MHI Solutions Improving Supply Chain Performance
DEI Feature
BY , CHIEF EXPERIENCE & DIGITAL TECHNOLOGY OFFICER, MHIWhen considering your organization’s diversity, equity and inclusion (DEI) initiatives, is neurodiversity a part of those efforts? It’s estimated that up to 40% of neurodiverse adults are unemployed. That includes persons with certain neurological differences, including those with autism spectrum disorder—a neurological condition that affects social interaction and communication skills.
As the parent of a son on the spectrum, this is a topic in which I am greatly interested. Chances are, you also know a child or adult (or several) with autism, as the rate of diagnoses has grown over the last 20 years. According to the Centers for Disease Control and Prevention’s 2023 statistics, 1 in 36 American children and 1 in 45 adults have autism.
With the continued workforce shortage impacting supply chains, an opportunity clearly exists. Yet, many organizations—even those with DEI initiatives—are unsure how to create a welcoming environment for autistic or other neurodiverse individuals. That’s why I was thrilled to hear more on this topic from Tara May, CEO of Aspiritech, and Scott Summerville, president and CEO of MHI member Mitsubishi Electric Automation.
Simple Supports Unlock Greater Inclusivity
Aspiritech is a non-profit whose mission is providing meaningful employment for autistic adults.
“We are a tech services company offering quality assurance, accessibility testing, data services and artificial intelligence (AI) services. More than 90% of our team is on the autism spectrum,” explained May, who also has an autistic son. “We also offer consulting on how to create a workplace culture that is inclusive to neurodiversity, such as autism.”
Among Aspiritech’s consulting clients are companies looking to fill manufacturing and warehousing positions. Regardless of an organization’s industry or job openings, May said the biggest obstacle to hiring neurodivergent individuals is the interview process.
“Interviews are geared toward neurotypical people,” she declared. “What’s important? Eye contact, a firm handshake and the ability to sell yourself. Autism and many other forms of neurodivergence fundamentally include social difficulties that don’t match expected norms.”
Instead, May recommends finding a different way to assess candidates’ skills, such as giving them a project to complete, or sharing interview questions ahead of time to allow for preparation. “These sorts of things can make a huge difference in opening up a really productive talent pool that tends to stay very loyal to the jobs they’re in, improving retention,” she said.
In May’s observations, many organizations have a strong desire to hire more neurodivergent and disabled persons but often fear missteps. “The most frequently asked question I get is, ‘what do I need to know about working with autistic people?’ The answer is: nothing. They’re human and they need some really simple and easy supports to help them be successful—just like your neurotypical employees do,” she explained. “That’s it.”
For example, in working with her autistic staffers at Aspiritech, May discovered a preference for communication in multiple formats. “We have some auditory learners, some visual learners and so on. I thought, ‘why wasn’t I doing that for the neurotypical teams I led in my corporate career?’” she said. “There truly are many free and easy accommodations that can make an organization more inclusive very quickly.”
Diversity Results from Intention
Summerville agreed. He believes the key to successfully hiring and supporting a more diverse workforce is to act with intention. He serves on the Mitsubishi Electric America Foundation (MEAF) Board of Directors. Through grants, the foundation supports programs focused on empowering youth with disabilities or neurodivergence to lead productive lives through increased employment.
Aspiritech is a recipient of a MEAF grant, which is how Summerville and May became acquainted. Since then, Mitsubishi Electric Automation has become an Aspiritech client, while its hiring managers have leveraged the non-profit’s advisory services for guidance in developing its neurodivergent hiring initiatives.
“Our Future Workforce program’s goal is to broaden our talent pool for new hires,” Summerville explained. “The initiative includes neurodivergent individuals, as well as other underrepresented groups. That includes women, veterans, recent college graduates or early career entrants and persons with disabilities.”
In 2023, 33% of new hires originated from this program. To the company’s knowledge, however, no neurodivergent or autistic individuals have been hired as part of the initiative.
“With a workforce our size—and the increasing occurrence of autism diagnoses—we undoubtedly do have employees on the spectrum who haven’t shared that information,” he said.
That said, Summerville and his team wanted to be prepared to welcome and support neurodivergent new hires. The company engaged a consultant to audit its operations, provide training to dispel misconceptions and help staffers better understand behaviors on the spectrum. Because individuals with autism can be sensitive to lights, noise and temperature, one recommendation was to create sensory rooms. These private spaces allow the occupant to adjust the environment to their optimal workplace setting.
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