Neurodiversity in Advanced Manufacturing and Trades

Building the Talent Pool

Supporting job seekers and employers to expand the manufacturing / trades talent pool

There is an 75% unemployment rate for neurodivergent individuals who are willing and able to work. While the stereotypical roles for autistic individuals includes IT roles and data entry, we believe the advanced manufacturing sector (AMS) could benefit from accessing this talent pool.  Why?

  • Good with repetitive aspects of work
  • Desire to deliver high quality service
  • Problem solving skills
  • Interpersonal skills: able to work on a team
  • higher levels of productivity on the job
  • job commitment
  • higher levels of education
  • attention to detail

What is Neurodiversity?

Neurodiversity is a word used to explain the unique ways people’s brains can work. While everyone’s brain develops similarly, no two brains function just alike. Being neurodivergent means having a brain that works differently from the average or “neurotypical” person.

Anyone, in any job, can be successful while also being neurodiverse.  This is no different for roles in trades and advanced manufacturing.

What is the Talent Pool Solution?

What skill set matches?

  • Attention to detail
  • Deep Focus
  • Observational skills
  • Visual Skills

How big is the talent pool?

4.2M neurodivergent individuals across Canada. 10% of this talent pool would make 420,000 new employees to solve the 2.1M shortage of employees by 2030.

What is the talent pool crisis costing employers?

Across Canada, employee turnover is costing employers in advanced manufacturing employers: $2.7 billion a year

What changes do employers need to make?

We’ve built a toolkit that supports all employees and the changes are simple, actionable, low to no cost and easy to implement.

Our Approach

After speaking to over 60 employers, we know the best way to find out what needs to happen is to have a conversation. It’s important that we understand what you’re up against, what processes you already have in place, what resources are available and just generally unpack the high level view of your organization.

We don’t use a cookie cutter solution because that won’t fit the organizations needs and that’s what really matters.

We look at hiring practices, marketing, existing training, training gaps, where you’ve already been successful and how we can help. Our team is focused on what the right solution is for you.

We look forward to chatting and helping you expand your talent pool!

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Neurodiversity and Trades

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