A new Bournemouth University report highlights that conventional recruitment practices may be shutting capable people out of the industry, and points to two Bournemouth organisations showing what neuroinclusive employment looks like in practice.
By Professor Peter Jones MBE, Dr Charalampos (Babis) Giousmpasoglou and Dr Evangelia (Lia) Marinakou
UK hospitality businesses could be missing out on capable, committed staff simply because of the way they recruit, according to a new industry report.
Neurodiversity at Work in Hospitality: Supporting Access to Employment and Inclusive Working Lives is written by Bournemouth University researchers Dr Charalampos Giousmpasoglou and Dr Evangelia Marinakou, together with Professor Peter Jones MBE, Chair of The Crumbs Project. It brings together academic research, industry evidence and real-world examples to show how operators can create more accessible and supportive workplaces.
Rethinking the front door
With the sector still facing persistent recruitment and retention pressures, the authors argue that standard recruitment procedures can unintentionally exclude good candidates. Complex online application forms, rigid selection criteria, and traditional interviews can disadvantage people whose skills are better demonstrated through practical assessments and supported work experience.
Beyond the job offer
Recruitment is only the start. The report stresses that clear communication, a structured induction, appropriate workplace adjustments and genuine opportunities for career development are all essential if neurodivergent employees are to succeed and stay in hospitality roles.
Lessons from Bournemouth
A central case study features The Crumbs Project, a Bournemouth-based disability training charity that supports people through hospitality, catering and life skills education. Its programmes help trainees build professional skills, confidence and independence, while forging links with local employers.
The report also showcases Marsham Court Hotel in Bournemouth as an example of inclusive employment in action. The independent, family-run hotel combines accessible recruitment, employee mentoring, disability awareness training and partnerships with specialist organisations. According to the report, 21% of the hotel’s employees have a declared disability. The hotel has received industry recognition for its commitment to diversity and inclusion, and co-owner James Dixon-Box serves as the UK Government’s Disability and Access Ambassador for Hospitality.
Small changes, big difference
Crucially, the authors emphasise that inclusive employment does not require significant financial investment. Many improvements can start with:
- clearer, simpler job descriptions;
- more flexible recruitment methods, such as practical assessments;
- better supervisory practice; and
- stronger relationships with specialist training and employment support organisations.
The report calls for closer cooperation between hospitality businesses, educational institutions, charities, and policymakers, so support continues well beyond recruitment. It also calls for further applied research into the experiences of neurodivergent hospitality employees, how workplace adjustments are implemented in practice, and how effective employer partnerships really are.
From initiative to everyday practice
The authors’ central message is that neuroinclusion should become part of mainstream hospitality people management, rather than sitting on the sidelines as a separate diversity initiative. At a time when employers are searching for new ways to attract and retain talent, recognising individual capabilities and removing unnecessary barriers to employment could help build a more inclusive – and more sustainable – workforce.
Read the full report: Click here
About the authors
Professor Peter Jones MBE is Chair of The Crumbs Project. LinkedIn
Dr Charalampos (Babis) Giousmpasoglou is a Principal Academic and Researcher at Bournemouth University. LinkedIn
Dr Evangelia (Lia) Marinakou is a Principal Academic and Researcher at Bournemouth University. LinkedIn