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I’ve been talking about this topic one on one and in small groups with people in my community but have not posted specifically about it in this series. I can’t help but wonder what the real unemployment rate is for everyone. What do I mean by "real"? I mean the details within the data. Pointing out what the data isn't considering, etc. For the sake of this post, I am specifically curious about the data and the impacts of the labor market on the neurodivergent community.
With an average of 30-40% of the unemployed labor market identitfying as neurodivergent jobseekers - we have a problem.
I wish there was a way to get an accurate look at what percentage of these job-seekers have run out of unemployment all together. If that info exists publicly somewhere, please point me to it. It would be heart breaking data I'd imagine. Could that be why it is not something government agencies report on? Or again, if they do - I am looking for it!
October was National Disability Employment Month. I saw one post across all of my social media and LinkedIn feeds about it. The post I did see was from my friends at Let There Be HR. With the attempt of many to dismantle DEI work, I can't help but wonder if this is why organizations are not pushing to recognize under represented communities or to search to hire from these communities as well. I don't mean to imply that performative social media posts matter. I'm making an observation compared to Occtober 2023 and 2022 with how intentional celebration of underrepresented communities by employers seems to have dissipated. In previous years my timelines were full of posts supporting the community and celebrating the community. As well as seeking to intentionally attract those communities to apply to their open roles. I also wonder, with how the labor market and many employers have shifted to less focus on being people-centric during the interview process and hiring by automating just about every part of the initial candidate screening and some all the way through final selection process...
Is anyone within these organizations concerned about the neurodivergent community or any underrepresented community at all? The concern over this isn't just for underrepresented communuties. It's for EVERYONE. I suppose I am asking rhetorical questions here just to share what I'm thinking in real time on the topic. It's also an opportunity. An opportunity to take a few steps back to go many steps forward by ensuring no one is left behind in the process of interviewing or being hired.
Recent studies (my own job seeking journey and SME coupled with the experiences of my network and beyond) continue to show it takes the "average" job seeker 6+ months to find employment in today's labor market and the emphasis is on the PLUS (+). For some (if not many), that number is double digits or nearing. In America, when we talk about and report on the unemployment rate, we aren’t reporting on or discussing the job-seekers who’ve run out of unemployment or the job-seekers that do not qualify for it. The labor market disproportionately impacts the neurodivergent community - period. I am not saying it doesn't disproportionately impact other communities, it absolutely does. With this information, I can’t help but wonder how many job-seekers are being left behind and not counted once unemployment benefits run out (neurodivergent or not!). The research shows, the numbers are alarming at best.
Research also shows us that the more diverse a team is the better the team will/can perform. Teams with neurodivergent professionals can be 30% more productive than those without them. I didn't make this up.
With the technological advancements in AI and Human Resources/Recruiting technology it's gotten out of control. It will likely take a year, or more like years, for employers to realize they shit the bed when they decided to focus less on candidate experience and more on automation. Don't get me wrong! I believe AI, when used ethically and strategically, can work fantastically for Human Resources and Recruiting. However, AI will never replace the human to human experience or pick up on neurodivergent queues as an example. AI doesn't pivot. It's programmed by humans and typically humans that are not the intended end users (huge oversight not doing so).
I challenge every employer and/or leader with a budget in Human Resources/Recruiting to ask the providers of tools you currently use and may plan to use in future - "what are you doing to ensure your product is not leaving the neurodivergent community behind?" or "How do you ensure your product will leave no one behind?".
As I personally approach the end of my unemployment benefits this month, I can't help but wonder what my future holds. I reflect on my previous experience, subject matter expertise, and wonder where the nugget is. When will I land the role I was meant to land? What lesson am I supposed to get from this?
What does the future have in-store for job-seekers who continue to be left behind? I am hoping for an inclusion revolution so that job-seekers can get the chance to compete. I do not know a single unemployed job-seeker who is asking for a "gimme". Just give job-seekers an opportunity to interview with a decision maker.
Back to the lessons...
I've learned so many since March 15, 2024. While the journey hasn't been ideal, it's already made me a better recruiter and job-seeker ally. For that I am incredibly grateful. I cannot wait to share where I land. My heart tells me it's coming soon. My brain tells me to keep hustling until it happens. And so, I hustle and hope for the future and for the excellent organization who has been waiting for me. I smell it (smells like success and hard work). It's coming!
Whether it is day one of your job search or day 408, let's buckle up, and survive this job-seeking journey together! High level, recruitment and candidate experience are what I am most passionate about professionally, so if you've read to this point and you're not a recruiter, thank you. If you are a recruiter, employed or not, thank you. Let's all do our best to ensure no one is left behind. We're all in this together. If you're a neurodivergent job seeker and you're struggling to focus your job search, please do not be afraid to reach out to me. I am happy to listen and/or see how I can help. Navigating a world and more specifically, a labor market that wasn't made with the neurodivergent community in mind can be exhausting if not dehumanizing for so many. I don't have all the answers, but I do have some experience that may help your journey if you're stalling out.
This post may not have all the answers or any answers at all. The point is to share what's been on my mind lately. I'd love to hear your thoughts in the comment section.
Thank you for bringing up this topic, Rach. It’s important.
You're incredible, Rachel. I've never worked with a recruiter that made me feel so at home and prepared during the hiring process. I didn't get hired the first time but I did the second and you were with me through the whole process! I seriously judge all recruiter's bedside manner based on yours and am disappointed more than not. Recruiters should learn from you. Thank you for making such a major impact on my career.