Employment and Income Disparities Among Neurodivergent Professionals
Disclaimers:
Land Acknowledgment: We live and work on the unseated territories of the Wahpekute and Chumash peoples, we pay respects to their elders past and present. We encourage folks to explore the ancestral lands they live and work on, and to learn about the Native communities that live there, the treaties that have been broken. If folks feel called, we encourage them to consider taking actions to support Native communities, reparations, and land back movements (see other resources at the end for more info).
A note on language: The language in the DSM, including the use of the word disorder (D in acronym), some find this harmful, while others prefer the language “disorder.” When this language is used, it is because, as mental health professionals, we need to use this same language when referring to “diagnoses” in the DSM. In addition some Autistics find the use of the level system helpful in identifying the level of support needed, while others view it as an overly simplistic way of defining something that’s fluid, and may feel it’s harmful and minimizing. The beauty is that each individual gets to choose what language feels validating and affirming to them. Inspired by Dr. Jennifer Mullan, we use the term, “therapy participant” rather than “client” or “patient,” as we work toward decolonizing therapy.
Educational Purposes: The information presented here is for educational purposes, and not meant to diagnose, treat or cure medical conditions or challenges, including neurodivergence (including mental health challenges), or physical health.
Today, we’re diving into another important aspect of neurodivergence in the workplace, specifically examining the persistent employment and income disparities that neurodivergent professionals experience. These disparities range from biased hiring practices, unemployment, underemployment and job insecurity, to unequal pay, and limited career advancement—all of which highlight the need for more inclusive, supportive work environments. It’s not only important that we recognize the value of neurodiverse individuals, but that we also create workplaces and opportunities that foster equity and inclusion for all.
Disparities in Employment—
1. Hiring practices and job opportunities → Inflexible to flexible
One of the most significant barriers to employment for neurodivergent individuals is the hiring process itself. Standard hiring practices, such as job listings/descriptions and interviews, often fail to accommodate the unique communication and social interaction styles of neurodivergent folks. For instance, interviews may favor neurotypical candidates who can more easily engage in small talk, demonstrate social cues, and provide answers based in a conventional format. As a result, neurodivergent individuals—despite their qualifications—may be overlooked or “disqualified” early in the recruitment process.
If you are interested in learning more about the hiring process and how to incorporate neuroinclusive recruitment practices, check out our previous blog here where we discuss alternatives to these inflexible practices, such as offering flexible and alternative options for job listings, interviews, and onboarding.
In addition to inflexible hiring practices, inflexible and structured work environments are another barrier to employment for neurodivergent individuals. For instance, the traditional 9-5 workday from Monday through Friday in an office can be much too challenging for some neurodivergent professionals to manage–from the difficulties of navigating relationships with colleagues, the sensory environment, to differences in communication and the ability to process information–this type of environment can be too much to handle. That is, this type of structured work environment is not sustainable for some neurodivergent individuals and can lead to burnout, along with other exacerbating factors like increased stress and anxiety. With this in mind, jobs that offer remote or hybrid employment (especially when paired with asynchronous working hours) can be particularly beneficial as it allows the individual the ability to customize their workdays, all while being in a safe environment that aids their productivity (Vatalidis, 2024). With lower employment rates for neurodivergent folks, employers offering remote and hybrid opportunities can provide an inclusive way to find more qualified neurodiverse professionals (Vatalidis, 2024).
2. Unemployment
In many countries, the unemployment rate for neurodivergent individuals is disproportionately high compared to their neurotypical (NT) counterparts. For instance, in the United States (US), up to 85% of Autistic adults are unemployed, and those with ADHD are 30% more likely to experience chronic employment issues (Rephun, 2024). Moreover, approximately four in five neurodivergent individuals report being unemployed in the US, despite their strong desire to work (Radcliffe & Henry, 2023).
Similarly, in the United Kingdom (UK) Autistic folks were reported to have the lowest employment rates, with only 37% of neurodivergent individuals being employed (Garcia-Lazaro et al., 2023; Williams & Turcatti, 2024). This is significantly lower than their neurotypical counterparts, as 80% of NT individuals are employed (Garcia-Lazaro et al., 2023). Another UK study found that low employment rates are also evident for Autistic graduates, who are twice as likely as their NT peers to be unemployed 15 months post-graduation (Williams & Turcatti, 2024).
3. Underemployment and Job Insecurity
When neurodivergent individuals secure jobs, they often experience underemployment (i.e. working in roles that don’t fully utilize their skills or potential). In placing neurodivergent professionals in positions that do not match their abilities, this can lead to job dissatisfaction, lack of career growth/development, or burnout.
For example, an Australian survey conducted in 2014 found that just under half of all Autistic adults currently employed are working in positions that they are overqualified for (Baldwin et al. 2014; Radcliffe & Henry, 2023). Likewise in the UK, it’s reported that 46% of Autistic professionals are employed in low-skilled jobs (i.e. jobs that they are overqualified for; Garcia-Lazaro et al., 2023). Honeybourne (2019) also reported that neurodivergent individuals who are employed commonly report negative workplace experiences.
In the US, only 34% of Autistic adults report feeling well-supported at work, with only 16% of Autistic adults having worked full-time for a year or more (Rephun, 2024).
In addition to underemployment, neurodivergent employees may face job insecurity. Since some neurodivergent conditions are more visible or stereotyped, employees may fear that they’ll be fired or overlooked for promotions due to their neurological differences. This insecurity can be exacerbated by the lack of clear anti-discrimination policies and the absence of workplace inclusivity programs.
Income Disparities—
Another stark example of the employment disparities between neurodivergent and neurotypical professionals is the income gap. Various studies (Garcia-Lazaro et al., 2023; Radcliffe & Henry, 2023; Rephun, 2024; Williams & Turcatti, 2024) have found that neurodivergent individuals earn significantly less than their neurotypical counterparts, even when controlling for educational background and experience. Some notable factors contributing to this disparity include:
1. Higher rates of unemployment
As discussed above, in various countries the unemployment rate for neurodivergent individuals is disproportionately high compared to neurotypical individuals (Radcliffe & Henry, 2023; Rephun, 2024; Williams & Turcatti, 2024). When neurodivergent (ND) individuals find employment, they may be more likely to be employed part-time (with 42% of ND employees working part-time; Garcia-Lazaro et al., 2023) or in temporary positions, which are often associated with lower wages and fewer to no benefits. This creates an ongoing cycle of financial instability for many neurodivergent professionals.
2. Wage gap
The wage gap neurodivergent folks experience compared to neurotypical employees is another noteworthy disparity in the workforce. For instance, neurodivergent employees often earn less than their neurotypical colleagues, even in roles requiring the same skill set.
Garcia-Lazaro et al. (2023) note that across the occupational skill spectrum, neurodivergent workers are paid less on average than their NT counterparts. Rephun (2024) additionally reports Autistic employees having an average wage gap of 30%, compared to their NT co-workers. Additionally, Autistic professionals are also twice as likely to have an income that does not cover their basic needs, compared to NT peers (Williams & Turcatti, 2024).
It's notable to mention that the pay gap is not unique to neurodivergent employees, as it is an issue spanning several identities. For example, women have historically been impacted by the gender pay gap (Unison, 2023). To this end, it is possible that the intersection of gender and neurodivergence may also contribute to income disparities.
3. Limited advancement opportunities
Career advancement can be limited for neurodivergent professionals due to workplace stigmas, lack of mentorship, and inflexible work structures. Neurodivergent individuals may struggle to navigate the unwritten social rules of the workplace or may face challenges with leadership roles that require frequent collaboration or extensive social interaction. This can limit their opportunities for promotion, which in turn, affects their income trajectory.
Addressing the Gaps in the Workplace – Conclusion
To reduce the significant employment and income disparities that neurodivergent individuals face, it is crucial to create more job opportunities and build equitable, inclusive workplaces. Neurodivergent professionals encounter numerous challenges—from being overlooked in the hiring process to experiencing underemployment and income inequality.
However, by proactively implementing inclusive practices and accommodations, we can begin to close these gaps and ensure that neurodivergent individuals are given the opportunities they deserve, to thrive in the workplace.
If you’re wondering if you are Autistic and would like to explore assessment, the clinicians at Neuron & Rose are here to help! Whether you’re seeking to explore neurodivergence or find strategies to bring ease and joy into your daily life, our dedicated team is here to walk with you. For therapy or assessments, follow this link to contact us for a free consultation! Additionally, if you would like to read more about neurodivergence in the workplace, neuroinclusive practices, and entrepreneurship, we have several recent blogs you might be interested in linked here: Neurodiversity & Entrepreneurship, Neuroinclusive Workplaces: Part 1, Neuroinclusive Workplaces: Part 2, Neuroinclusive Workplaces: Part 3, When the Boss Gets Bullied.
Land acknowledgement Resources: Support starts with educating yourself about history, and being willing to sit with uncomfortable truths. It can then include things like: learning about cultural appropriation, and commit to not engaging in and perpetuating cultural appropriation; committing to calling people in to conversations; educating others, honoring Native folks on holidays such as Indigenous People’s Day, considering the implications of celebrating holidays such as Thanksgiving, or the Fourth of July; making land acknowledgements, (to find out whose land you’re on, head here), having conversations with people about what you learn; financial support; uplifting and amplifying Native voices and stories; understanding and supporting Land Back efforts; researching and supporting Native causes, including supporting and advocating Native-led for legislation changes. Some options for financial support of Native communities on Wahpekute land are here, here, here, here, here or here; Chumash land here; National.
References
Pay gaps exist because no one is looking, disabled members hear. (2023). Unison. https://www.unison.org.uk/news/2023/10/pay-gaps-exist-because-no-one-is-looking-disabled-members-hear/
Garcia-Lazaro, A., White, J., Lattanzio, S. (2023). The reality for neurodivergent people in the workplace. University of Bath. https://blogs.bath.ac.uk/iprblog/2023/09/04/the-reality-for-neurodivergent-people-in-the-workplace/?utm_source=chatgpt.com
Honeybourne, Victoria. (2020). The Neurodiverse Workplace: An Employer’s Guide to Managing and Working with Neurodivergent Employees, Clients and Customers. 10.5040/9781805014881.
Radcliffe, A., Henry, M.K. (2023). Developing and expanding neurodiversity in the nonprofit workplace. Drexel University Goodwin College of Professional Studies. https://neurodiversityemploymentnetwork.org/wp-content/uploads/2024/01/A-Summary-of-Evidence-Supporting-Neurodiversity-in-the-Workplace.pdf?utm_source=chatgpt.com
Rephun, M. (2024). 22 statistics about neurodiversity and employment. Creative Spirit. https://www.creativespirit-us.org/22-statistics-about-neurodiversity-and-employment/#:~:text=only%2034%25%20of%20people%20with,non%2Dautistic%20co%2Dworkers
Vatilidis, N. (2024). How to support neurodivergence in the workplace with remote and async work. Remote. https://remote.com/blog/support-neurodivergence-workplace-remote-async
Williams, M., Turcatti, D. (2024). Inequality and neurodivergence: Understanding difference and dismantling stereotypes. National Institute of Economic and Social Research. https://niesr.ac.uk/blog/inequality-and-neurodivergence-understanding-difference-and-dismantling-stereotypes
