Do you offer alternative application formats (e.g., video, written, or portfolio submissions)?

Do you provide interview questions in advance to reduce anxiety and allow preparation?

Do you use structured interviews with consistent questions for all candidates?

Do you offer sensory-friendly interview environments (e.g. quiet room, virtual option)?

Do you communicate timelines and next steps clearly?

Do you provide a detailed onboarding schedule in advance, including breaks and expectations?

Do you offer written and visual guides for systems, tools, and workflows?

Do you offer to assign a supportive mentor or peer familiar with neurodiversity inclusion?

Do you allow flexible schedules with options for unique work hours?

Do you ensure the workspace accommodates sensory needs (lighting, noise, seating)?

Do you check in regularly during the first few weeks to address questions or adjustments?

Do leaders intentionally collaborate on personalized development plans that align with strengths?

Do leaders offer multiple learning formats (visual, written, hands-on, self-paced)?

Do leaders provide clear, specific feedback with examples and actionable steps?

Do leaders encourage self-advocacy and open communication about support needs?

Do you ensure the workspace accommodates sensory needs (lighting, noise, seating)?

Do leaders recognize and celebrate achievements in ways that respect individual preferences?

Do leaders maintain open dialogue about accommodations and evolving needs?

Do leaders offer flexible work arrangements and sensory-friendly environments?

Do leaders ensure promotion criteria are transparent, objective, and skill-based?

Do leaders provide tailored mentorship for career growth?

Do leaders conduct “stay interviews” to understand satisfaction and identify support opportunities?

Do leaders foster a culture of inclusion through ongoing neurodiversity training?