When the workplace is flexible enough to accommodate more workers’ needs, it’s a win-win: individuals have access to more opportunities in the labor market, and employers see increased talent pipelines. The rise of remote work has led to disabled people achieving their highest employment record, according to federal data.
As AI and other emerging technologies redefine what it takes to succeed in the labor market, the future of work will demand workers adapt through upskilling and reskilling. But as we pursue those opportunities, we might be leaving neurodivergent workers behind.
Lightcast Senior Economist Elizabeth Crofoot was featured in a Forbes article recently about how companies can better support employees with conditions like autism, ADHD, or dyslexia. It opened the door to an interesting line of thought: what could it look like to put these workers in a better position to succeed—and what would that look like for the labor market?
Lightcast research and statistics from the BLS have shown there are over 5.5 million workers “missing” from the labor market—not looking for work now, but they would under the right conditions. As of June 2022, only 23% of the disabled population was actively job hunting. If that were increased just 2% by being more inclusive toward neurodivergent people, we'd have 650,000 more workers to help close talent gaps that we'll face globally soon, and in the US more immediately. What could that look like?
Start at the Beginning
Neurodivergent workers often face an uphill battle in traditional workplaces, because these environments may not line up well with their unique learning and working styles. That starts before they even get the job: high-stress settings, such as one-hour interviews, might present a challenge. To accommodate their needs, companies could extend the interview process over time, allowing candidates to acclimate and showcase their skills. Alternatively, a skills-based assessment test might better reveal their abilities than the traditional Q&A interview format.
An Invisible Challenge
Roughly 76% of employees with disabilities don’t fully disclose them at work, often in fear of stigmatization. But this presents a catch-22: if workers don’t share their conditions, employers don’t know they need to make accommodations, so they simply don’t. In order to meet employees’ needs, companies might have to go first: offering flexible solutions or neurodivergent employees in case they’re needed.
Goldman Sachs offers one program like this. Through an eight-week internship program for neurodivergent workers, participants learn upskilling related to their work and also more general skills like collaboration and public speaking, and they also gain access to specialized coaching and mentorship opportunities.
The state of Florida is also taking a proactive approach. Lightcast researchers—in collaboration with The Able Trust—found that if the disabled population increased its labor force participation by just 10%, it would add over $111 billion to the Florida economy over the next decade. And as an aging workforce creates a growing need for more workers (particularly in states like Florida), people with disabilities including neurodivergent conditions, have a new and unique opportunity to meet these growing needs.
A Double-Edged Sword
Rapid technological changes can be particularly challenging for neurodivergent individuals, who may struggle with adaptation or lack access to new tools due to financial constraints. In fact, nearly half of employees with disabilities cite money woes as a barrier to acquiring future-ready skills. On the other hand, Text-to-speech, speech-to-text, and closed captions are game-changers for many neurodivergent learners. Even AI tools like ChatGPT can help high-functioning individuals navigate social cues in professional communication.
Progress Report
How do we know if these efforts are paying off? Retention rates are a good start. If neurodivergent employees are sticking around and moving up the ladder, you're probably on the right track. DE&I benchmarking, particularly looking at neurodivergent individuals in leadership roles, can also provide valuable insights.
As the workplace continues to evolve, so must our approach to upskilling. When employers make the workplace more inclusive, they’re not just the right thing to help neurodivergent workers—they’re unlocking a wealth of talent that could reshape the future of work.
Thanks for reading On The Job. Be sure to catch up on our past issues, including “Skipping School: Teachers are Leaving The Classroom,” which is referenced in The Rising Storm, the latest research report from Lightcast. You can also subscribe to On The Job here. We’ll see you next time.
