Access our recently recorded webinar where leaders from Integrate, Joshin and Hearst discuss the case study of Hearst lauching its Neurodiversity at Work program and how it leveraged key partnerships to scale the program across the organization.
Webinar Link:
https://us06web.zoom.us/rec/share/-Faf_5GLgEtldD0KJOnMS5z_puukEpS3NbdBwk2lkmXvSoKYBETousBLRoZ0xE77.x4jAE5upltoXbcTp
Passcode: FutureProof25!
At Hearst, neuroinclusion isn’t just an initiative—it’s a business imperative embedded in every stage of the employee experience, from onboarding to career advancement. In partnership with Joshin and Integrate, Hearst is committed to creating workplaces where neurodivergent employees—and the managers, caregivers, and loved ones who champion them—can thrive.
With 20% of the workforce identifying as neurodivergent, embracing this talent pool fuels business growth, drives innovation, and strengthens competitive advantage. In this discussion, leaders from Joshin, Integrate, and Neurodiversity@Hearst will share proven strategies and success stories that help companies attract, support, and retain neurodivergent talent. Attendees will leave with a clear, actionable roadmap to launch and scale a successful neurodiversity program within a year, recognizing the evolving business landscape.
As conversations about workplace priorities shift, one thing remains clear: organizations that invest in environments where people can contribute their best work will always have the competitive edge. With 53% of Gen Z identifying as neurodivergent, the way companies hire, develop, and support talent must evolve. Those who adapt today will shape the workforce of tomorrow.
Webinar Highlights
Neuroinclusion isn’t merely a DEI initiative but a crucial future of work business strategy.
- Companies implementing neuroinclusive practices report 30% higher profit margins and significantly improved productivity, directly impacting their bottom line.
- Creating a holistic neuroinclusive workplace requires a “360-degree approach” that includes hiring initiatives, manager training, accessible benefits, and cultural transformation through employee lifecycle support and key collaborative partners.
- Nearly half of neurodivergent employees conceal their condition due to workplace stigma, highlighting the critical importance of psychological safety and executive sponsorship of neurodiversity initiatives.
- “Nothing about us without us”—include neurodivergent voices to drive genuine neuroinclusion.
- Managers who successfully lead neurodivergent teams universally report becoming better managers of all employees, developing enhanced communication skills that improve overall team performance.
