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 by Steven Koczak, Ph.D., Program Research Specialist II, Kevin Phelps, Program Research Specialist III and Alan Gallagher, Workforce Programs Specialist III
According to Taryn M. Williams, the U.S. Assistant Secretary for Disability Employment Policy, “A strong workforce is the sum of many parts, and disability has always been a key part of the equation.” Workers with disabilities make important contributions to the U.S. economy. A key segment of this group is workers who are neurodivergent. This month’s lead article looks at neurodiversity in the workplace.
While autism is most closely associated with neurodiversity, other conditions under the same framework include attention-deficit/hyperactivity disorder (ADHD) and related conditions, apraxia/dyspraxia, and Tourette syndrome. Under this framework, people with one or more related conditions or differences are referred to as “neurodivergent,” “atypical,” or “neuroatypical,” while those without are referred to as “neurotypical.”
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Neurodiversity at Work
Neurodivergent people looking to enter the workforce face greater challenges than the neurotypical population. Analysts estimate the U.S. unemployment rate for those on the autism spectrum is 85%, compared to 4.2% for the overall population.
According to MyDisabilityJobs.com, a survey of 500 companies showed that only “20% responded affirmatively to hiring applicants with severe mental disabilities,” and that “one-third of the respondents indicated that they would not knowingly hire an applicant with a learning disability.”
The challenges for neurodivergent people often begin with the hiring process. Applicants have to consider disclosing that they are neurodivergent from the start, later on in the process, or not at all. Studies show that all three strategies carry risk, and that similar challenges continue once the job is obtained.
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Cognitive Difficulty in the Workplace
Data from the American Community Survey (ACS) indicate that 4.2% of New York’s civilian working-age population in 2021 reported having a “cognitive difficulty.” This means they identified as having “serious difficulty concentrating, remembering, or making decisions” due to a physical, mental, or emotional condition.
Not surprisingly, ACS data also suggest that the state’s neurodivergent population has worse labor market outcomes. In 2021, only 39.4% of New Yorkers with cognitive difficulties participated in the labor force, compared to 80.3% of those with no disabilities. Of those with cognitive difficulties that participated in the labor force, nearly a quarter were unemployed (24.6%), compared to just 8.2% of New Yorkers with no disability.
Why Care About Neurodiversity?
Hiring neurodiverse candidates can give businesses several competitive advantages. Data from the JPMorgan Chase Autism at Work initiative found that these individuals made fewer errors and were more productive than neurotypical employees. Similarly, MyDisabilityjobs.com states that “neurotypical ones and made fewer errors.” In addition, SAP, JPMorgan Chase, Microsoft, and EY, which have the four largest autism hiring programs in the U.S., all report having employee retention rates over 90% higher than their competitors.
As a result of the competitive advantages that a neurodiverse workforce can offer, various companies have begun programs to find, accommodate, and retain these workers. While specifics vary from program to program, they each share a few common characteristics. The first is that applicants are encouraged to disclose that they are neurodivergent at the outset of the hiring process. Businesses may also modify their recruitment processes, emphasizing on job applications the importance of skills and abilities requisite to the position and deemphasizing the importance of formal job interviews—an area where atypical people typically tend to struggle. Finally, work is restructured to allow neurodivergent employees to deviate from standard procedures and do things in their own way. At some firms, for example, certain employees wear noise-canceling headphones at all times to block out background noise.
Private & Public Initiatives in NYS
One of the best-known neurodiversity programs is found at IBM, a New York State-based technology company. Their program, which is especially focused on autism, has an in-house business resource group called “Neurodiversity@IBM.” Started in 2015, the program grew quickly and led to a pilot hiring effort in 2017. The company also created virtual safe spaces for the ‘actually autistic’ and ‘actually neurodivergent’ communities to come together for peer support and, more importantly, to represent the neurodivergent community and help steer the program.
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New York State is working to make its workforce more inclusive to neurodiverse populations. In October 2021, the State announced the New York Systems Change and Inclusive Opportunities Network (NY SCION), which involves a commitment of $11.1 million in Statewide Activity Funding through December 2024. In partnership with its 33 Local Workforce Development Board (LWDB) partners, NYSDOL will use this funding to hire Disability Resource Coordinators (DRCs) to improve education, training, and employment opportunities and outcomes for disabled and neurodivergent individuals.
As of October 2022, 24 DRCs have been hired to serve 41 counties statewide, with more hires expected by the end of the year. NYSDOL and the Dutchess County LWDB are working with IBM and the Neurodiversity Hub, which is a consortium of over 70 employers, training providers, and service providers that support and contribute to programs providing ongoing opportunities to neurodivergent students.
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The Dutchess County LWDB is planning a “train the trainer” approach for local businesses and partners. A committee is being formed that includes the local LWDB, educators, economic developers, employers, service providers, job seekers, advocates, and other interested stakeholders. The goal is to make a targeted action plan to connect neurodivergent individuals with jobs. Several other local area DRCs are working with their local Autism Society chapters to bolster and improve services to neurodiverse populations.
Summing Up
As businesses continue to have difficulty hiring and retaining workers in a tight labor market, many are starting to rethink their recruitment programs. Those who have made the accommodations necessary to attract and retain neurodiverse talent have not only widened their pool of candidates, but in some cases have also garnered a competitive advantage.
Employers who incorporate neurodiversity in the workplace put themselves on better footing than those who continue to overlook the untapped potential of these valuable candidates. With initiatives like NY SCION and ongoing partnerships with neurodiversity-focused companies, New York State remains a leader in efforts to build a more inclusive workforce.
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  by Karen Knapik-Scalzo, Labor Market Analyst, Central New York
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Job growth is robust in the three-county Syracuse metro area and remains broad-based, as most major industry sectors have added jobs over the past year. This upswing in the local economy has resulted in 9,200 new jobs over the 12-month period ending October 2022. The total number of nonfarm jobs in the Syracuse metro area stands just 2.7% below its October 2019 pre-recession level. Many large economic development projects planned for the area should further boost local employment levels.
Strong Local Job Growth
For the 12-month period ending October 2022, the Syracuse metro area’s leisure and hospitality sector grew by 3,200 jobs, as demand for travel and entertainment activities rose with people becoming more comfortable going out to dinner, staying at a hotel, or attending a concert. Similarly, the transportation and warehousing sector experienced strong over-the-year growth, adding 2,500 jobs, or 25.3%, to reach a record high of 12,400 in October 2022. Much of this increase was due to a new Amazon distribution facility in the Town of Clay (Onondaga County), which opened in 2022.
The job market is extremely tight in the Syracuse metro area as the unemployment rate fell to a record low of 2.5% in October 2022. This is lower than comparable state and national rates. The number of unemployed residents in the Syracuse area is at a record low of 7,700. Locally, labor force levels grew by 3.4% over the past year and more people are becoming employed.
Robust job growth is contributing to strong local demand for workers. For example, the New York State Job Bank has over 13,200 openings for positions in the Central New York region, as of November 2022. Demand for workers is especially high among agricultural jobs, healthcare professionals, computer and math related positions, and architectural and engineering specialties.
Micron Technology Coming to Town
The local economy has many large projects in the pipeline that are scheduled to start over the next few years and boost employment in the area.
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The largest one by far is Micron Technology Inc.’s $100 billion computer chip manufacturing campus at the 1,300-acre White Pine Commerce Park in Clay, north of Syracuse. Reports indicate this project will create an estimated 9,000 direct jobs and an additional 40,000 spin-off jobs. The Clay site boasts an abundance of water and electricity, as well as proximity to a skilled workforce.
This Micron project will create high-paying, advanced manufacturing jobs as well as supply-chain, support services and construction jobs. Average starting salaries at Micron are $109,000/year, which is more than 80% above the Central New York region’s average wage of $58,600. Some of the most common occupations at the new plant will include assemblers and fabricators, maintenance and repair technicians, electricians, and engineers. Site preparation work is slated to begin in 2023 with major construction on the project starting in 2024.
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Development Projects Heat Up
There are several other major projects planned for the area that will boost the tourism sector. For example, an $85 million aquarium will be built at Syracuse’s Inner Harbor. Construction could begin in 2023 with an opening date in 2024. The 80,000-square-foot aquarium will create hundreds of temporary construction and permanent jobs. The new aquarium is expected to attract visitors to the Syracuse area.
There are also plans in the works for two struggling mall properties—ShoppingTown Mall in DeWitt and Great Northern Mall in Clay—in Onondaga County, which will be re-purposed into multi-use lifestyle centers. The new centers are expected to include housing, office space, hotels, restaurants, retail stores, movie theatres and other amenities.
The large number of significant projects planned for the area will create greater demand for skilled technical workers. Local education and job training programs will all be tapped to assist in developing the workforce of the future to meet local employers’ needs.
Summing Up
The Syracuse metro area is currently enjoying strong job growth across most industries and occupations. Many large economic development projects gearing up in the Central New York region will contribute to a healthy and diversified economy for many years to come.
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 In October 2022, New York State’s seasonally adjusted private sector job count increased by 3,700, or less than 0.1%, to 8,063,300. In addition, the state’s seasonally adjusted unemployment rate increased from 4.3% to 4.4% in October, while the seasonally adjusted labor force participation rate increased from 60.3% to 60.5%.
Capital
Over the past year, the private sector job count in the Capital Region rose by 8,600, or 2.0%, to 432,400 in October 2022. Job gains were largest in educational and health services (+3,600), professional and business services (+3,100), other services (+1,200) and trade, transportation and utilities (+1,200). Employment losses were greatest in manufacturing (-600) and leisure and hospitality (-200).
Central NY
The number of private sector jobs in the Syracuse metro area increased over the past year by 8,400, or 3.4%, to 256,300 in October 2022. Employment gains were greatest in leisure and hospitality (+3,200), trade, transportation and utilities (+2,500), professional and business services (+1,100), financial activities (+900), other services (+400), natural resources, mining and construction (+300) and manufacturing (+200).
Finger Lakes
From October 2021 to October 2022, the private sector job count in the Rochester metro area rose by 4,600, or 1.0%, to 444,600. Job gains occurred in professional and business services (+2,700), manufacturing (+1,200), natural resources, mining and construction (+1,100), other services (+900) and educational and health services (+800). Losses were greatest in leisure and hospitality (-1,200) and trade, transportation and utilities (-800).
Hudson Valley
Over the past year, the number of private sector jobs in the Hudson Valley grew by 32,300, or 4.2%, to 799,700 in October 2022. The largest job gains occurred in professional and business services (+9,100), educational and health services (+8,300), leisure and hospitality (+7,600), natural resources, mining and construction (+5,200), other services (+2,700) and trade, transportation and utilities (+900). Losses occurred in financial activities (-1,600).
Long Island
For the year ending October 2022, private sector jobs on Long Island increased by 26,400, or 2.4%, to 1,126,100. Employment gains were largest in trade, transportation and utilities (+7,600), leisure and hospitality (+7,100), educational and health services (+4,100), professional and business services (+3,700) and natural resources, mining and construction (+3,100). Losses occurred in financial activities (-1,300) and manufacturing (-900).
Mohawk Valley
For the 12-month period ending October 2022, the number of private sector jobs in the Mohawk Valley region rose by 1,900, or 1.4%, to 141,100. Over-the-year employment gains were greatest in leisure and hospitality (+800), trade, transportation and utilities (+400), manufacturing (+200), natural resources, mining and construction (+200) and other services (+200).
New York City
The number of private sector jobs in New York City rose over the past year by 213,700, or 5.6%, to 4,009,400 in October 2022. Gains were greatest in leisure and hospitality (+58,700), educational and health services (+53,100), professional and business services (+48,200), trade, transportation and utilities (+20,300), information (+13,700), financial activities (+9,300) and other services (+9,100). Losses were focused in natural resources, mining and construction (-2,200).
North Country
For the 12-month period ending October 2022, the private sector job count in the North Country grew by 1,100, or 1.0%, to 108,100. Job gains were largest in leisure and hospitality (+700), professional and business services (+300), educational and health services (+200) and natural resources, mining and construction (+200). Employment losses were focused in trade, transportation and utilities (-400).
Southern Tier
For the year ending October 2022, the number of private sector jobs in the Southern Tier grew by 3,500, or 1.6%, to 216,000. Employment gains were greatest in educational and health services (+1,000), professional and business services (+800), leisure and hospitality (+700), trade, transportation and utilities (+600), financial activities (+400), manufacturing (+300) and other services (+300). Job losses were focused in information (-700).
Western NY
Over the past 12 months, the private sector job count in the Buffalo-Niagara Falls metro area rose by 13,800, or 3.1%, to 460,500 in October 2022. Employment gains were largest in educational and health services (+4,600), trade, transportation and utilities (+3,700), manufacturing (+1,400), leisure and hospitality (+1,100), financial activities (+1,000), other services (+1,000) and professional and business services (+600).
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