Abstract

The case "Neurodiversity Hiring at JPMorgan" illustrates the company’s pioneering effort to foster a more inclusive workplace through its Autism at Work program. Initially launched as a pilot in Delaware, the program revealed that neurodivergent employees, particularly those with autism, were significantly more productive than their peers. Buoyed by the success of the pilot, JPMorgan expanded the program globally, aiming to employ 300 neurodiverse individuals by 2020. The company adopted an innovative ‘inversion of flow’ approach, partnering with NGOs to train and prepare neurodiverse candidates for the workforce. To facilitate a smooth integration, JPMorgan provided specialized support for neurodivergent employees and conducted sensitivity training for managers and team members. The case also delves into JPMorgan’s broader efforts to advocate for neurodiversity beyond the workplace, including supporting disability-owned businesses and offering business coaching for neurodiverse entrepreneurs. This case is relevant for MBA courses in Organizational Behavior, Human Resource Management, and Leadership. It provides a comprehensive look at key topics such as diversity and inclusion, innovative HR practices, change management, and the role of leadership in driving cultural and organizational transformation.

Learning Objectives

The case is structured to achieve the following Learning Objectives:

• Explain the rationale behind adapting different recruitment methods for neurodivergent candidates
• Demonstrate how to develop an inclusive hiring process tailored for neurodivergent candidates
• Assess the benefits of providing sensitivity training for managers and coworkers working with neurodiverse employees.

Keywords

Diversity and Inclusion; Recruitment; Hiring; Onboarding; Sensitivity Training; Employee Training; Employee engagement; Employee attitude