Tom D’Eri on Hiring and Managing a Nontraditional Workforce

Prospective job seekers with autism face a massive disparity in the job market. Unemployment rates of this group of individuals are between 60-80 percent. Taking that percentage of people out of the workforce when only 16 percent of autistic people face a significant intellectual disability is holding many businesses back and harming the economy.

So many neurodivergent individuals are capable and have much to offer employers. A change in how businesses look at people and how teams function must take place for the future of the workforce to become more inclusive, diverse, and ultimately successful. The first step is understanding the hiring and managing of a nontraditional workforce.

Tom D’Eri, Co-Founder and COO of Rising Tide Car Wash, joins us to discuss the gap neurodivergent individuals face while entering the workforce and how to bridge that gap by changing hiring methods and implementing strategic operations that are inclusive to those with different skill sets.

Barriers

One significant barrier neurodivergent people face is the traditional hiring process. Most businesses are not designed to accurately assess the capabilities of individuals with autism during the hiring process. They don’t see past external dissimilarities and can often overlook great talent simply by not realizing that the thought process of a neurodivergent person, though different, is not a handicap but can be an asset to a business. Employers need to reassess their methods to support neurodiversity better. Ensuring these individuals have the tools to be successful in the workplace will further ensure the business’s success.

Benefits of Creating a Diverse Team

To better support a nontraditional workforce, Tom believes you do not have to do anything structurally different; you need to do things better. Better communication, clear feedback, and managers who care enough about your employees to make a safe and trusting environment will help a nontraditional workplace thrive. Tom mentions how people with autism are extreme users of organizational systems, which is extremely beneficial to a team because it creates better management skills and processes and provides more communication clarity.

Those who are neurodivergent think differently. People with different thinking styles can help drive a good innovation strategy by bringing a different perspective. Tom believes having the diversity of thought on your team is one of the most impactful ways diversity can influence an organization. Not being afraid to try unconventional approaches to problem-solving will push teams in new directions and promote learning and innovation.

Tom’s groundbreaking book, The Power of Potential, focuses on how the unemployment of neurodivergent people is an issue that can be solved. There is a need for talent, and there are people who supply that talent in the neurodivergent community. By expanding past traditional systems that aren’t built for the neurodivergent community and creating more inclusive and innovative business operations, businesses can unlock vast untapped potential and benefit the lives of those involved.

About our Guest: Tom D’Eri

Tom D’Eri is the Co-Founder and COO of Rising Tide Car Wash, an organization that employs over 90 individuals with autism in a successful car wash business. His entrepreneurial success has led him to be listed on Forbes’s 30 under 30 list, and most recently, he has authored a book, The Power of Potential, on the benefits of a nontraditional workforce.

Check out Tom D’Eri’s Linkedin here and learn more about him and his work on his website here. For further information on his book, click here.

To know more about hiring a nontraditional workforce, listen to Tom D’Eri on Hiring and Managing a Nontraditional Workforce.