Hiring a Neurodiverse Workforce

Be connected with neurodiverse candidates

Ready, Willing and Able

Ready, Willing and Able (RWA) is a national partnership of Inclusion Canada (formerly the Canadian Association for Community Living), the Canadian Autism Spectrum Disorders Alliance (CASDA) and their member organizations.

As a national strategy to develop inclusive and effective labour markets, RWA will:

  • Connect and support employers, persons with an intellectual disability or ASD and local, provincial and national community agencies
  • Promote understanding and awareness among employers and the general public as to the business value of hiring people with an intellectual disability or ASD
  • Complement and enhance the capacity of community employment service delivery organizations by connecting them to new employer demand

Find out more at RWA’s website.

Project SEARCH

Project SEARCH is a unique, business-led, one-year, transition-to-work program for young people with developmental or intellectual disabilities. The main objective is to prepare students for employment with job skills training through a combination of classroom instruction and hands-on career training.  

Project SEARCH Halton

Project SEARCH Hamilton

Project SEARCH Toronto

Project SEARCH Winnipeg


Best practices for a neuroinclusive organization

  1. weaving full inclusion into organizational values, mission, and practices,
  2. creating welcoming, engaging and pleasant environments with zero-tolerance for exclusion and/or bullying,
  3. encouraging disclosure during the interview process so support needs can be determined and put into place,
  4. introducing accessible employment, on-boarding, and training practices, including experience sessions to replace behavioural interviews,
  5. building awareness with current and future employees,
  6. assigning dedicated staff to consult with external subject-matter experts and partners,
  7. developing partnerships and advisory teams, including internal and external stakeholders to ensure critical training and supports are in place,
  8. ensuring all meetings, communications, training, and events are accessible,
  9. adopting and delivering supportive performance management practices for all supervisors and people managers, including regular check-ins and evaluations, and
  10. developing person-centred employment plans and transition goals for all employees.

Practices for creating an environment and eco-system for all abilities to thrive:

  1. encouraging comfort and familiarity by advanced introduction to the work environment,
  2. ensuring the physical environment is accessible or that appropriate modifications are in place, like noise-cancelling headsets or quiet work areas,
  3. beginning employment as a group to foster relationship and peer support networks,
  4. setting visual goals and recognizing achievements,
  5. offering wayfinding maps or instructions throughout the workplace or at work stations,
  6. training in travel and team-building and communication activities,
  7. providing an initial job coach or skills trainer to learn the essentials of the job through task and needs analysis, and develop a person-centred training plan until core skills can be performed independently,
  8. providing accommodations and assistive technology solutions, if required,
  9. introducing employee immersion and experiential learning,
  10. providing opportunities for employees or candidates to network and connect with employees at all levels, inside and outside of their department,
  11. providing ongoing career skills development training for all employees, and
  12. creating a buddy-system for job and social integration support.

Benefits of neurodiverse workplace: