Abstract

The case study explores Chevron's initiative to address high unemployment rates among neurodivergent individuals by launching a neurodiversity hiring program. Recognizing that 10 to 20 percent of the global population is neurodiverse, and with 85 percent of people on the autism spectrum in the US unemployed, Chevron aimed to expand opportunities for this group, leverage neurodiversity as a competitive advantage, and reinforce its commitment to diversity and inclusion. Launched in 2019, the program began as a three-month paid internship, providing training and career support across various roles within the company. Successful interns were offered full-time positions suited to their abilities. The pilot program at Chevron Stations Inc. (CSI) hired 10 Station Support Representatives (SSRs) with intellectual and developmental disabilities for roles in California’s Central Coast and Santa Barbara regions. These SSRs were responsible for merchandising, stocking, cleaning, maintenance, and customer service. The case highlights the benefits of the program for both the company and neurodivergent employees and positions Chevron's approach as a model for leveraging diversity. This case study is an excellent resource that offers practical insights into the implementation and benefits of neurodiversity programs, making it a valuable teaching tool for courses focused on creating inclusive workplace cultures, strategic HR practices, and leveraging diversity for competitive advantage.

Learning Objectives

The case is structured to achieve the following Learning Objectives:

• Understand the importance of neurodiversity in the workplace.
• Explore the challenges and solutions in implementing a neurodiversity hiring program.
• Identify the necessary training and support structures for neurodivergent employees.

Keywords

Diversity and Inclusion; Inclusive Hiring; Employment Barriers; Talent Management; Recruitment and Onboarding; Organizational Culture; Workplace Discrimination