According to Understood.org, in partnership with The Harris Poll:

• 42% of Millennials and 49% of Gen Z now identify as neurodivergent, which means most talent pipelines are already more neurodivergent than the hiring process assumes.

That same survey found that:

• 78% of adults acknowledge that traditional hiring practices are more likely to affect job seekers who are neurodivergent, and
• 85% say employers need better education on accommodations for neurodivergent employees.

By 2030, Gen Z and Millennials will make up over half the workforce, so this shift isn’t temporary.

• the CDC’s finding that 28.7% of U.S. adults report a disability (about 70 million people), and
• research from Mercer and Global Disability Inclusion showing invisible disabilities outnumber visible ones roughly 6 to 1 among employees who disclose,

and the picture becomes clear: most organizations already employ neurodivergent talent, whether they know it or not.

Yet despite that scale, 75% to 85% of autistic college graduates and over 65% of college graduates with ADHD are unemployed or underemployed, often because hiring practices (resume screening, interview format, unconscious bias) were never built with them in mind.

This session discusses how to close that gap.

From Business Case to Implementation: Best Practices for Building Neuroinclusive Employment Programs is a 60-minute session led by Tracy Powell-Rudy, Integrate’s Vice President of Corporate Engagement.

Integrate has built neuroinclusive hiring programs with Fortune 1000 companies and nonprofits across the U.S. and Canada.

The session covers:

• why neuroinclusion matters as a business strategy,
• how to structure a program (assessment, training, sourcing, and onboarding),
• the factors that separate programs that succeed from those that stall,
• common pitfalls, and
• specific, practical changes to interviewing and recruiting that remove bias without adding cost or risk to your hiring process.