'We’re seeing other industries recognizing the talent pool they were overlooking'
Labour shortages continue to be a major issue for Canada.
As the economy continues to recover from the pandemic, “several industries are dealing with persistent labour shortages which are anticipated to continue into the future,” according to a November 2024 report from Statistics Canada.
While immigration has made a big difference, it says, shortages are still a challenge in sectors such as the trades, healthcare, agriculture and transportation.
One viable solution? The neurodiverse talent pool.
While some industries, like technology and finance, have been leaders in neurodiversity inclusion, other sectors are only starting to realise the untapped potential in this area, according to Tammy Morris, EY Neurodiversity Centres of Excellence Leader.
“The expansion of sectors learning in this space has been at a steady growth and understanding. There was early focus on technology and finance, but now we’re seeing other industries coming on board and recognising the talent pool they were overlooking.”
Another sector that has recognised the benefits of a neurodiverse workforce is the Canadian Armed Forces.
According to a news release from the National Defence last month, “bold steps are being taken to address common irritants, reduce delays, make military service more accessible, and better align processes to the expectations of a new generation of potential applicants.”
Previously, individuals who were neurodivergent were excluded from the recruitment process.
“Recruits with ADHD were automatically disqualified because they needed daily medication,” - Maj.-Gen. Scott Malcolm told CBC.
However, this policy has changed. Defence and security expert Andrew Latham stated that the previous screening process was “overly stringent” and “unrealistic”, turning away people who were capable of many jobs, as reported by the CBC.
Unfortunately, negative assumptions about neurodiverse individuals are still prevalent in many workplaces. According to a 2024 global survey by Deloitte, which polled 10,000 employees with disabilities or neurodivergent conditions across 20 countries, “30% of respondents reported facing negative assumptions about their competence in the past year, and more than a quarter said they were passed over for a promotion or their performance was negatively evaluated.”
These sentiments are echoed by Corey Walker, Board Leader of Autism Alliance Canada.
“There’s a misconception that neurodiverse individuals are unreliable, too costly to accommodate, or difficult to manage. These assumptions are simply untrue.”
There are significant contributions neurodiverse individuals can make, Morris says.
“Businesses need to understand the talent and economic case for neurodiversity inclusion first. And I say that because without fully appreciating the contributions to our economy, to innovation, to financial performance of businesses, then any bump along the road can cause them to back step.”
When it comes to accommodating neurodiversity in the workplace, many companies find that the financial costs are minimal.
“There's a great deal of research that many have no cost associated at all,” Morris says. “[With] the platforms that we're using, we're on Teams now... the majority of accessibility apps tools are actually built into the technology... and people just don't have great awareness of those tools.”
Morris argues that businesses need to be more aware that accommodations aren’t as difficult or costly as they might think.
“A lot of it is not what it used to be, where we didn't have some of the technical advantages that we have today, that are free, that are embedded, that we just need to share and disseminate... we've certainly moved beyond right some prohibitive accommodations.”
Accommodations can range from simple alterations to working conditions. Walker shared his own experience with autism in the workplace, highlighting the importance of clear communication, particularly when it comes to changes.
“One of the biggest things I struggle with is change. It’s something I’m dealing with right now. My job is going through changes, and it’s causing me a lot of anxiety. It’s important that they communicate the changes ahead of time, explain the reasons behind them, and involve employees in the change management process.”
HR departments play a crucial role in fostering an inclusive workplace. While policies against discrimination and harassment are essential, education and awareness are equally important.
“We cannot hold our employees to policies to anti-discrimination and human rights policies, etc, if we are not also providing education and awareness and support in enacting those so I think obviously there's room for that,” says Morris.
Neurodiversity inclusion should be a small part of a much larger inclusion initiative for all, she says.
“Peer mentorship, internal communities, ERGs, BRGs, that strength and comfort in numbers particularly helps in this space. [It’s about] looking at diverse by design, intentional universal design, that is a cost savings and helps everyone intentionally and then looking at the full employee life cycle.”
