Despite strides being made in the
Up to 20% of the world's population is neurodivergent, according to consulting firm Deloitte. Autism, dyspraxia, dyslexia, obsessive-compulsive disorder, attention deficit hyperactivity disorder, or arguably, even a mood disorder like major depression are all considered on the spectrum of neurodiversity.
While no one neurodivergent individual is the same, misinformation and stereotypes may make it so employers are hesitant to recruit from this population, let alone support those who already work there, explains Anthony Pacilio, vice president of CAI Neurodiverse Solutions, an employment program that helps companies attract and retain neurodiverse talent.
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"People think that neurodivergent individuals can only focus on one thing or are only good at one thing," says Pacilio. "They imagine someone who is a savant with numbers, but that's only a small percentage of neurodiversity. There's probably neurodivergent individuals working side by side at their company already."
CAI provides employers with talent and acquisition and learning and development teams, making it easier to recognize gaps in knowledge and support as they expand their recruitment efforts. CAI has partnered with over 500 organizations, including Goodwill and Brookfield Properties, in an effort to increase neurodivergent hires without stigma.
Pacilio believes that employers ultimately hold back from hiring neurodivergent talent, or even discussing neurodiversity, because of the fear of the unknown — they don't know what neurodiversity looks like or how much they will have to invest in making their workplace inclusive. But Pacilio emphasizes that it may be much simpler than it seems.
Accommodations can range from an employee requesting noise-canceling headphones to better focus on their tasks, or a remote work option so an employee can feel comfortable in their environment. Pacilio points out that neurodivergent individuals usually understand what they need from not only their company but themselves to be successful. He knows this firsthand.
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"I am neurodivergent myself — I suffer from extreme social anxiety disorder, which is humorous because I am the brand ambassador and I have to talk to folks," says Pacilio. "It's tough for me to do interviews, so I usually prepare two to three hours before."
Pacilio notes that supportive employers and leaders are a big part of empowering people to think and prepare the way they wish to, without fear of ridicule. However, Pacilio knows employer support is not universal, and working with CAI has made it clear that neurodivergent individuals are not usually the reason for their exclusion from the workforce.
"The barriers to hiring are not typically because of the individual," he says. "The barriers are not even so much the job itself, but the client's infrastructure."
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Administrative shortcomings, like an inability to provide conducive equipment or transportation assistance, may make it harder for neurodivergent individuals to stay with a company long-term, Pacilio explains. But companies must be willing to recognize what changes are worth making to support and grow diversity in the workplace.
"Every person walking into CAI should obviously be treated fairly," says Pacilio. "If there is an accommodation or support mechanism they need that is not currently available, it will be available."
But that means employers have to cultivate a work culture that doesn't dismiss or ignore neurodiversity. In just over a year of his time at CAI, Pacilio is grateful to work somewhere he is seen and appreciated for what he brings to the table.
"Being able to open up and disclose who I am is probably the greatest gift of all, and I wish I could impart on everybody," he says. "I found myself a place where I can sit and call home."
