Neurodiversify

Empowering Neurodivergent Talent, Enriching Inclusive Enterprises.

Job Seekers Enterprises

Connecting Neurodivergent Talent with Fulfilling Careers

We connect neurodivergent individuals, including those with autism, ADHD, dyslexia, and other forms of neurological diversity, with rewarding career opportunities. Our platform matches their unique strengths and abilities with inclusive companies that value diversity. Discover a new way to hire people that value and welcome individuals with diverse ways of thinking. Create a brighter future of work that embraces neurodiversity and unlocks the full potential of every individual.

What is Neurodiversity?

Neurodiversity is a concept that encourages the acceptance and appreciation of the wide range of variations in human brains and nervous systems. It acknowledges that these variations can impact how we learn, process information, interact socially, and perceive the world. Instead of considering individuals with conditions like autism, dyslexia, ADHD, or other neuro distinct traits as deficient, neurodiversity recognizes them as different and highlights their valuable and unique strengths.

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Simplify Your Job Search, Unlock Your Potential

Discover opportunities fitting to your strengths with just one application. Neurodiversify helps you to connect with multiple job boards and neuro-conscious organizations. Say goodbye to job search stress and unlock your potential in a career that values your strength. Experience a new way to find meaningful employment opportunities.

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Harness Neurodiversity, Drive Innovation and Inclusion

Tap into the power of neurodiversity to drive innovation and create a more inclusive workforce. Our platform connects you with exceptional talent, whether you are looking for unique perspectives, problem-solving abilities, or creativity. Cultivate a workplace that celebrates diversity and fosters an environment of value, equity, and diversity, leading to success with a divergent workforce.

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Neurodivergence At Work

Harper Mitchell

Harper Mitchell

ADHD

Fashion Designer

Her ADHD propels her creativity and out-of-the-box thinking in the fashion industry. Harper's unique designs blend unconventional patterns and colors, challenging traditional norms and inspiring others to embrace their individuality.

Maya Patel

Maya Patel

Dyslexia

Special Education Teacher

Maya's personal experience with dyslexia fuels her passion for teaching and supporting students with learning differences. Through her dedication and tailored instructional strategies, she empowers her students to overcome challenges and discover their unique strengths.

Ryan Kim

Ryan Kim

Tourette Syndrome

Graphic Designer

Tourette Syndrome fuels Ryan's unique ability to visualize and express ideas through art. His creativity knows no bounds as he produces captivating designs that leave a lasting impact on the visual landscape.

Lily Chen

Lily Chen

Autism

Entrepreneur

Lily's autism drives her passion for entrepreneurship, leading her to create a successful business that promotes inclusivity and provides employment opportunities for individuals with diverse neurotypes.

Dr. Michael Thompson

Dr. Michael Thompson

Asperger's Syndrome

Psychologist

Dr. Michael Thompson's personal experience with Asperger's Syndrome shapes his approach as a psychologist. He specializes in helping individuals on the autism spectrum navigate social interactions and develop strategies for thriving in a neurotypical world.

Emma Rodriguez

Emma Rodriguez

Dyscalculia

Software Engineer

Emma's dyscalculia sharpens her problem-solving skills, enabling her to approach complex coding challenges with a unique perspective and find innovative solutions that revolutionize the world of software engineering.

Articles

A Roadmap for Neuroinclusive Managers​

A Roadmap for Neuroinclusive Managers​

Approximately 15-20% of our​ population is neurodivergent ​ Middle managers have always supervised neurodistinct employees regardless of either party’s awareness of this fact. The confluence of exponentially rising prevalence rates, the self-identification movement, and efforts to recognize late-identified neurodiverents from “The Lost Generation” suggests that managers are now supervising the largest cohort of neurodivergents ever. Managers play a crucial role in unlocking the limitless potential of a neuroinclusive workforce. On the contrary, unskilled managers can render all facets of the employment life cycle intolerable for neurodivergents.

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What Can Employers Do About Neurodistinct Burnout & Masking?

What Can Employers Do About Neurodistinct Burnout & Masking?

Masking and burnout are bad for neurodivergents and businesses. Neurodistinct employees are their employer’s canary in the coal mine; where workplace toxicity exists, neurodivergents are often the most swiftly and severely impacted group. Unfortunately, minimal research on neurodistinct burnout exists. Most studies center neurodivergents by attributing burnout to their unique traits and susceptibility. Moving forward, employers should understand neurodivergent burnout as a byproduct of cultures that do not embrace neurodiversity. Masking, ostracization, and unmet support needs, known contributors to neurodistinct burnout, emanate from the employer rather than neurodivergents.

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Why Aren’t Neurodistinct Employees Disclosing to Their Employer?

Why Aren’t Neurodistinct Employees Disclosing to Their Employer?

Disclosure is the contingency that, in theory, unlocks mechanisms of support for neurodistinct employees. Many researchers and self-advocates suggest that disclosing neurodivergence can benefit employees greatly. Employer allies are eager to support neurodistinct employees and build neuroinclusive enterprises. So why is it that most neurodistinct employees do not disclose? By listening to self-advocates, we know that the risks can overshadow the rewards. The Dichotomy of Disclosure: Benefits & Costs During a recent keynote presentation, a neurodistinct speaker offered this quip when asked why more neurodistinct employees aren’t disclosing: “It’s none of their damn business.

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Neurodiversity Boosts Employee Retention But Why?

Neurodiversity Boosts Employee Retention But Why?

In the wake of the Great Resignation, employers are eager to boost employee retention numbers. In this post-pandemic employment ecosystem, employers must reckon with their worker’s willingness to depart from enterprises that are not flexible and empathetic. One solution is to embrace neurodiversity. A hallmark of the business case for neurodiversity is the fact that neuroinclusive enterprises retain employees at higher rates than their less inclusive competitors. But what is the reason for this increased retention?

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How to Customize Your Case for Neuroinclusion

How to Customize Your Case for Neuroinclusion

Enterprises are increasingly embracing neuroinclusion and pursuing neurodiversity initiatives. Various “cases for neurodiversity” have emerged to broaden the appeal of neurodiversity at all levels of enterprise. Neurodiversity sponsors know it is imperative to assess the enablers and the barriers to change before launching initiatives. For said sponsors of neuroinclusion, this means tailoring arguments for adopting neuroinclusive business practices to align with various stakeholders’ agendas. For example, your CEO, executive leaders, sales team, customers, and human resources department might have different incentives for investing in neurodiversity.

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Language Evolutions in Neurodiversity

Language Evolutions in Neurodiversity

“Support Needs” In recent years, support needs language has replaced functioning labels. Characterizing neurodistinct people as high or low functioning is offensive and inaccurate. Most often, neurodivergence is characterized by a ‘Spiky Profile’ where a distinct pattern of strengths and support needs are expressed. Given the preponderance of evidence demonstrating spiky profiles, calling someone “low functioning” minimizes their strengths and capabilities. Similarly, “high functioning” characterizations create assumptions that they do not have support needs and fail to capture that their optimal functioning depends on optimal environments.

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