Neurodiversity has become an extraordinary business necessity. By heeding this collective call for inclusion, American companies can unlock access to a talent pool consisting of millions of individuals possessing diverse strengths, unique leadership styles, and distinct thinking approaches.
At the TOTS Foundation, our mission is to achieve direct pathways to skill building experiences for those individuals through public and private partnerships that lead to apprenticeships and internships towards meaningful employment and maximizing their intellectual capacity.
It’s not enough to wish you had more people with disabilities working for you. You must take action by creating an environment that will attract and sustain individuals. Our team is committed to making sure we work with you to create a commitment and concrete goal for inclusive hiring and then create the framework and structure needed to make this a reality.
Vocational training and placement services provide individualized employment support for individuals based on their interests, abilities, needs and vocational preferences. We are dedicated to empowering individuals with the tools they need to obtain meaningful employment. Training with employers in the community and job sampling of real community jobs are vital vocational experiences available through the TOTS Foundation that help ensure employment success.
Once employment is secured, job coaching is available to assist in successfully maintaining the new position. Our job coaches work closely with both the employer and individual to ensure success from a placement standpoint - overcoming communication barriers and building relationships.
At the TOTS Foundation, we work with companies to ensure that supportive policies and practices are in place to achieve success in the hiring, training, and retaining of professionals within the neurodiverse community.
Integrating a neurodiverse workforce into a company results in positive outcomes that extend beyond conventional expectations. When individuals from the neurodiverse community are hired, stereotypes are shattered, and social stigmas and discrimination crumble. When individuals within these communities witness the success and recognition achieved by others like them, it becomes a source of empowerment for all.
Across various sectors, from STEM to manufacturing and beyond, the pressing challenge of filling open positions continues to mount. Alarming reports indicate that nearly 70% of employers across the globe are grappling with filling crucial positions.
In a dynamic, ever-evolving world powered by disruptive technologies, the path to success lies in cultivating diverse minds, nurturing unconventional thinking, and sparking a constant flow of fresh ideas. It’s time for companies to embrace a new path that can give them the competitive edge that they need through the hiring of neurodivergent talent
As research continues to illuminate the profound connection between corporate consciousness and inclusive principles, organizations are shifting their focus to embrace these workplace principles. Simultaneously, there exists an undeniable opportunity that lies within the act of hiring individuals with disabilities. The powerful combination of financial stability, social integration, and a sense of belonging fuels their drive to excel. As a result, companies experience reduced absenteeism, tardiness, and turnover.
“In the business arena, we have long known that a workforce with different backgrounds, experiences and perspectives can be a competitive advantage. Focusing on recognizing and valuing our existing neurodivergent talent, and bringing neurodivergent
talent into [the company’s] workforce, increases that advantage and our competitive edge.”
of customers were more inclined to buy products and services from businesses that hire people with disabilities, and 87% said they would prefer to support businesses that actively hire people with disabilities.
“Employers that are recruiting and hiring individuals with disabilities need to do more than provide a competitive workplace benefits package to retain them. Creating a supportive and inclusive culture is the ‘secret sauce’ that will make an organization an employer of choice for people with disabilities.”
of adults with IDD employed in a competitive setting have been at their current job for 3 years or more.
“Individuals with disabilities have historically experienced a much higher unemployment rate and much lower labor force participation rate than the population generally, making individuals with disabilities the largest potential group of untapped labor in the U.S.”
of workers with a disability were employed part-time, compared with 16 percent of workers who were not disabled.