NENPHL identifies 3 tiers of employer engagement with neuroinclusion. We support organizations as they advance through the tiers to the target of Neurodivergent Hiring.
Workplace Engagement Tiers
Inclusive employment is a journey. We value organizations at every stage, and we meet you where you are. At the same time, NENPHL is committed to helping employers progress toward the target outcome: active hiring of neurodivergent candidates. The tiers below clarify your current stage and the next steps to move forward.
Tiers:
Education / Passive Engagement
- Employers in this tier are building foundational awareness by learning about neurodiversity and exploring inclusive practices that inform future action.
Retention / Active Engagement
- Employers in this tier are implementing policies, supports, and employee-driven initiatives that sustain neurodivergent talent and foster long-term inclusion.
Hiring / Target Engagement
- Employers in this tier are taking intentional, measurable steps to recruit, hire, and onboard neurodivergent candidates through structured programs and inclusive hiring practices.
Goal: Wherever you begin, the objective is to become more active in hiring by translating awareness and retention practices into consistent, measurable recruitment, selection, and onboarding of neurodivergent candidates.
Sample Actions by Tier
Education / Passive Engagement
Employers in this tier are learning and laying the groundwork for inclusion.
- Neurodiversity Training: Provide staff training on neurodiversity awareness, inclusion, and day-to-day practices.
- ND Candidate Point of Contact: Establish a dedicated point of contact for neurodivergent candidates, such as a disability or neurodiversity recruiter or email.
- ND Metrics Tracking: Add neurodiversity and disability indicators to DEI dashboards or reports to track progress.
Retention / Active Engagement
Employers in this tier are implementing policies, supports, and employee-driven initiatives that sustain neurodivergent talent and foster long-term inclusion.
- Create or Maintain ERGs: Launch or support a neurodiversity ERG or BRG with clear goals and leadership.
- Employee-Led Inclusion Initiatives: Empower employees to recommend and implement policy or process adjustments that improve accessibility.
- Neuroinclusive Benefits Considerations: Review and update benefits to reflect neuroinclusive needs, such as coaching or flexible scheduling.
Hiring / Target Engagement
Employers in this tier are taking intentional, measurable steps to recruit, hire, and onboard neurodivergent candidates through structured programs and inclusive hiring practices.
- Accessible Interviews: Offer question previews, alternative formats, extended time, or work-sample options.
- ND Internship Opportunities: Create internships tailored for neurodivergent candidates or in partnership with neurodiversity programs.
- Active ND at Work Program: Operate a structured program covering inclusive recruitment, onboarding, and retention.
Keep moving forward: Use our Ecosystem Mapping Tool to identify partners and resources that can support your next step. Explore upcoming opportunities on our Events page to learn from peers and take action.