Resources for HR teams building inclusive workplaces
Updated
Practical, sourced guidance for HR teams hiring and supporting neurodivergent talent. Every page here is built for a specific decision an HR team is actually making — interview modifications that work, what to do when an employee discloses, what to track to prove the program's working, what to budget for accommodations.
Working as a neurodivergent professional, or supporting one in your family? See Resources for the individual-side guides on disclosure, unwritten workplace rules, and performance reviews.
Pillar A · Available now
Inclusive Interviewing
How to redesign hiring so neurodivergent candidates can demonstrate their actual ability — not just their interview ability. The largest content cluster in this hub: most existing vendor content treats inclusive interviewing as awareness training, not process redesign. These pages cover the redesign.
Pillar guide
Inclusive Interviewing: A Guide for HR Teams Hiring Neurodivergent Talent
Why standard interviews systematically screen out qualified neurodivergent candidates, what to redesign at five touchpoints, and how to measure whether your changes are actually working.
Deep dive
Interview Modifications That Actually Work for Neurodivergent Candidates
Five modifications with the strongest evidence base for surfacing candidate ability, three popular modifications that don't move the needle, and an implementation table for each.
Pillar B · Available now
Manager Readiness
Most retention failures start with a manager who didn't know what to do when an employee disclosed. This pillar covers the practical post-disclosure protocols managers need — what to say in the moment, what changes structurally in the first thirty days, the language patterns that signal welcome (or mask), and the ongoing rhythm that turns disclosure into retention.
Deep dive
When Your Employee Discloses: A Manager's Guide
The first 24 hours, the first 30 days, and the ongoing rhythm. What to say, what not to say, when to involve HR, and how to know if the response actually worked.
Pillar guide
Three Sentences That Tell Neurodivergent Employees to Mask Harder
Three warm, well-meaning manager phrases that quietly cost retention — what the employee hears, why awareness training isn't fixing it, and the language defaults that do.
Pillar C · Available now
Program ROI & Measurement
How to measure whether the investment in neurodiversity training and hiring is actually working. The metrics that matter, the ones that don't, the cost-of-inaction case, and a TCO framework for comparing training-led to staffing-led approaches over a three-year horizon.
Pillar D · Available now
Talent Sourcing
Where qualified neurodivergent candidates actually come from — and how to build a pipeline without leaning entirely on staffing-model vendors that take placement margin on every hire. Job boards, partnerships, internal referral programs, and the question of which sourcing channels produce candidates who stay.
Pillar E · Available now
Enterprise Scaling
Phased rollout playbooks for 500+ employee organizations. Pilot cohort design, change-management dependencies, multi-site scheduling, and how to know when training has actually stuck — versus when it has produced compliance theater.
Pillar F · Available now
Vendor Evaluation
How to evaluate neurodiversity training and consulting vendors — and the upstream procurement question of whether to buy from any vendor at all. Decision criteria, the specific questions to ask in each pitch, what separates a generic DEI vendor from one that produces measurable outcomes, and when Debra Solomon would tell you not to buy from us.
Pillar guide
Build vs. Buy Neurodiversity Training: Three Honest Questions
The three questions that should drive the procurement decision before vendor evaluation begins — and the conditions under which Debra Solomon declines work, even from companies ready to spend.
Deep dive
How to Evaluate Neurodiversity Training Vendors: A Buyer's Checklist
Seven evaluation criteria, the specific questions to ask in every pitch, a scorecard template, and five red flags that should disqualify a vendor regardless of how strong other parts of the pitch are.
Pillar G · Available now
Retention & Outcomes
Why neurodivergent hires leave in year one — and what the departure shape reveals about the workplace. The patterns Debra Solomon sees in nearly every company, and the institutional levers that change the math before the next exit.
Pillar H · Available now
Performance Management
The system-design view of performance reviews — the rubric, calibration, and distribution patterns that quietly penalize your highest-output neurodivergent employees regardless of manager language. Fix the system layer, not just the words.
Pillar I · Available now
Accommodations
What workplace accommodations actually cost, what most CFOs incorrectly believe they cost, and the one-slide leadership-meeting argument that reverses the math. Anchored on JAN's publicly available cost survey.