Beyond Neurodiversity Lite: Improving the Robustness of Neurodiversity Employment Programs

ABSTRACT The confluence of economic conditions and emerging evidence of the advantages of a neurodiverse workforce has sparked dozens of high‐profile neurodiversity employment programs. Despite some success, the impact of these initiatives pales in comparison to the scope of employment challenges facing neurodivergent job seekers. In this article, we argue that the limited impact of neurodiversity employment initiatives is a function of at least three key challenges: (1) an emphasis on the strengths of neurodivergent employees without a simultaneous focus on substantial organizational change; (2) unrecognized demands placed on neurodivergent employees to navigate their work and careers; and (3) a focus on prototypical forms of neurodiversity without considering intersectional identities and their implications for inclusion and belonging. Acknowledging these limitations, we build on the foundation of these programs and provide suggestions for fostering cultural changes aimed toward improving and broadening the impact of neurodiversity employment programs to create truly neuroinclusive organizations.