Insights from Jen Benford on The JD Fix Podcast
In a world where 1 in 5 adults is neurodivergent, job descriptions can either open doors or quietly close them. On this episode of The JD Fix, I sat down with Jen Benford — leadership coach, neurodiversity advocate, and founder of Benford Talent Alchemy — to talk about how hiring teams can create more inclusive job postings for neurodivergent candidates.
Jen brought both her lived experience and her professional expertise to the table, offering tangible ways to reframe job descriptions so they invite, rather than exclude, brilliant minds.
What Is Neurodivergence?
Before diving in, Jen gave a helpful reminder:
Neurodivergence is the natural variation in how people think, process, and experience the world.
It's not a flaw — it’s a different wiring. And when workplaces are designed with that difference in mind, neurodivergent employees can truly thrive.
Red Flags in Traditional JDs
So what makes a job description unwelcoming to neurodivergent applicants?
Here are a few red flags Jen often sees:
Long laundry lists of “must-haves”
These can feel overwhelming and disqualifying to candidates who may already be underrepresented.Vague or performative buzzwords
Terms like “fast-paced,” “team player,” or “we’re looking for a unicorn” create confusion and signal a lack of support.“Cultural fit” language
This can often be code for “we want people like us,” which narrows diversity. Jen recommends switching to “cultural add.”No mention of flexibility or accommodations
When job ads leave this out, it can deter neurodivergent candidates from applying or asking for what they need.
Better Language = Better Job Descriptions
One of the most powerful shifts we can make is in the tone and transparency of our JDs. Jen offered this comparison:
❌ “Must thrive in a high-pressure environment and manage competing priorities without supervision.”
✅ “We support different work styles and encourage open conversations about how you do your best work. Accommodations available throughout the hiring process—just let us know what you need.”
Why does that matter?
Because it signals psychological safety. It shows you're not just checking boxes — you're actually building an inclusive culture.
Quick Wins for Making JDs Neurodivergent-Friendly
Jen shared a few actionable tips hiring teams can start using today:
Add a neuro-inclusive statement to your job postings beyond the basic EEO boilerplate. Let people know upfront that you’re open to accommodations.
Use plain language and cut the fluff. Ditch the jargon (like “rockstars” or “ninjas”) and say clearly what the job involves and how success is supported.
Highlight flexibility and support. Mention if you're open to different communication styles, work preferences, or ways of collaborating.
What Makes a JD Feel Truly Inclusive?
We asked Jen: What would make you, a neurodivergent candidate, feel seen and valued in a job description?
Here’s what she said:
Real talk about culture. Don’t just say “competitive compensation” and “collaborative environment.” Share how your employees describe working there.
Details that matter. What do the first 90 days look like? Who’s the hiring manager? Include a video if you can!
Respect for communication differences. So many neurodivergent folks are coached to change how they speak. A great JD gives permission to just… be human.
As Jen put it, “Let’s stop selling candidates mystery meat.”
Why It’s Good for Business
Inclusive job descriptions aren’t just about doing the right thing. They’re a competitive advantage.
📊 According to Harvard Business Review, neurodivergent professionals are 30% more innovative in problem solving.
💡 They bring strengths like pattern recognition, systems thinking, and creativity.
⚡️ And yet, unemployment rates for neurodivergent adults remain 2–3x higher than average.
That’s a huge pool of untapped talent. Updating your job descriptions is a small change that can unlock big impact.
Final Thoughts
Writing inclusive JDs isn’t about perfection—it’s about thoughtfulness. Jen reminded us that when we design job postings with neurodivergence in mind, we open the door to a more creative, innovative, and human workplace.
Want to connect with Jen?
Find her on LinkedIn or learn more at Benford Talent Alchemy.
Need help rewriting your job descriptions?
Reach out to Ongig — we’ll help you fix your JDs, one post at a time.
