Key Points:

  • The share of US job postings mentioning neurodiversity-related keywords rose from 0.5% of all postings in January 2018 to 1.3% in December 2024.
  • Excluding care-related occupations, the share of job postings mentioning neurodiversity rose from 0.1% in January 2018 to 0.3% in December 2024 (a threefold increase).
  • Engineering roles — including those in civil engineering, electrical engineering, and industrial engineering — are among those non-care-related roles that have the highest share of postings that mention neurodiversity keywords.

Our monthly Labor Market Update examines important trends using Indeed and other labor market data. Our US Labor Market Overview chartbook provides a more comprehensive view of the US labor market. Data from our Job Postings Index — which stood 9.3% above its pre-pandemic baseline as of March 7  — and the Indeed Wage Tracker (including sector-level data) are regularly updated and can be accessed on our data portal.

The share of US job postings mentioning neurodiversity-related keywords has nearly tripled over the past half dozen years, rising from roughly 0.5% of all postings as of January 2018 to 1.3% by December 2024. A host of care roles likely related to treating or caring for neurodiverse individuals represent the bulk of postings mentioning neurodiversity, but growth is also evident among several decidedly non-care-related roles — especially in engineering.

The surge points to the possibility that in the face of looming talent shortages, US employers could be looking to tap into a large labor pool of potentially underutilized Americans. However, the increase also raises important questions: Does this trend reflect genuine progress in workplace inclusion, or merely changes in corporate communication? And how much of the rise is attributable to more roles welcoming neurodiverse applicants vs more roles focused on caring for neurodiverse patients? 

A line chart titled “US: The share of job postings mentioning neurodiversity has increased” shows a time series of the share of postings containing neurodiversity keywords. There is an overall upward trend, starting at 0.5% in January 2018 and finishing at 1.3% in December 2024.
A line chart titled “US: The share of job postings mentioning neurodiversity has increased” shows a time series of the share of postings containing neurodiversity keywords. There is an overall upward trend, starting at 0.5% in January 2018 and finishing at 1.3% in December 2024.

Job ads that mention neurodiversity-related keywords could reflect two distinct types of job postings: 

  1. Those actively seeking neurodivergent employees. Examples of neurodiversity-related language in these postings include phrases and statements such as:
    • “We welcome neurodivergent candidates.”
    • “We also want to ensure that our recruitment processes are as inclusive as possible. If you have a disability or health condition (for example, dyslexia, autism, an anxiety disorder, etc.) that may affect your performance in certain assessment types, please speak to your recruiter about potential reasonable adjustments.”
  2. Those advertising positions working with neurodivergent people. Examples of neurodiversity-related language in these postings include phrases and statements such as:
    • “Experience working with children with autism required.” 
    • Those requiring training and/or certificates related to neurodiversity. 

To help clarify which postings fall into which of those categories, Hiring Lab ran this analysis while purposely excluding occupations in care fields. Occupations excluded from this part of the analysis include those in the therapy, personal care & home health, education & instruction, childcare, community & social service, social science, nursing, physicians & surgeons, medical information, and medical technician sectors. 

Excluding these occupations, the share of job postings mentioning neurodiversity tripled from 0.1% in January 2018 to 0.3% in December 2024. Meanwhile, the share of postings in primary neurodiversity care occupations doubled from 1.9% to 3.9% over the same period. This share was already significant in 2018, reflecting the occupations that commonly work with neurodiverse people. It has also increased since then but at a much lower pace than the previously mentioned occupations. 

A line chart titled “US: Neurodiversity-related job postings over time” shows the share of postings containing neurodiversity-related keywords, by type of occupation: One for primary care occupations, which goes from 1.9% in January 2018 to 3.9% in December 2024, and the other for other occupations, which goes from 0.1% to 0.3% over the same period.
A line chart titled “US: Neurodiversity-related job postings over time” shows the share of postings containing neurodiversity-related keywords, by type of occupation: One for primary care occupations, which goes from 1.9% in January 2018 to 3.9% in December 2024, and the other for other occupations, which goes from 0.1% to 0.3% over the same period.

Neurodiversity and disability inclusion efforts often intersect in workplace contexts. The data also shows that mentions of disability-related keywords in job postings follow similar upward trends to neurodiversity mentions, though at higher overall rates. 

How does this compare with population and employment figures?

“Neurodivergence” is an umbrella term used to describe alternative thinking styles, including dyslexia, developmental coordination disorder (dyspraxia), dyscalculia, autism, and attention deficit hyperactivity disorder (ADHD). The Centers for Disease Control and Prevention (CDC) estimates that approximately 2.8% of American children are diagnosed with autism spectrum disorder, and that roughly 11.4% of children and 6% of adults have been diagnosed with ADHD. According to the Yale Center for Dyslexia & Creativity, about 20% of the population has some degree of dyslexia. However, estimating the exact size of the US’s neurodivergent population can be challenging in part because of varying definitions, overlapping conditions, and historical underdiagnosis (underdiagnosis is more likely in women). 

The American Community Survey Data by the Census Bureau defines the ‘cognitive difficulty disability’ as: “Because of a physical, mental, or emotional problem, having difficulty remembering, concentrating, or making decisions (DREM).” While we use this as a proxy of neurodiversity, it’s important to recognize that neurodiversity encompasses a broader spectrum than what this measure captures. Some forms of neurodiversity, such as dyspraxia, are associated more with motor skills than cognitive difficulties.

Employment rates for this group have increased from 23% in 2010 to 41% in 2023. The employment rate for people with any form of disability rose from 33% in 2010 to 46% in 2023. The overall population employment rates (not plotted here) went from 73% in 2010 to around 79% in 2023. The employment gap has shrunk, although a significant level persists.

Line chart titled “US: Employment rates for neurodivergent workers have increased, but remain low” shows employment rates for any disability type (which has increased over time) and for cognitive disability (which has a similar trend, but with a lower share).
Line chart titled “US: Employment rates for neurodivergent workers have increased, but remain low” shows employment rates for any disability type (which has increased over time) and for cognitive disability (which has a similar trend, but with a lower share).

Although employment rates have converged, significant employment barriers remain for neurodivergent individuals, suggesting that despite increasing awareness and inclusion initiatives, substantial work remains to achieve employment equity.

Engineering roles especially welcoming to neurodiverse candidates?

Occupations including therapy (15.6%), community & social service (4.5%), and education & instruction (3.8%) all have a relatively large share of postings that mention neurodiverse keywords. Perhaps unsurprisingly, all of these are also primary neurodiversity care occupations. But outside of these primary care occupations, an assortment of engineering occupations also have relatively high shares of postings that mention neurodiverse keywords, including industrial engineering (1.6%), electrical engineering (1.4%), and media & communication (1.2%). 

These findings suggest — though do not prove — that employers in these occupations are nodding toward neurodiverse candidates. While neurodivergent individuals bring a wide array of strengths and capabilities to all fields, the higher rate of neurodiversity mentions in engineering job postings may reflect a growing recognition of the value of different thinking styles in technical roles. However, this pattern could also be influenced by other factors, such as larger companies being more likely to hire engineers and have formal diversity initiatives.

Bar chart titled “Across occupations: Neurodiversity mentions in US job postings” shows the 2024 average share of job postings mentioning neurodiversity by occupation. There are disparities between occupations, with high shares for therapy and social science, and low shares for dental, hospitality, and tourism.
Bar chart titled “Across occupations: Neurodiversity mentions in US job postings” shows the 2024 average share of job postings mentioning neurodiversity by occupation. There are disparities between occupations, with high shares for therapy and social science, and low shares for dental, hospitality, and tourism.

Real inclusion or corporate communication? 

So, do these trends reflect genuine progress in workplace inclusion and signal that employers want to expand their talent pools? Or are they merely reflecting changes in corporate communication? 

Several factors suggest a mix of both. On one hand, the rise coincides with concrete actions from employers. Many large US companies have launched dedicated neurodiversity hiring programs and established workplace accommodations policies, and employment rates for neurodivergent workers have been on the rise.

However, the rapid rise in mentions could also partially reflect increased awareness of inclusive language without corresponding organizational change. Some job postings may include neurodiversity-friendly language primarily for employer branding or compliance purposes, without the necessary on-the-job infrastructure, training, and workplace adaptations needed for meaningful inclusion. Larger organizations might be more subject to these motives than smaller firms. 

And while employment rates have increased, they are still low, which suggests that barriers to employment remain significant despite more inclusive language. This highlights the need to look beyond job posting language to measure genuine progress — including retention rates, workplace accommodations, career advancement opportunities, and lived experiences of neurodivergent employees. Evidence points to the potential for an increase. According to the Disability Index, only 22% of US organizations have a company-wide disability-focused goal(s) in place for supplier diversity and inclusion. 

Global perspective

A parallel Hiring Lab analysis of the UK job market reveals an even more pronounced trend toward neurodiversity inclusion (as seen in the plot below). UK job postings mentioning neurodiversity-related keywords have increased at a faster rate than in the US over the same period, particularly in non-care occupations. Engineering roles in the UK also show substantially higher rates of neurodiversity mentions than their US counterparts. In both countries, these changes have coincided with meaningful improvements in employment rates for neurodivergent individuals, demonstrating that progress extends beyond just inclusive language to actual labor market outcomes. However, the UK’s more rapid adoption of neurodiversity mentions outside traditional care roles suggests different rates of awareness and implementation between the two labor markets. This international comparison highlights both the global nature of the shift toward neurodiversity inclusion and how different job markets are adapting at varying speeds, influenced by their respective legislative frameworks and policy environments.

Line chart titled “The share of job postings mentioning neurodiversity in the US and the UK” shows the shares for both countries, with the UK having a larger share and a larger increase over time. In December 2024, the UK had a share of almost 4%, while the US had one slightly larger than 1%. 
Line chart titled “The share of job postings mentioning neurodiversity in the US and the UK” shows the shares for both countries, with the UK having a larger share and a larger increase over time. In December 2024, the UK had a share of almost 4%, while the US had one slightly larger than 1%. 

Conclusion

Research has shown that companies that lead in disability inclusion tend to drive more revenue, net income, and profit. Given both the vast challenges and potential around including more of the neurodiverse population in the workforce, it is crucial to continue monitoring how employers approach neurodiversity in their hiring practices. Given the current DEI backlash in the US, we expect a possible decline in neurodiversity mentions over the next few years. 

Looking forward, the continued evolution and adoption of artificial intelligence (AI) and generative artificial intelligence (GenAI) tools could particularly benefit neurodivergent workers and aid with communication, personalized task support, and accessible hiring practices.

Methodology

Keywords sought in job postings for purposes of this analysis were: ‘neurodiversity’, ‘neurodiverse’, ‘neurodivergent’, ‘neuro-diversity’, ‘neuro-diverse’, ‘neuro-divergent’, ‘neurodistinct’, ‘neuroatypical’, ‘neurotype’, ‘neurodivergence’, ‘neuro-inclusive’, ‘cognitive diversity’, ‘neurological diversity’, ‘neurocognitive diversity’, ‘neurominority’, ‘neural divergence’, ‘autism’, ‘autistic’, ‘autism spectrum’, ‘spectrum condition’, ‘Asperger’, ‘Aspergers’, ‘dyslexia’, ‘dyslexic’, ‘ADHD’, ‘attention deficit disorder’, ‘attention deficit hyperactivity disorder’, ‘hyperactivity disorder’, ‘dyspraxia’, ‘dyspraxic’, ‘dyscalculia’, ‘dyscalculic’, ‘dysgraphia’, ‘dysgraphic’

Data on the overall trends was featured in a recent Financial Times article (“UK employers eye ‘competitive advantage’ in hiring neurodivergent workers” by Amy Borrett, 12/19/24). A recent HL blog post extended the analysis for the UK market by incorporating the occupation cross-section and further details. This blog post is the US extension. 

Acknowledgments

This blog post has benefitted from feedback from Rebecca Williams.