Supporting Inclusive Work-Integrated Learning as an Employer
Neurodivergent post-secondary students bring valuable strengths to the workforce, including creativity, innovative problem-solving, and a keen attention to detail. Despite their potential, many face barriers to employment, often due to a limited understanding of their unique needs and strengths within traditional work environments.
Work-integrated learning and placements are critical bridges to employment. Employers who offer inclusive placements can access a wider talent pool, improve retention and performance, and foster innovation through diverse perspectives.
Key insights
Reduce stigma: Employers play a key role in creating equitable, supportive workplaces for neurodivergent employees. This starts with ongoing learning and organization‐wide awareness and training about neurodiversity. Regular education for managers and employees builds understanding, reduces stigma, and fosters more productive, inclusive teams.
Respond to career anxiety and build confidence: Neurodivergent students’ concerns about performance, employability, and following workplace norms can contribute to heightened anxiety. This can affect their confidence and engagement during placements.
Aligning tasks with students’ strengths and allowing flexibility in how work is completed help to reduce stress and build confidence.
Support executive-functioning differences: Differences in executive functioning—such as difficulties with time management, task initiation, and adapting to new systems—can influence how neurodivergent students engage with workplace tasks. These challenges are not a reflection of ability, but students may benefit from thoughtful adjustments in structure and communication.
More from FSC
EDI Backlash? What Canadian Workers Really Think
Pathways to Opportunity: Addressing Barriers to Labour Force Participation in a Changing World of Work
