#72: Neurodiversity and Disability Employment – Reflections on 2024 and Predictions for 2025

2024 has been difficult for many people with the US election and various geopolitical events changing our world. As 2024 closes out, I wanted to reflect on the year by looking at the top books, movies, and TV shows. Also I wanted to reflect on trends affecting disability employment and neurodiversity in 2024 and what I predict for 2025.

Top books

The Neurodiversity Edge by Maureen N. Dunne, Ph.D.

https://www.linkedin.com/pulse/55-book-review-neurodiversity-edge-nathan-chung-qrj5c

The Canary Code by Ludmila Praslova, Ph.D., SHRM-SCP, Âû

https://www.linkedin.com/pulse/57-book-review-canary-code-nathan-chung-w7ipc

Where I Belong by Soo Jin Lee and Linda Yoon

https://www.linkedin.com/pulse/71-book-review-where-i-belong-nathan-chung-7uhgc

The Anti-Ableist Manifesto by Tiffany A. Yu, MSc

https://www.linkedin.com/pulse/69-book-review-anti-ableist-manifesto-nathan-chung-kk8oc

Top Movies and TV Shows

Crip Camp

https://www.linkedin.com/pulse/62-film-review-crip-camp-disability-revolution-nathan-chung-rdx9c

Patrice the Movie

https://www.linkedin.com/pulse/65-film-review-patrice-movie-nathan-chung-ac9fc

Out of My Mind

https://www.linkedin.com/pulse/70-film-review-out-my-mind-nathan-chung-7wrbc

Remarkable Life of Ibelin

https://www.linkedin.com/pulse/67-film-review-remarkable-life-ibelin-nathan-chung-aji8c

Geek Girl

https://www.linkedin.com/pulse/56-tv-show-review-geek-girl-nathan-chung-yycfc

2024

First, RTO (Return to Office) mandates and the reduction of remote jobs have been painful for many in the disability community. Some of the largest organizations have been chipping away at remote work for the past few years, slowly transitioning to hybrid, and with some eliminating remote work entirely with demands to return to the office or else. Many workers with disabilities will be unable to do so and will end up leaving their jobs. By doing so, these organizations are sending a message that workers with disabilities are not welcome. Ironically some of these organizations are praised for their neurodiversity programs in books.

Second, the tech, gaming, and even cybersecurity fields have seen thousands of layoffs in 2024 as businesses react to difficult economic conditions. Add to that, many recent college graduates struggle to find their first job. That is a lot of people out of work and looking for jobs. The US Federal Reserve cutting interest rates have helped a little, but inflation is still a problem. Something needs to happen in order for economic conditions to improve.

Third, despite the Americans with Disabilities Act, some large organizations are making it harder for workers with disabilities to get accommodations. This is very much evil and a cruel thing to do to workers with disabilities because these organizations are not directly refusing the request for accommodations, but putting up multiple walls and red tape to make the process harder. The end result is that many workers with disabilities will get the message and just quit. That’s a tragedy.

Fourth, on the plus side, 2024 also saw the US Department of Labor proposing to phase out the issuing of new certificates under Section 14(c) of the Fair Labor Standards Act. This allowed organizations to pay workers with disabilities less than minimum wage. It is criminal that this was allowed for so long.

Fifth, 2024 also saw the explosive growth of AI powered accessibility tools. These tools have been a lifeline for many in the disability community by giving them captions, assistants, and more. Organizations such as Microsoft are leading the way with more to come.

Sixth, 2024 saw an explosion in neurodiversity with many people and organizations giving more attention to making their workplaces more accessible and friendly for neurodivergent workers.

2025

First, I predict that 2025 will see more RTO mandates and the decimation of remote jobs will continue. Since organizations see RTO mandates as a great tool to effectively reduce headcount and cut costs, there is no reason to stop. This will happen despite research studies showing the benefits of remote work. Many workers with disabilities need remote jobs in order to survive. It pains me to see more remote jobs going away in 2025.

Second, with DEI under attack in the United States, I fear that disability employment could take a hit as DEI policies are reversed at more organizations due to legal challenges and bad press. To combat this, I predict that DEI in 2025 will change and adapt in order to survive. I also predict that disability employment policies will also adapt as the landscape changes. This will lead to opportunities to hire more people with disabilities, especially those who identify as neurodivergent.

Third, despite the benefits of AI in powering accessibility tools, I predict that the cybersecurity risks from AI will lead to some organizations prohibiting such tools in greater instances in 2025. This in turn will make workplaces less accessible by taking away vital tools such as captions, transcription, and more. Cybersecurity and IT team must work together in order to allow AI powered tools and to address cybersecurity risks instead of outright prohibition.

Fourth, with Donald Trump becoming president again in 2025, disability rights and employment might take a hit. Some might call this fear mongering, but I am taking a cybersecurity approach of planning for the worst but hoping for the best. However, I do predict trials and tribulations from what is being proposed and planned by the incoming administration.

Closing Thoughts

2024 was a challenging year for disability employment and neurodiversity as RTO mandates and layoffs have hurt many people. 2025 will be very challenging indeed with the return of President Trump. To everyone in the disability community and the neurodiversity champions all around the world, my message to you: Never give up.

The views and opinions expressed in this article are those of the author and do not necessarily reflect the official policy or position of any other agency, organization, employer, or company.