Neurodivergent Students & Alumni : Career Support Resources

The Online Career Service Teams goal is enhancing the career preparation cycle to ensure that neurodivergent students and alumni receive the knowledge and career information they need to secure stable, high-paying jobs in the future workforce.

The workforce is increasingly diverse and employers, advanced educational programs, and other organizations are seeking students and graduates from a variety of backgrounds and abilities. Below you will find a listing of additional jobs, opportunities and programs that seek diverse candidates or emphasize diversity:

Industry Research: Look into industries known for valuing diverse perspectives, such as technology, data analytics, research, creative arts, and design.
Company Size: There are opportunities in both smaller and larger companies. Research the company to find resources that they have dedicated to diversity and inclusion (D&I) initiatives.

Company Websites: Check the company’s website for a dedicated section on diversity and inclusion. Look for specific mentions of neurodiversity.
Annual Reports and D&I Reports: Some companies publish annual reports detailing their diversity and inclusion efforts, which can provide insights into their commitment to neurodiversity.

Glassdoor and Indeed: Read reviews from current and former employees about the company’s culture and support for neurodiverse individuals.
LinkedIn: Look for posts or articles from employees about their experiences with the company’s D&I programs.

Certifications: Check if the company has certifications or recognitions for their diversity efforts, such as from the Disability Equality Index (DEI).
Partnerships with Organizations: Look for partnerships with organizations like Autism Speaks, Specialisterne, or other advocacy groups focused on neurodiversity.

Inclusive Language: Examine job descriptions for inclusive language and any mention of accommodations for neurodiverse candidates.
Application Process: Some companies outline their commitment to making the hiring process accessible for neurodiverse candidates, including offering accommodations during interviews.

Reach Out: Contact the company’s HR or D&I department directly to inquire about their initiatives and support for neurodiverse employees.
Networking: Join professional networks and forums for neurodiverse individuals in your field. LinkedIn groups and other online communities can provide valuable insights and connections.

Diversity Career Fairs: Participate in career fairs that focus on diversity and inclusion. Many of these events highlight employers committed to hiring neurodiverse talent.
Industry Conferences: Attend conferences that emphasize neurodiversity in the workplace. These can be great opportunities to learn about leading companies and network with professionals.

Join Groups: Become a member of professional organizations that advocate for neurodiversity in the workplace. These groups often have resources, job boards, and networking opportunities.
Stay Informed: Follow these organizations on social media and subscribe to their newsletters to stay updated on employers actively recruiting neurodiverse talent.

Consider starting with job boards and career websites that are inclusive and supportive of neurodiverse individuals, such as the Autism Speaks Job Portal or Neurodiversity Career Connector. Networking and informational interviews can also be valuable strategies.
Source: Autism Speaks Job Portal, Neurodiversity Career Connector

Understanding your unique abilities and challenges is a key part of this process. Let’s start by discussing a few steps we can take:

Strengths and Interests Assessment: Career Services can begin by assessing your strengths, interests, and skills. This could involve formal assessments, but also informal discussions about what you enjoy and where you excel. For example, many neurodiverse individuals have strong attention to detail, excellent memory, or creative problem-solving skills.


Research Potential Careers: Once Career Services has a clear understanding of your strengths and interests, we can explore careers that might be a good fit. For instance, fields like technology, data analysis, creative arts, and research often value the unique perspectives and skills that neurodiverse individuals bring.


Work Environment Considerations: It’s important to consider the type of work environment where you will thrive. Some neurodiverse individuals prefer structured environments, while others may excel in more flexible or creative settings. Career Services can assist you in identifying companies and roles that offer supportive and accommodating environments.


Networking and Mentorship: Connecting with professionals who understand neurodiversity can be incredibly valuable. Career Services can help you find networking opportunities and mentors who can provide guidance and support as you navigate your career path.


Skill Development and Accommodations: If there are specific skills you need to develop or accommodations that will help you succeed, Career Services can identify resources and support systems to help you. This might include training programs, workshops, or working with SNHU resources like the Online Accessibility Center.


Tailored Job Search Strategies: Career Services can work with you to develop job search strategies that highlight your strengths and address any potential challenges. This includes crafting a resume and cover letter that showcase your unique skills, preparing for interviews, and identifying employers who value diversity and inclusion.

Disclosure is a personal choice. If you choose to disclose, it can be done during the interview process, after the job offer is made, or after you have started working. Focus on how your neurodiversity is a part of your unique skill set and how you manage tasks effectively.

Whether and when to disclose neurodivergence or a disability is a personal choice. Individuals are under no obligation to disclose during the job search process. This resource from the Department of Labor discusses some of the pros and cons of disclosure at various points in the recruitment process.

Should an applicant choose to disclose their disability (e.g., to request an accommodation during the recruitment stage), an employer may, in turn, request documentation (typically, documentation from a healthcare provider) to confirm the applicant’s medical diagnosis. This can sometimes take applicants by surprise if they encounter this employer entitlement for the first time during the job search.

Common accommodations include flexible work schedules, noise-canceling headphones, clear written instructions, and a quiet workplace. The Job Accommodation Network can provide specific suggestions based on individual needs.

Requesting accommodation during the application and interview process is a personal choice, for ensuring that you have the necessary support to perform your best. Whether and when to disclose neurodivergence or a disability is a personal choice. Individuals are under no obligation to disclose during the job search process. This resource from the Department of Labor discusses some of the pros and cons of disclosure at various points in the recruitment process.

Here’s a structured approach on how to request accommodation if you choose to self-disclose:

Understand Your Needs
Clearly identify the specific accommodations you may need. This could be related to physical accessibility, assistive technology, schedule adjustments, or other support.

Research the Employer’s Policies
Research the potential employer’s policies on accommodations. Many companies have information on their websites about how they manage accommodation requests.

Timing of the Request
Self-disclosure is a personal choice. When considering self-disclosure related to neurodiversity during the job search process, it’s important to distinguish between requesting accommodations during the recruitment phase and requesting accommodations after receiving a job offer. Be clear and concise in your request, focusing on how the accommodation will enable you to effectively showcase your skills. Remember, discussing accommodations is about ensuring equitable access, not revealing unnecessary personal details.

How to Frame the Request
The request should be framed in a professional and clear manner. Emphasize the importance of being concise and specific about your needs. Here’s an example script:


Subject: Request for Accommodation During Application/Interview Process


Dear [Hiring Manager/Recruiter’s Name],
I hope this message finds you well. I am excited about the opportunity to apply/interview for the [Job Title] position at [Company Name]. To ensure that I can perform to the best of my abilities, I would like to request the following accommodation(s) for the application/interview process:
[Clearly list specific accommodations needed, e.g., “An accessible interview location due to mobility issues,” “Extended time for online assessments due to a processing speed disability,” “The use of assistive technology during the interview.”]
I am happy to provide any additional information or documentation you may require. Thank you for your understanding and support.


Best regards,
[Your Full Name] [Your Contact Information]

Know Your Rights
Understand your rights under the Americans with Disabilities Act (ADA) or equivalent legislation in other countries. Employers are generally required to provide reasonable accommodations unless it causes undue hardship to the business. Should an applicant choose to disclose their disability (e.g., to request an accommodation during the recruitment stage), an employer may, in turn, request documentation (typically, documentation from a healthcare provider) to confirm the applicant’s medical diagnosis. This can sometimes take applicants by surprise if they encounter this employer entitlement for the first time during the job search.

Discussing the Request in Person
If you prefer to discuss your needs over the phone, or in person, begin by expressing enthusiasm for the opportunity, clearly state the need for the accommodation, and offer to provide further details or documentation.

Practice/ Mock Interview
Practice the conversation with a friend, mentor, or Career Advisor to build confidence. Mock interviews can help you feel more comfortable when making the actual request.

Follow-Up
Send a follow-up email if you do not receive a response within a reasonable timeframe. This shows professionalism and ensures your request is being considered.

Workshops, online courses, LinkedIn Learning, Mock Interviews, and internships can all help improve communication and social skills. Consider joining clubs or groups where you can practice these skills in a supportive environment. View recorded events, like the session found here on our SNHU Career YouTube Channel. Reach out to a Career Advisor to discuss options by calling 888-672-1458 or emailing cocecareer@snhu.edu.

Check out SNHU Connect, Mentra, the SNHU Alumni Community on LinkedIn, or the SNHU LinkedIn Community. Reach out to a Career Advisor for more information by calling 888-672-1458 or emailing cocecareer@snhu.edu.

Organizations like Autism Speaks, Neurodiversity Hub, and the Job Accommodation Network offer extensive resources for neurodiverse job seekers.

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Tuesday 8:00 am- 8:00 pm ET
Wednesday 8:00 am- 8:00 pm ET
Thursday 8:00 am- 8:00 pm ET
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