At Diversity-Lock, we believe that every neurodiverse professional deserves a career path that values their strengths and supports their success. Whether you're seeking your first opportunity, a career change, or a more inclusive workplace, we're here to help you find roles where you can thrive—not just survive.
Unlock Inclusive Careers. Empower Neurodiverse Talent.
For Organizations: You need to maximize the ROI of specialized talent by eliminating the structural friction (the "Inclusion Gap") that leads to high turnover.
Why Inclusive Talent Solutions Matter?
Empowering Autistic Professionals and Graduates Diversity-Lock is the UK’s dedicated hub solving the employment sustainment challenge for neurodiverse professionals. We believe your unique cognitive strengths—from systems thinking to hyperfocus—are superpowers, not setbacks.
We exist to bridge the gap: helping organizations build inclusive structures and offering practical, ongoing support for exceptional inclusive talent.
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How It Works
Whether you're a professional and graduate job seeker or an employer looking for new talent we have a supportive framework to support you.
For Professionals
Explore Jobs
Filter by location, sector, and flexibility with vetted employers who are committed to supporting neurodiverse professional in recruitment
Get Support
Use our blogs and guides to build confidence
Apply Easily
Clear support and instructions to apply for your next role.
For Employers
Post Inclusive Jobs
Attract neurodiverse candidates who thrive
Earn the Inclusion Lock
Show your commitment to accessible hiring
Hire Confidently
Get expert advice and visibility
What Is Inclusion Lock
Stand Out as a Truly Inclusive Employer The Inclusion Lock™ is our trust badge for employers committed to neurodiversity. Gain credibility, support, and standout visibility in a competitive job market.
For Employers
Build a Team That Reflects the World We Live In Looking to hire differently? We help employers attract, understand, and support neurodiverse professionals.
Post a job directly to our network
Learn inclusive hiring practices
Get certified with the Inclusion Lock
Blog Highlights
Expert Advice. Real Support. Stay informed with our latest articles, guides, and success stories for both job seekers and employers.
How to Write a CV as an Autistic Graduate
Inclusive Interview Tips for Employers
Reasonable Adjustments That Actually Work
Ready to unlock inclusive career potential? Whether you're seeking your next opportunity or want to hire with impact, Diversity-Lock is here to support you.
Our research—which synthesizes academic evidence, UK policy, and direct narratives from the neurodiverse community—confirms that the widespread struggle to secure and sustain professional careers is overwhelmingly structural, not personal. The problem is not a lack of talent or qualifications; the problem is the system.
For too long, the energy cost required for a neurodivergent professional (Autism, ADHD, Dyslexia) to function in a workplace designed for a single cognitive profile has been too high. This friction leads directly to burnout, high turnover, and systemic career paralysis.
The Problem We Quantified (Lived Experience Data)
Our data collection identified six critical, recurring points of failure that actively prevent structural equity:
Structural Ambiguity: Recruitment methods, job descriptions, and policies are too vague, relying on unspoken "common sense" and unwritten expectations. This forces candidates to guess the requirements, wasting immense cognitive energy.
Unclear Adjustment Processes: Processes for requesting reasonable adjustments are unclear or dependent on sympathetic managers, resulting in a high-stakes guessing game that discourages disclosure and erodes trust.
Inconsistent Manager Capability: Line managers are rarely trained beyond basic awareness. They frequently misinterpret directness as rudeness and fail to implement support effectively, leading to workplace conflict and disciplinary risk.
Onboarding Deficit: Onboarding assumes neurotypical learning styles, failing to provide the structured documentation, communication profiles, and predictability necessary for a neurodivergent employee to transition successfully.
Contradictory Documents: Policies (what HR says) often contradict daily practice (what the manager does), creating confusion and a breakdown of psychological safety.
Sensory and Cognitive Overload: The rigid architecture of traditional offices (noise, lighting, constant unplanned interruptions) creates sensory overload, which directly drives burnout and attrition.
The Solution: Structural Auditing and The Inclusion Lock™
Since the problem is structural, the solution must also be structural. This research serves as the foundation for the Inclusion Lock™ framework, which translates these lived barriers into actionable, auditable controls.
The Inclusion Lock Audit is designed to eliminate the systemic chaos by ensuring every employer moves beyond awareness to verifiable, measurable accountability. We provide the missing infrastructure needed to track retention, standardize communication, and prove that the workplace is structurally ready to receive and retain specialized talent.
This is how we transform the conversation from "accommodating difference" to "securing competitive advantage" and long-term career sustainment