March 17 through 23, 2025 marks Neurodiversity Celebration Week, a global initiative that challenges stereotypes and misconceptions about neurodiversity. In honor of this event, I wanted to focus this month’s article on the important topic of identifying neurodiversity-friendly employers.
Identifying an employer that is truly inclusive of neurodiverse employees, rather than simply paying them lip service, can feel like a challenging endeavor. However, with the right strategies and tools, it’s entirely possible to find an inclusive and welcoming employer! Continue reading to uncover 6 strategies you can deploy to identify whether an employer is neurodiversity friendly.
1. Review the company’s website.
Begin by diving into the prospective employer’s website to see if and how they talk about neurodiversity. The mission and values; diversity, equity, and inclusion (DE&I); and careers pages can be great places to start. (Spoiler: If they don’t mention DE&I at all, they’re probably not very inclusive of neurodiverse employees.)
You can also use online resources to research companies and their cultures. Built In is one of my personal favorites since it aggregates information from 80,000+ companies. You can learn about factors that indicate a company’s level of inclusivity:
- Culture description and details, including videos and quotes from employees
- Perks and benefits
- Awards and recognitions
Please know that offering a perk or receiving an award doesn’t automatically mean that a company is actually inclusive. Many awards are self-reporting or based on limited criteria, so take them with a grain of salt.
Look for specific mentions of neurodiversity initiatives, accommodations, or partnerships with neurodiversity-focused organizations. These are far greater indicators of a genuine commitment to inclusion.
2. Scrutinize the company’s social media.
A company’s social media can be incredibly revealing. As I’ve mentioned before, you can learn a lot about an organization based on what they post—and when they choose to stay silent.
Even if they don’t explicitly post about neurodiversity, see if they share about disability inclusion, DE&I, or social justice in general. Reflect on whether their brand voice aligns with your values.
A truly inclusive company won’t just have a DE&I statement buried on its website, it will showcase its efforts proudly across its entire online presence. Their messaging should feel authentic, not like they’re just ticking a box.
3. Explore the company’s neurodiversity programs and initiatives.
As you review an organization’s website and socials, you should get a sense of its neurodiversity programs and initiatives.
- Do they actively promote flexible work arrangements?
- What additional resources are available to neurodiverse employees?
- Do they have an employee resource group (ERG), business resource group (BRG), or similar program for neurodiverse employees?
- Do they partner with organizations that support neurodiversity in the workplace?
Each company will have a different approach, so pay attention to whether their policies and initiatives seem to support or hinder neurodiverse employees
4. Reflect on the interview process.
Evaluating the company’s interview process can also give you a sense of how inclusive the company is with regard to professionals who are neurodiverse. Ask yourself:
- Did they ask whether you needed any accommodations?
- How did they make the process welcoming and inclusive?
- Did they provide questions ahead of time?
- How accepting were they of your communication style?
- Did you feel comfortable being your authentic self?
Remember that the interview process is a two-way street. You’re evaluating them just as much as they’re evaluating you. If you felt welcome and comfortable during the interview, chances are good that the company values neurodiversity in its workplace.
5. Ask thoughtful questions during the interview.
Speaking of the interview process, it’s a great opportunity to ask thoughtful questions that can help you gain a deeper understanding of the company’s culture and its commitment to neurodiversity. Asking the right questions not only shows your genuine interest but also helps you determine whether the company aligns with your personal values.
Here are some examples of questions you might consider asking:
- Can you share an example of how [Company] supports neurodiverse employees?
- What training do employees and managers receive on neurodiversity?
- Do you have an employee resource group (ERG) for neurodivergent employees and allies?
6. Conduct backdoor research on the company.
Lastly, consider conducting some backdoor research to get a deeper and more realistic sense of the company’s culture. While official websites and social media may give you one perspective, informal channels often reveal what’s really going on behind the scenes.
Use LinkedIn to reach out to current or former employees to ask about their experiences. A quick message expressing curiosity about their experiences can go a long way.
You can also use online platforms like Team Blind, Fishbowl, Reddit, and Glassdoor to learn about the workplace culture. But while these platforms can be incredibly helpful, take what you find with a grain of salt. Sometimes negative feedback comes from a single disgruntled employee, but if you notice recurring themes, they’re likely worth taking seriously.
Although you can’t guarantee that a company is neurodiversity-friendly until you’re on the inside, implementing these strategies can help you identify employers who value neurodiversity, rather than those who just pay lip service to inclusion. I’m sending you positive vibes as you find a workplace where you can truly thrive. You’ve got this!
