61% Seek Neurodivergent Candidates. 17% Offer Accommodations Unprompted.

61% of organizations report actively seeking out neurodivergent candidates. Programs at Dell, Ford, JPMorgan Chase, Microsoft. Retention rates at SAP's neurodiverse hiring track hit 90% – dramatically cutting turnover costs. JPMorgan's "Autism at Work" program found autistic employees in some technical roles were 90–140% more productive with fewer errors.

The business case is documented. Neurodivergent employees deliver measurable value when the workplace actually accommodates their needs.

Now the other number: only 17% of neurodivergent employees are offered workplace adjustments unprompted. 42% are offered none at all unless they ask directly.

So companies want neurodivergent talent for the productivity gains and the diversity optics, but won't proactively build workplaces where they can function without burning out from constant self-advocacy. The burden falls on neurodivergent employees to know what accommodations exist, articulate them to managers who've never thought about sensory overload or executive function, prove they "need" them, and keep re-justifying them every time they change teams or the org restructures.

That's not inclusion. That's extraction. Hire neurodivergent talent for the measurable performance gains, then make survival their problem once the press release goes out.

If 61% are "actively seeking" neurodivergent candidates, the same 61% should be building workplaces they can stay in without fighting for every adjustment. Otherwise the numbers are a performance, not a policy.