How to Make Workplaces More Inclusive — And Why It’s More Urgent Than Ever
Some of history’s greatest change-makers have been neurodivergent.
Nobel Prize-winning mathematician John Nash. Computer science pioneer Alan Turing. Facebook founder Mark Zuckerberg.
But despite the impact of these prominent figures, neurodivergence isn’t widely understood or embraced by employers and neurodivergent people still face major barriers to joining the workforce.
Just how big are those barriers?
Estimates put the unemployment rate for neurodivergent adults is between 30–40% — three times higher than the rate for people with physical disabilities. And eight times higher than the rate for people without disabilities. For college-educated autistic people, the unemployment rate may be as high as 85%.
When people with neurodivergence do find employment, there are additional hurdles to overcome. One of them is finding the support they need to maintain that employment long-term. Only 34% of people with autism report feeling well-supported at work, and only 16% of adults with autism have worked full-time for a year or more, according to Golden Steps ABA.
Their earning potential also tends to hit an invisible ceiling. Studies have found that employees with autism have an average wage gap of about 30% compared to their non-autistic co-workers.
These statistics reveal an urgent need for more inclusive workplaces.
But how do we get there?
Seeing Neurodivergence As an Asset, Not a Setback
First, a paradigm shift is needed, from seeing neurodivergence as a condition to be cured or managed to one that needs support and accommodation.
Because while neurodevelopmental disabilities (NDs) are often seen as a limitation, the fact is that people with Tourette’s Syndrome, dyslexia, dyspraxia, autism and other NDs often have above-average abilities.
These include high levels of creativity, visual-spatial skills, complex problem-solving, and more. An article in the Harvard Business Review even classifies "Neurodiversity As a Competitive Advantage" and explores the immense talent pool that’s just waiting to be tapped by forward-thinking employers.
How to Make the Workplace More Inclusive
So what can organizations do to make the workplace more inclusive?
It starts with a few key changes, such as:
● Reimagining the interview and training process
Going beyond the standard talking and testing approaches to assess talent in diverse ways
● Holding awareness-raising workshops for the entire workforce
So that more people know what neurodivergence looks like and how to offer support
● Offering part-time or remote work
Creating flexible conditions that suit a range of working styles
● Providing assistive technology
Like standing desks, schedulers, planners, stress balls, weighted vests, and communication tech
● Offering one-on-one support through job coaches
Who can work with individuals personally to help them succeed
Companies That Are Leading the Charge for Inclusivity
More companies and business leaders, including Google, Microsoft, and SAP, are beginning to appreciate the talents of people on the autism spectrum and have implemented programs specifically to include them in the workforce.
Lee Container offers a case study in the impact of employing people with NDs. The Iowa-based manufacturing company is part of Autism Speaks’ Workplace Inclusion Now (WIN) program, which “really opened our eyes to the opportunity to get creative with employment,” according to company President Robert Varnedoe.
Another is Microsoft’s Autism Hiring Program. "By having people with disabilities in the fabric of our company, you're building a diverse workforce that then represents the one billion people with disabilities out there," says Chief Accessibility Officer Jenny Lay-Flurrie.
Resources on Employment and Neurodivergence
● Supporting Your Autism Journey: Award-Winning Autistic Adult Answers Your Burning Questions, Dr. Kerry Magro
This Q&A book is an essential reference from a self-advocate on autism and includes employment-specific questions such as “How can I help my autistic loved one find a job?” and “Should my autistic loved one disclose their diagnosis to an employer?”
This podcast explores neurodivergence in Hollywood and looks at the success of the Netflix show “Tyson’s Run,” which stars Major Dodson, an actor with autism.