye-opening:

• Only 43% of neurodivergent employees have disclosed their condition to employers

• Just 9% seek adjustments at work, with 61% believing they do not need any

• Concerns around perception (32%) and uncertainty about available adjustments (29%) are key barriers

•  Among those who requested support, 56% received what they needed, and 29% received partial support

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It is worth noting that these statistics apply post-hire. Just 9% are requesting adjustments once they are already in a role. So, what does that say about the interview process?

The Tech Talent Charter's latest report also caught my attention. When asked, employers estimated that only 3% of people in the tech industry identify as neurodivergent. Yet, when employees were asked the same question, the number jumped to 53%.

That is a staggering disparity.

And when it comes to the interview process itself, neurodivergent employees reported facing more than double the number of recruitment challenges compared to their neurotypical colleagues.

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Where Interviews Are Falling Short

From face-to-face interviews to remote formats, from psychometric testing to salary discussions, the most common elements of a typical hiring process are often the very things that cause stress or difficulty for neurodivergent candidates.

Sparta Global’s Equality in Tech Report (2023) highlighted this gap further, revealing that only 21% of employers surveyed tailored their recruitment processes to neurodivergent candidates.

That leaves a significant number of people navigating a system not built with their needs in mind.

So, What Can Employers Do?

Having worked in a tech recruitment team within a broader marketing agency, I have seen firsthand the contrast in how interviews are conducted across sectors.

Marketing interviews tend to be more open, often presentation-led and conversational. Tech interviews, however, are typically shorter, more technical, and more rigid. And yet, neurodiversity in tech is statistically higher.

Without realising it at the time, I had already started tailoring processes with clients to better support individual candidates. This instinctive, human-first approach often aligns with what is now more widely advised for neuroinclusive hiring.

Working alongside our partners at Neurodiversity in Business, we are learning more every day about how the industry can do better.

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Understanding What is 'Reasonable'

The Equality Act helps employers define what is reasonable when it comes to making adjustments:

1.     How effective the change is in removing a disadvantage

2.     Whether it is practical to make the adjustment

3.     The size and resources of the employer

4.     The cost involved

5.     Potential disruption to the business

6.     Health and safety considerations

When it comes to interviews, points 1, 2, and 4 tend to matter most. And the good news is, many adjustments are low-cost and easy to implement.

Practical Adjustments That Make a Difference

Here are just a few examples of simple changes that can have a big impact:

•   Offer candidates a choice between remote and in-person interviews

•   Share interview questions in advance, along with a clear structure

•    Provide extra time for written tasks or questions

•    Avoid assessing 'culture fit' based on eye contact or handshakes

•    Let candidates know who they will meet, and in what format

•    Keep technical tasks succinct, with constructive feedback provided

•   Ask your own team what they would want if they were interviewing

 This list is not exhaustive, but these actions are practical, inclusive, and immediately applicable across tech hiring.

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Small Changes, Big Results

In a challenging and often stressful tech job market, listening and adapting can make a genuine difference, not just to individual candidates, but to teams, brands, products, and company culture.

You will never regret hiring someone who helps your business grow, just because you created an environment where they could succeed.

And yet, the data still points to a deeper issue. A recent survey by the Institute of Leadership & Management found that just over half of UK managers would not hire neurodivergent talent.

We have a long way to go. But one clear starting point is right in front of us…rethink your interview process.

Further Reading and Sources

•   Neurodiversity in the Tech Sector – Change the Face, 2023

•   Equal Tech Report – Sparta Global, 2023

•   Neurodivergence in Tech – BusinessCloud

•   Hiring Bias – Institute of Leadership & Management