October 20, 2025
The Scientific Case for Inclusion
There have been multiple studies on how diverse organizations outperform their non-diverse counterparts.
A 2020 study by McKinsey & Company revealed that “The most diverse companies are now more likely than ever to outperform less diverse peers on profitability.”
Likewise, a 2022 study by Gartner research showed that “of organizations with frontline decision-making teams reflecting a diverse and inclusive culture will exceed their financial targets. And gender-diverse and inclusive teams outperformed gender-homogeneous, less inclusive teams by 50%, on average.”
Garner’s research summarized that hiring team members who bring a variety of thinking styles, habits, and perspectives will give businesses the most advantage.
When it comes to cognitive diversity, Harvard Business Review found in 2017 that “teams solve problems faster when they are more cognitively diverse.” Using new ways of problem-solving and allowing each member of the team to develop specific roles in the process allows everyone on the team to build aptitude.
What Employers Need to Know
Not all disabilities are visible.
The State of Minnesota Vocational Rehabilitation Services division states that “For every five people in your organization, it is likely one has a disability. This means you already employ people who have disabilities, and increasing your knowledge will only increase your positive results without major change.”
Gina Brady, Fraser Sensory Supports & Training Program Manager says that, while accommodations may be needed in some cases, it’s important to focus on accommodations that can benefit every staff.
“Creating an inclusive workplace isn’t just about supporting employees with disabilities or those who are neurodivergent; it’s about building an environment where everyone can thrive. When businesses make small, thoughtful changes, they create a culture of belonging that benefits current staff and lays the foundation for future success,” Brady says. “Inclusion works like universal design—when you put supports in place for those who need them most, everyone benefits. Through Fraser's Sensory Supports and Training program, I help businesses create environments where neurodivergent and disabled employees feel supported, and those same changes reduce stress and improve wellbeing for every member of the team.”
How Businesses Can Get Started Hiring Individuals with Neurodiversity, Mental Health, or Disability Challenges
The State of Minnesota Vocational Rehabilitation Services division helps individuals with disabilities develop job skills through counseling and training. The department also provides businesses with resources that make it easier to hire individuals with disabilities by accessing disabled tax credits, architectural barrier removal tax deduction, work opportunity tax credits, and information about worker’s compensation and health care costs.
Where Individuals with Neurodiversity, Mental Health Needs, and Disabilities Can Find Career Planning & Employment Services
While many career planning and employment services were once available through the state, more services have moved to individual providers. Fraser Career Planning & Employment provides a full continuum of services to help individuals with neurodiversity, mental health needs, and disabilities find success in college and career.
Their services include informational sessions to learn about services; intake packages to discuss goals and funding options; employment services, such as career exploration, career coaching, transition coaching, and lob search assistance with resumes, job applications, and interviews; education support services, including post-secondary planning and post-secondary success; as well as specialty services, such as benefits consultation, Medical Assistance application support, small business development, and driver’s license preparation.
Julie McKibbins, Fraser CPE Assistant Program Manager, says, “We live in challenging times where funding sources we have counted on have been reduced or eliminated. These cuts do not change the need that exists. Fraser is in continuous motion to identify resources for folks to get the help they need to become a contributing member in the community. Together, we can!” For more information, schedule a 15-minute consult by emailing careerplanning@fraser.org.
Fraser also offers an enhanced LifeSkills Lab Career Hub located within the Life Skills Lab at Fraser Bloomington, that helps prepare individuals with neurodivergence, mental health needs, and disabilities gain real-world employment readiness skills and knowledge about expectations and opportunities to put their skills to work.
Heidi Burch, Sr. Program Manager, Career Planning & Employment, says, “Our Career Hub in the Life Skills Lab allows us to provide unique opportunities that extend beyond traditional skill building. By offering an experiential learning experience that simulates a work environment, we can introduce skills and expectations in a safe environment that encourages experimentation and practice, and increases retention of competencies.”
Resources Available
The Minnesota Department on Disability reports that people with disabilities are significantly more likely to be underemployed than people without disabilities, experiencing higher unemployment rates and lower labor force participation rates.
Yet, there are research-backed reasons that hiring individuals with neurodiversity, mental health needs, and disabilities is good for business. And there are multiple resources to help both companies and people seeking employment.
When more of our community is employed, it strengthens our economy, social inclusion, and business performance.