Making the Most of Neurodiversity in your Workforce

In March, the CDC updated their estimate of autism rates in children from 1 in 44 to 1 in 36. Chances are, if you work with more than 50 people, you work with at least one person on the autism spectrum. Join us for this conversation to find out why that’s a good thing, how some large organizations are leveraging this often untapped talent pool, and what you can do to support and retain the neurodiverse talent you already have. 

LEARNING OBJECTIVES

• Review of basic neurodiversity concepts and terminology
• Tips for checking your assumptions
• Some easy-to-make accommodations
• Tips to help your neurodistinct employees thrive
• Resources for further exploration

Teresa Thomas, Program Lead, Neurodiverse Talent Enablement, at The MITRE Corporation

Teresa has a long history of advocacy for neurodiverse populations. She has been a house parent in a group home for adults with high support needs, is now a parent of an adult on the autism spectrum and is active in The MITRE Corporation's Inclusion and Diversity programs.

Teresa brought together an advisory council consisting of private organizations, universities, self-advocates, and federal agencies to develop and pilot the Neurodiverse Federal Workforce program. She also designed and now spearheads MITRE's internal neurodiversity internship program. Both programs focus on providing opportunities and support for neurodivergent individuals in cybersecurity and other technical roles.