Specialisterne Brings the NDEAM Celebration Worldwide
October 31, 2024
In October, the United States celebrates National Disability Employment Awareness Month (NDEAM), an annual campaign that raises awareness about the importance of including people with disabilities in the workplace. Although NDEAM is an event specific to the U.S., Specialisterne has decided to celebrate it globally in every country where we operate. The values promoted by NDEAM resonate deeply with our mission: to support the employment inclusion of neurodivergent individuals and help more people find meaningful roles at companies that value diversity.
A Global Questionnaire to Understand Real Needs
At Specialisterne, we believe inclusion should go beyond abstract concepts or one-time celebrations—it must translate into concrete actions. With this objective in mind, we launched a global questionnaire to gather insights on the work situations of neurodivergent people in the countries where we operate. Our goal was not just to gather quantitative data, but also to better understand specific needs, personal aspirations, and, above all, what a “good job” means for a neurodivergent person.
This questionnaire includes insights from Specialisterne’s neurodivergent employees, which may contribute to higher employment percentages and does not fully represent all neurodivergent individuals. It’s important to note that the insights shared are not universal and does not represent everyone who identifies as neurodivergent.t However, the perspectives shared provide valuable insights into the workplace experiences, needs, and challenges faced by neurodivergent employees on an international scale. Key highlights from this questionnaire include:
Conclusions: The need for flexible, inclusive workplaces that respect neurodivergent needs is universal but often unmet.
The Ideal Job According to Neurodivergent People
While aspects like flexibility and feeling valued are universally desirable, they can be make-or-break elements for neurodivergent employees, as their sensory and cognitive needs are more sensitive to factors like noise, predictability, and supportive management. These factors significantly impact neurodivergent employees' well-being and ability to thrive. Beyond the numbers, the qualitative responses we gathered provide a genuine perspective on the needs and aspirations of neurodivergent individuals in the workplace. When asked what a “good job” should look like, a clear common thread emerged: the need for a flexible, inclusive environment that can adapt to individual characteristics.
“A peaceful, distraction-free environment is essential.” — questionnaire respondent, Italy.
In Italy, participants described their ideal job as one that offers “flexible hours and environment, to allow peaceful, distraction-free work.” Another respondent envisioned a “melodious” workplace free from disruptive noise, demonstrating how crucial it is for many neurodivergent individuals to work in spaces that respect their sensitivities and concentration needs.
In Spain, respondents highlighted the importance of autonomy and understanding, noting that the ideal job “is one where I can organize myself without excessive pressure.” An autistic person with ADHD echoed the need for a manager who can make accommodations when needed, as even small adjustments can make a significant difference in their work experience.
“My ideal job is one where I don’t have to hide who I am, where I can be autistic without judgment.” — Adriano, Brazil.
In Brazil, the same need for support and understanding stands out. Fábio, an autistic respondent, explained, “For me, it’s essential to have a job that isn’t stressful, where I can contribute according to my abilities without unrealistic expectations.” These responses reflect a profound need for acceptance and authenticity without sacrificing one’s identity to fit into rigid environments.
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In Canada and the United States, clarity in hours and economic stability come to the forefront. One Canadian participant described the ideal job as an environment where they don’t have to “mask” and where flexible hours are possible, while another participant with ADHD emphasized the importance of a clear, stable work schedule to perform at their best. In the U.S., a respondent stated that “a good job is one that recognizes my worth and offers me economic stability,” an aspect often overlooked in discussions about inclusion.
These testimonials invite us to consider what inclusion truly means in a business context. It’s not just about hiring neurodivergent individuals but creating the conditions in which they can thrive, feel respected, and contribute authentically. Listening to these voices is not only an act of inclusion – it’s an opportunity to build more humane workplaces where everyone can feel they belong and bring their unique talents to the table.
A Global Overview: Challenges and Opportunities by Country
Across all questioned countries, many respondents indicated they are currently employed. Yet, even for those with jobs, creating truly inclusive workplaces that accommodate their unique needs remains an ongoing challenge.
In Italy, respondents often face hurdles due to a lack of workplace flexibility, which they report as a barrier to genuine inclusion. Many selected options such as needing quieter, adaptable environments and the desire for roles that better align with their skills, rather than positions below their qualifications or limited to temporary contracts.
Spanish respondents shared a positive view on employment, though they similarly indicated the need for workplaces to provide accommodations and prevent overqualification. A significant number expressed the importance of an environment where employers actively strive to understand and respect neurodivergent needs.
In the United States and Canada, respondents offered more personal insights. One Canadian participant noted, “Speech disorders get in the way of having successful job interviews”, highlighting the need for more supportive hiring practices. Another shared the challenge of finding workplaces that could accommodate an emotional support animal, saying, “I have an ESA (emotional support dog) who helps me, but finding workplaces that accommodate this need is challenging”.
Brazilian respondents echoed similar concerns, with many selecting obstacles such as reaching the interview phase but rarely advancing further in the selection process. This experience, shared across multiple countries, highlights a common barrier for neurodivergent individuals. Additionally, respondents noted that limited work experience on their resumes restricted their job prospects. These responses underscore the need for more accessible and inclusive hiring practices that fully recognize neurodivergent talent and accommodate specific needs.
Looking to the Future of Inclusion
The insights gathered highlights that neurodivergent individuals face numerous challenges in both accessing employment and maintaining a role that meets their needs. For Specialisterne, these results are invaluable because they show us what neurodivergent individuals truly need to work at their best and to find meaningful employment, given that actual employment rates remain low in many countries.
This is why NDEAM is such a crucial initiative for us: it allows us to focus on an often-overlooked topic, namely the accessibility and inclusiveness of work for people with disabilities, especially those who are neurodivergent. The questionnaire has made it clear that, as a society, we need to commit to removing the barriers – social, physical, cognitive, sensory, and behavioral – that hinder neurodivergent individuals from accessing work. Yet, it’s not just about providing jobs; it’s about offering dignified, well-paying, stable roles that foster both personal and professional growth.
At Specialisterne, we firmly believe that inclusion should not merely be a buzzword or a charitable practice; it should be a process of mutual enrichment that benefits everyone involved—from neurodivergent individuals to neurotypical colleagues and the entire company. Creating environments where differences are valued, where neurodivergent people can work free of obstacles and with the necessary support, promotes a change that brings both individual and collective benefits. When inclusion is genuine, it not only enriches the people involved but transforms the entire organization into a more equitable, creative, and resilient workplace.
In a rapidly evolving work environment, understanding and embracing the needs of neurodivergent individuals is a strategic choice that allows companies to innovate and attract talent with unique perspectives and skills. Through the global celebration of NDEAM, we at Specialisterne hope that more companies will recognize the value of diversity and adopt inclusive practices not just as a social responsibility but as an opportunity for growth and added value.
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