Hiring should reveal real skill, not who can sprint through a noisy, time-pressured hoop. We take a hard look at neurodiversity in UK workplaces and show how to swap tick-box gestures for simple, lawful changes that raise the bar for everyone. From the Equality Act 2010 to recent tribunal cases, we translate legal duties into day-to-day steps you can use this week without drowning in paperwork.

We start by reframing assessment around outcomes. If the role needs problem solving on the phone and clear ticket updates, test that. You will hear a practical redesign of a service coordinator process, replacing a spelling test with a short call snippet, three bullet updates, extra time and a quiet space. We cover what “reasonable” really means—cost, practicality and effectiveness—and why you can ask about needed adjustments without probing diagnoses. Along the way we share cases that endorse narrative formats, extra time and redeployment in the right circumstances, plus scripts to reduce nerves by telling candidates exactly how you will assess.

Inside teams, the gains are immediate. A daily deep work hour, noise control, tight meeting hygiene and short written briefs cut errors and stress while improving output. We talk through a manager’s one-pager—spot the barrier, pick an adjustment, check the result—and a simple adjustments log that stays factual and shared. You will leave with a do next list: rewrite one live job ad, split must-haves from learnables, add an adjustments welcome line to every touchpoint and swap generic pre-screens for a tiny real work sample.

The throughline is clear: equal does not always mean identical. Change the test, not the bar, and you will hire stronger, more diverse teams who do better work with less chaos. If you found this useful, follow the show, share it with a hiring manager who needs a nudge and leave a quick review telling us the first change you will make.

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