By Mike Park, Senior Vice President, Operations at CAI
Introduction
National Disability Employment Awareness Month (NDEAM) in October serves as a reminder for employers to pause and reflect on how they are empowering neurodivergent individuals. By reviewing policies, establishing employee resource groups, training supervisors, and more, business leaders can create an inclusive workplace environment that helps employees perform at the peak of their potential. If unfamiliar, neurodiversity encompasses a variety of cognitive differences, including autism spectrum disorder (ASD), ADHD, dyslexia, and dyspraxia. Neurodiversity has been improving employers’ cultures while driving new and innovative processes to improve how work gets done.
The Challenge
Traditional hiring practices can create barriers to entry, interfering with neurodivergent individuals’ ability to fully display the breadth and depth of their skills. This is evident when looking at the employment rates of neurodiverse talent, specifically among people with ASD. A staggering 90% of these individuals are underemployed, a figure that overshadows any other demographic. This underemployment statistic represents a loss for individuals’ potential and a significantly missed opportunity for businesses and the economy.
By not welcoming and supporting neurodiverse talent, value is not realized. Perspectives of neurodivergent individuals can (and have) lead to breakthroughs in technology advancements, business progressions, and artistically creative expressions. Not utilizing this talent pool withholds society from these valuable contributions due to the lack of workplace support and opportunities. The need to transform employment practices is not just about equity and legal compliance, but more so, it’s about building an inclusive world starting at the interview stage.
Typical screening and interviewing processes tend to favor candidates who excel in social interaction and meet neurotypical behavioral expectations. This may be a disadvantage to individuals who can communicate and think differently than the interviewer sitting on the opposite side of the table. The reliance on panel-style interviews and networking events supports a cycle of exclusion. This is because it poses challenges such as overstimulation; the rapid-fire nature of these interviews can be overwhelming for someone who may have delayed processing. However, alternative employment approaches help to create a level and equitable playing field.
The Solution
Many businesses are actively working to improve and increase the employment of neurodivergent individuals. CAI Neurodiverse Solutions, CAI’s end-to-end neurodiversity employment program, works with companies to attract, hire, and support neurodiverse talent in the workplace—specifically individuals with ASD. The goal is to remove barriers, and for inclusion to be the standard. The program pioneers different interviewing techniques and assessments that can offer a clearer view of a neurodivergent individual’s capabilities and can match those skills to a fitting career.
Simple adjustments can make a big difference, and employers are implementing intentionally designed recruitment strategies that are as varied as the individuals they serve, including:
- Clear and inclusive language in job descriptions that reduce confusion of the job’s responsibilities and requirements
- Physical and technical accommodations that increase interview accessibility when engaging with hiring managers
- One-on-one interviews that allow for more personal connection and better assess hard and soft skills
Beyond these initial steps, companies are rethinking how to make their entire recruitment process more inclusive. Employers have offered alternative options to submit applications, extended the time to respond to interviews or have emailed questions, and provided neurodiversity-certified support people to assist throughout the process.
Comprehensive support should continue after the interview and into the onboarding process. Hiring neurodivergent individuals is a start, but businesses can also foster an environment where growth is possible for all employees. Another stop is offering training and education to managers, so they are equipped with the knowledge to empower and effectively work with their neurodivergent employees. Combined with work simulations and skills-based assessments, employers gain a more accurate understanding of a candidate’s performance, can communicate to other interested job seekers their commitment to inclusive workplaces, and better engage and retain their employees.
Case Studies of Success
The University of Pittsburgh’s IT operations have benefited from increased workplace neurodiversity through CAI Neurodiverse Solutions. The neurodiverse team created a framework to run 176 automated functional tests of the college’s Salesforce platform to ensure that the software’s operability was not compromised from any updates made to the technology. Thanks to the team, 83% of functional testing is now automated. This means what used to take days to perform, now only takes a few hours. Best of all, the pass rate of these tests averages 98%. These success stories are not outliers; they are testaments to the untapped potential that neurodivergent individuals bring to the workforce.
Similarly, Huntington National Bank began working with the neurodiversity employment program to create a more inclusive workplace environment and bring in more innovative ideas. Since implementing the program in 2020, Huntington has onboarded three cohorts of neurodiverse talent totaling 11 neurodivergent hires. With the program serving as a talent incubator, leaders of the bank have reported that skills from the team including attention to detail, pattern recognition, and problem resolution have positively impacted other colleagues and the communities they serve.
The business value at both the university and the bank displays the technical problem-solving skills and innovative ideas of neurodiverse employees. These employers have become beacons of inclusive employment, showing that when given the right opportunities, neurodivergent individuals and businesses can thrive.
In addition, employers must commit to regular accessibility audits and open dialogue with their employees to identify and address specific needs. This proactive approach can help build a workplace that complies with accessibility principles and honors the contributions of each employee. It is through this inclusive lens that innovation and success for the organization can be truly achieved.
The perspectives and skills that neurodivergent individuals offer can be a catalyst for breakthrough ideas that propel companies forward. By actively fostering an inclusive work environment, businesses can nurture an internal culture that reflects the society and communities we live in.
Academic Partnerships
While employment starts after an offer is extended, the candidate experience begins at the academic level when soon-to-be graduates and graduates prepare for the workforce.
Partnerships between neurodiversity employment programs and colleges and universities help reach job seekers by offering work experience and help in creating curriculums. With neurodiversity-focused initiatives like workshops, career fairs, and internships, crucial hiring factors like connections and hands-on experience are made accessible to neurodivergent individuals.
This commitment to bridging the gap between academics and the workforce benefits businesses. Empirical research comes from these partnerships, which can help business leaders figure out how to best support employees with ASD. Training, and other professional development opportunities, can be offered to employers who foster a neurodiverse-inclusive workplace. This can help in establishing a talent pipeline of career-ready candidates, therefore allowing employers to identify the right talent.
The relationship between the academic world and the workplace is vital for neurodivergent individuals to transition smoothly into their professional roles. By fostering these connections, businesses can gain access to a well-prepared talent pool, while graduates benefit from a supportive pathway. This cycle cultivates a workforce brimming with diverse perspectives and skills, ready to meet the challenges of today’s business landscape. When educational institutions and employers collaborate with intention and understanding, the result is a robust, inclusive environment.
Conclusion
NDEAM is a call to action for all business leaders. From recruitment to retention, training to transition, every stage of the employment journey presents an opportunity to embrace neurodiversity. It is everyone’s responsibility to be a champion for neurodiversity in the workplace and it requires continuous effort, evaluation, and adaptation. It is important for employers to identify and dismantle any remaining barriers that prevent job entry and career growth for neurodivergent individuals. Recognizing society is evolving, our work culture should also adapt to ensure that every individual’s potential is realized.
References:
- NDEAM key messages. U.S. Department of Labor. (n.d.). https://www.dol.gov/agencies/odep/initiatives/ndeam/key-messages#:~:text=We%20recognize%20National%20Disability%20Employment,help%20your%20organization%20take%20part.
- Combs, D. (2024). Supporting neurodivergent and autistic people for their transition into adulthood: Blueprints for education, training, and Employment. Routledge, Taylor & Francis Group.
- Www.cai.io. (2024a, July 23). CAI Neurodiverse Solutions- Neurodiversity in the Workplace. www.cai.io. https://www.cai.io/neurodiverse-solutions/overview
- Www.cai.io. (2024b, July 24). Bringing automated testing solutions to the University of Pittsburgh. www.cai.io. https://www.cai.io/resources/success-stories/cai-neurodiverse-solutions-university-of-pittsburgh-testing-automation
- Www.cai.io. (2024c, July 26). Success Story – Huntington National Bank, Neurodiverse Solutions Client. www.cai.io. https://www.cai.io/resources/success-stories/diversifying-employee-base-at-huntington-national-bank
- Huntington Bancshares Incorporated Hires Three Neurodiverse Teams Fulltime in Technology with CAI Neurodiverse Solutions. (2024, April 17). Globe Newswire. Retrieved 2024, from https://www.globenewswire.com/en/news-release/2024/04/17/2864570/0/en/Huntington-Bancshares-Incorporated-Hires-Three-Neurodiverse-Teams-Fulltime-in-Technology-with-CAI-Neurodiverse-Solutions.html.
By Mike Park, Senior Vice President, Operations at CAI
Mike serves as Senior Vice President, Operations and is committed to providing clients with value-driven solutions. As a member of CAI’s Diversity and Inclusion Board, Mike strongly believes in the benefits that DEI brings to all of us as individuals, organizations, and communities.
Mike also specializes in providing innovative technical and business solutions to clients; allowing them to remain competitive in their marketplace. As the world and technology continue to constantly change; Mike has adopted the ContinuousNEXT mindset to develop new business models, capabilities, and value streams allowing clients to be flexible and successful as business needs, cultures, and consumer intelligence continue to evolve.
Prior to being Executive Vice President, Commercial, Mike held multiple positions at CAI including Executive Vice President, Vice President, and Director of Mid-Atlantic operations. Mike also previously led CAI’s consulting division overseeing a team of IT professionals and a myriad of services including IT strategy and IT process consulting. Over the past 23 years, Mike has provided services to over 100 clients in the private and public sectors.
Mike holds a Master’s Degree in Science Information Systems from Shippensburg University and a Bachelor’s Degree in Electrical Engineering from Pennsylvania State University. Mike also holds a PMP certification from PMI and serves as a board member of the Technology Council of Central Pennsylvania (TCCP) and Disability:IN PA.
