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The Inclusion Lock™: Structural Assurance for Employers

The Inclusion Lock Audit is a proprietary, paid consulting service that serves as the gold standard for neuro-inclusive employment practice. We move beyond simple policy checklists to verify the structural integrity of your recruitment and retention systems.

This audit is the engine that drives talent to your door: Neurodiverse professionals will only apply to jobs where trust is guaranteed. The Inclusion Lock Mark is that guarantee.

The inclusion Lock
Where innovation meets performance

The Problem We Solve: The Retention Risk

Many companies fail to retain specialized neurodiverse talent not due to a lack of intention, but due to structural friction in daily operations. This results in high-cost turnover.

  • Policy vs. Practice: General compliance schemes (like Disability Confident) confirm policy—we verify practice.

  • The Cost of Ambiguity: Unclear communication, vague interview structures, and sensory friction create anxiety and burnout, leading to early departure.

  • Our Solution: We eliminate the friction points before the talent is hired, securing your investment and guaranteeing a higher chance of long-term sustainment.

The Audit Process: Three Phases of Vetting

The Inclusion Lock Audit focuses on assessing your readiness to support the neurodiverse profile, turning your workplace into a talent magnet.

Phase 1: Recruitment Document Review

We scrutinize all public-facing materials for cognitive accessibility.

  • Jargon & Clarity: Eliminating ambiguous corporate jargon and ensuring all instructions are clear, linear, and measurable.

  • Job Description Vetting: Reviewing job specs to ensure essential duties are separated from preferred skills, and that accommodations are explicitly advertised.

Phase 2: Structural Integrity Assessment

We verify the foundational environment and manager competence.

  • Interview Protocol Review: Assessing interview formats to ensure adjustments are seamlessly integrated and non-adversarial.

  • Sensory & Environmental Check: Reviewing workplace options (quiet rooms, lighting, communication norms) to ensure adequate mitigation of sensory overload and distraction.

Phase 3: Certification & Sustainment Mark

Upon successful completion, you are awarded the Mark and gain access to our talent pool.

  • Inclusion Lock Mark: Authorization to use the official Inclusion Lock certification badge across your careers page and job postings.

  • Access to Talent: Authorization to post on the Diversity Lock job board and access our vetted talent pipeline.

The Inclusion Lock Partner: The Mark of Trust

The mark is a signal that Recruitment Risk has been minimized. It proves to the talent pool that you are serious, significantly boosting application rates and securing highly specialized professionals.

What We Expect to See (Mandatory Listing Criteria)

To appear on the Diversity Lock Job Board, our Inclusion Lock Partners must provide the following structural clarity in every job listing:

  • Neurodiversity Inclusion Statement: A 1-2 sentence statement confirming commitment to reasonable adjustments and providing a named point of contact for adjustment requests.

  • Work Environment/Communication Style: Explicit details on whether the role is open-plan, hybrid/remote, and the primary method of task assignment (e.g., written Trello boards vs. spontaneous verbal requests).

  • Post-Employment Support Plan: Confirmation of a structured plan for post-probation support (e.g., access to peer mentoring, or facilitating Access to Work coaching).

Ready to Secure Your Talent?

Partner with Diversity Lock to transform your structural barriers into a competitive advantage. Contact us today to begin your Inclusion Lock Audit.