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市场调查报告书
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1803034

2032 年神经多样性就业市场预测：按类型、就业模式、服务内容、组织规模、最终用户和地区进行的全球分析

Neurodiversity Hiring Market Forecasts to 2032 - Global Analysis By Type, Hiring Model, Service Offering, Organization Size, End User and By Geography
出版日期: | 出版商: Stratistics Market Research Consulting | 英文 200+ Pages | 商品交期: 2-3个工作天内

价格

根据 Stratistics MRC 的数据，全球神经多样性就业市场预计在 2025 年达到 14 亿美元，到 2032 年将达到 40.4 亿美元，预测期内的复合年增长率为 16.4%。

神经多样性招募是一种策略性招募方法，积极寻求聘用具有认知差异（例如自闭症、注意力不足过动症、诵读困难和其他神经系统变异）的人才。它认可这些候选人在解决问题、创新和职场多元化方面所展现的独特优势和观点。透过调整招募实践、提供客製化支援并创造包容性环境，组织可以提高生产力和公平性。这种模式在促进社会责任的同时，也充分利用神经多样性人才，培养创造力、韧性和跨产业的竞争优势。

根据《管理与组织期刊》通报，患有神经病变（包括自闭症、注意力不足过动症和诵读困难症）的人士，历来面临高达85%至90%的失业率和就业不足率。自2013年以来，SAP、微软和摩根大通等大型公司已实施包容性招募倡议，淡化传统面试，转而采用量身订製的招募策略。

增加未开发人才库的取得机会

企业逐渐意识到，传统的招募方法往往会忽略大量患有神经畸形障碍（例如泛自闭症障碍(ASD)、注意力不足过动症 (ADHD)、诵读困难和妥瑞症）的高技能人才。神经畸形人才通常拥有独特的优势，例如卓越的模式识别能力、对细节的关注、创新的问题解决能力和创造性思维。挖掘这些人才不仅有助于填补科技等产业的技能缺口，还能促进更具包容性和创新性的职场文化，进而潜在地提升竞争优势。

缺乏管理培训和意识

儘管人们对神经多样性员工的兴趣日益浓厚，但扩大神经多样性就业市场的主要障碍在于管理人员和现有员工缺乏足够的培训和认知。许多管理人员缺乏理解或支持神经多样性员工独特需求的能力，导致误解、沟通困难以及职场缺乏必要的便利性。这导致职场环境艰难、员工留任率低以及神经多样性员工的才能无法充分利用，最终损害了这些专案的成功。

与教育机构和非营利组织的合作

市场的一个关键机会在于促进企业与教育机构和非营利组织之间的伙伴关係。此类合作可以为神经多样性人才的招募建立一个强大的生态系统，涵盖从最初的候选人识别到入职后的支持。专门从事残障人士招募的非营利组织还可以为企业提供专家指导，帮助他们建立包容性招募流程、制定管理人员培训计画以及实施有效的职场便利措施。

就业后支持不足

即使招募流程有所调整，使其更具包容性，如果职场环境缺乏支持，员工可能无法蓬勃发展，最终离职。这可能包括不提供降噪耳机或弹性工作安排等简单的便利设施，或不提供针对神经多样性人群需求的指导和职业发展机会。如果没有专门的支援系统，公司将面临高离职率的风险，损害其声誉，并导致人们认为神经多样性招聘只是一种短期趋势，而非永续的商业实践。

COVID-19的影响：

新冠疫情对神经多样性就业市场产生了双重影响。一方面，远距办公和混合办公模式的广泛转变，为许多神经多样性人才带来了巨大的益处。另一方面，疫情带来的经济衰退和不确定性，导致一些公司缩减了多元化和包容性方面的工作，导致部分行业神经多样性招聘计划的实施暂时推迟。

自闭症频谱(ASD) 细分市场预计将成为预测期内最大的细分市场

由于人们日益意识到自闭症频谱(ASD) 患者为职场带来的独特技能和能力，预计该领域将在预测期内占据最大市场占有率。许多自闭症频谱患者擅长从事需要强大逻辑推理能力、注重细节、数据分析能力以及长时间专注于完成复杂重复性任务的工作。科技、金融和资料科学等行业对这些专业技能的需求日益增长，促使各公司专门瞄准这一人群。

预测期内，支持性就业领域预计将以最高复合年增长率成长

支持性就业领域预计将在预测期内实现最高成长率，因为它透过为神经多样性求职者和雇主提供全面的支持，满足了关键的市场需求。该模式涉及与专业服务提供者合作，后者提供一系列支持，包括职业指导、技能培训和持续的职场调整。这种方法降低了僱用神经病变多样性人士的风险，并确保了更平稳的过渡，对于寻求打造真正包容性员工队伍的公司而言，已被证明是一种高效且扩充性的解决方案。

占比最大的地区：

预计亚太地区将在预测期内占据最大的市场占有率，这得益于其快速发展的经济、日益提升的认知度以及庞大的未开发人才库。日本、韩国和新加坡等国家拥有高度发展的科技业，并且持续需要神经多样性群体中普遍存在的专业技能。此外，该地区的政府和企业正在加大对数位娱乐和创新 (DEI) 计划的投资，并认识到其在促进创新和提升全球竞争力方面的作用。

复合年增长率最高的地区：

在预测期内，北美预计将呈现最高的复合年增长率，这得益于其强劲的经济復苏和积极主动的神经多样性招募策略。在美国和加拿大，旨在招募和留住神经多样性员工的企业计画正在激增，尤其是在高科技和金融服务业。强大的公私伙伴关係关係以及重视职场心理健康和神经包容性的文化转变，为此趋势提供了支持。此外，众多专注于神经多样性招募的非营利组织和顾问公司的存在，为寻求实施这些倡议的企业提供了强大的支持体系。

免费客製化服务：

此报告的订阅者可以使用以下免费自订选项之一：

  • 公司简介
    • 全面分析其他市场参与者（最多 3 家公司）
    • 主要企业的SWOT分析（最多3家公司）
  • 区域细分
    • 根据客户兴趣对主要国家进行的市场估计、预测和复合年增长率（註：基于可行性检查）
  • 竞争基准化分析
    • 根据产品系列、地理分布和策略联盟对主要企业基准化分析

目录

第一章执行摘要

第二章 前言

  • 概述
  • 相关利益者
  • 调查范围
  • 调查方法
    • 资料探勘
    • 数据分析
    • 数据检验
    • 研究途径
  • 研究材料
    • 主要研究资料
    • 次级研究资讯来源
    • 先决条件

第三章市场走势分析

  • 驱动程式
  • 抑制因素
  • 机会
  • 威胁
  • 最终用户分析
  • 新兴市场
  • COVID-19的影响

第四章 波特五力分析

  • 供应商的议价能力
  • 买方的议价能力
  • 替代品的威胁
  • 新进入者的威胁
  • 竞争对手之间的竞争

5. 全球神经多样性就业市场（按类型）

  • 注意力不足过动症（ADHD）
  • 泛自闭症障碍（ASD）
  • 阅读障碍与其他学习障碍
  • 发展性协调障碍
  • 妥瑞症
  • 计算障碍
  • 其他类型

6. 全球神经多样性就业市场（依就业模式）

  • 实习转就业项目
  • 直接就业
  • 支持性就业
  • 自由职业平台
  • 神经多样性就业伙伴关係
  • 其他就业模式

7. 全球神经多样性就业市场（按服务提供）

  • 培训和发展计划
  • 招募和人才招聘
  • 职场无障碍设施及辅助技术
  • 辅导和指导计划
  • 员工资源组（ERG）和支持网络
  • 人事及政策咨询服务
  • 其他服务

第八章 全球神经多样性就业市场（依组织规模）

  • 大公司
  • 小型企业

9. 全球神经多样性就业市场（以最终用户划分）

  • 银行、金融服务和保险（BFSI）
  • 资讯科技（IT）和软体开发
  • 医疗保健和生命科学
  • 製造与工程
  • 零售与电子商务
  • 教育和培训
  • 公共部门和政府机构
  • 其他最终用户

第十章 全球神经多样性就业市场（按地区）

  • 北美洲
    • 美国
    • 加拿大
    • 墨西哥
  • 欧洲
    • 德国
    • 英国
    • 义大利
    • 法国
    • 西班牙
    • 其他欧洲国家
  • 亚太地区
    • 日本
    • 中国
    • 印度
    • 澳洲
    • 纽西兰
    • 韩国
    • 其他亚太地区
  • 南美洲
    • 阿根廷
    • 巴西
    • 智利
    • 其他南美
  • 中东和非洲
    • 沙乌地阿拉伯
    • 阿拉伯聯合大公国
    • 卡达
    • 南非
    • 其他中东和非洲地区

第十一章 重大进展

  • 协议、伙伴关係、合作和合资企业
  • 收购与合併
  • 新产品发布
  • 业务扩展
  • 其他关键策略

第十二章 公司概况

  • Microsoft
  • Ultranauts
  • The Precisionists Inc.
  • Tata Consultancy Services（TCS）
  • SAP
  • Salesforce
  • JPMorgan Chase
  • Infosys
  • IBM
  • Hewlett Packard Enterprise（HPE）
  • Google
  • Ernst & Young（EY）
  • DXC Technology
  • Deloitte
  • Dell Technologies
  • Capital One
  • Bank of America
  • Auticon
  • Amazon
  • Accenture
Product Code: SMRC30559

According to Stratistics MRC, the Global Neurodiversity Hiring Market is accounted for $1.40 billion in 2025 and is expected to reach $4.04 billion by 2032 growing at a CAGR of 16.4% during the forecast period. Neurodiversity hiring is a strategic recruitment approach that actively seeks to include individuals with cognitive differences such as autism, ADHD, dyslexia, and other neurological variations. It recognizes the unique strengths and perspectives these candidates bring to problem-solving, innovation, and workplace diversity. By adapting hiring practices, providing tailored support, and fostering inclusive environments, organizations enhance productivity and equity. This model promotes social responsibility while leveraging neurodivergent talent to drive creativity, resilience, and competitive advantage across industries.

According to Journal of Management & Organization, neurodiverse individuals including those with autism, ADHD, and dyslexia have historically faced unemployment and underemployment rates as high as 85-90%, prompting major corporations like SAP, Microsoft, and JPMorgan Chase to implement inclusive hiring initiatives since 2013 that de-emphasize traditional interviews in favor of tailored recruitment strategies.

Market Dynamics:

Driver:

Rising access to an untapped talent pool

Companies are realizing that traditional recruitment methods often overlook a vast pool of highly skilled individuals who are neurodivergent, including those with autism spectrum disorder (ASD), ADHD, dyslexia, and Tourette's syndrome. Neurodivergent individuals often possess unique strengths like exceptional pattern recognition, attention to detail, innovative problem-solving, and creative thinking. Tapping into this talent pool not only helps fill skills gaps in industries like technology, but also fosters a more inclusive and innovative workplace culture, which can lead to a competitive advantage.

Restraint:

Lack of managerial training and awareness

Despite growing interest, a major obstacle to the expansion of the neurodiversity hiring market is the pervasive lack of adequate training and awareness among managers and existing employees. Many managers are not equipped to understand or support the unique needs of neurodivergent employees, leading to misunderstandings, communication challenges, and a lack of necessary workplace accommodations. This can result in a difficult work environment, poor employee retention, and a failure to fully harness the talents of neurodivergent staff which ultimately undermines the success of these programs.

Opportunity:

Collaboration with educational and non-profit organizations

An important opportunity for the market lies in fostering partnerships between corporations and educational institutions or non-profit organizations. These collaborations can create a robust ecosystem for neurodiversity hiring, from initial candidate sourcing to post-hire support. Educational institutions can help prepare neurodivergent students for the workforce, while non-profits specializing in disability employment can provide companies with expert guidance on creating inclusive hiring processes, developing training programs for managers, and implementing effective workplace accommodations.

Threat:

Inadequate post-hire support

The hiring process may be adjusted to be more inclusive, but if the work environment is not supportive, employees may struggle to thrive and may eventually leave. This includes a failure to provide simple accommodations like noise-canceling headphones or flexible work arrangements, as well as a lack of mentorship and career development opportunities tailored to the needs of neurodivergent individuals. Without a dedicated support system, companies risk high turnover rates, which can damage their reputation and lead to a perception that neurodiversity hiring is a short-term trend rather than a sustainable business practice.

Covid-19 Impact:

The COVID-19 pandemic had a dual impact on the neurodiversity hiring market. On one hand, the widespread shift to remote and hybrid work models proved to be a significant benefit for many neurodivergent individuals, as it allowed them to work in a more controlled, comfortable, and sensory-friendly environment, away from the potential distractions and social pressures of a traditional office. On the other hand, the economic downturn and uncertainty caused by the pandemic led to some companies reducing their diversity and inclusion initiatives, which could have temporarily slowed the adoption of neurodiversity hiring programs in some sectors.

The autism spectrum disorder (ASD) segment is expected to be the largest during the forecast period

The autism spectrum disorder (ASD) segment is expected to account for the largest market share during the forecast period due to the growing recognition of the unique skills and competencies that individuals with ASD bring to the workforce. Many people on the autism spectrum excel in roles that require strong logical reasoning, attention to detail, data analysis, and an ability to focus on complex, repetitive tasks for extended periods. As industries like technology, finance, and data science increasingly require these specialized skills, companies are specifically targeting this demographic.

The supported employment segment is expected to have the highest CAGR during the forecast period

Over the forecast period, the supported employment segment is predicted to witness the highest growth rate as it is addresses a critical need in the market by providing comprehensive assistance to both neurodivergent job seekers and employers. This model involves partnerships with specialized service providers who offer a range of support, including job coaching, skills-based training, and ongoing workplace accommodations. This approach mitigates the risks associated with hiring neurodivergent talent and ensures a smoother transition, which is proving to be a highly effective and scalable solution for companies committed to building a truly inclusive workforce.

Region with largest share:

During the forecast period, the Asia Pacific region is expected to hold the largest market share driven by attributed to including rapid economic development, increasing awareness, and a vast, untapped talent pool. Countries such as Japan, South Korea, and Singapore have highly developed technology sectors that are in constant need of specialized skills, which are often found within the neurodivergent community. Moreover, governments and corporations in this region are increasingly investing in DEI initiatives, recognizing their role in fostering innovation and improving global competitiveness.

Region with highest CAGR:

Over the forecast period, the North America region is anticipated to exhibit the highest CAGR fueled by its strong economic recovery and a proactive approach to neurodiversity hiring. The U.S. and Canada have seen a surge in corporate programs aimed at recruiting and retaining neurodivergent employees, particularly in the tech and financial services sectors. This trend is supported by robust public and private partnerships, and a cultural shift toward prioritizing mental health and neuro-inclusion in the workplace. Furthermore, the presence of numerous non-profit organizations and consultancies specializing in neurodiversity employment provides a strong support system for businesses looking to implement these initiatives.

Key players in the market

Some of the key players in Neurodiversity Hiring Market include Microsoft, Ultranauts, The Precisionists Inc., Tata Consultancy Services (TCS), SAP, Salesforce, JPMorgan Chase, Infosys, IBM, Hewlett Packard Enterprise (HPE), Google, Ernst & Young (EY), DXC Technology, Deloitte, Dell Technologies, Capital One, Bank of America, Auticon, Amazon, and Accenture.

Key Developments:

In July 2025, Hewlett Packard Enterprise announced GreenLake Intelligence (agentic AI for hybrid IT) and expanded GreenLake/Aruba solutions in June 2025 to improve hybrid cloud/security operations.

In July 2025, Google Cloud Next 2025 produced a large set of product announcements and customer/partner items in April 2025; Google continued rolling out regional programs through July 2025.

In June 2025, Ernst & Young (EY) announced a major expansion of EY-Parthenon strategy & transactions capabilities (Mar 27, 2025) and launched EY Studio+/customer-centric transformation offerings across 2025.

Types Covered:

  • Attention Deficit Hyperactivity Disorder (ADHD)
  • Autism Spectrum Disorder (ASD)
  • Dyslexia and Other Learning Differences
  • Dyspraxia (Developmental Coordination Disorder)
  • Tourette Syndrome
  • Dyscalculia
  • Other Types

Hiring Models Covered:

  • Internship-to-Hire Programs
  • Direct Employment
  • Supported Employment
  • Freelance & Gig Platforms
  • Neurodiversity Hiring Partnerships
  • Other Hiring Models

Service Offerings Covered:

  • Training & Development Programs
  • Recruitment & Talent Acquisition
  • Workplace Accessibility & Assistive Technologies
  • Coaching & Mentorship Programs
  • Employee Resource Groups (ERGs) & Support Networks
  • HR & Policy Consulting Services
  • Other Service Offerings

Organization Sizes Covered:

  • Large Enterprises
  • Small & Medium Enterprises (SMEs)

End Users Covered:

  • Banking, Financial Services & Insurance (BFSI)
  • Information Technology (IT) & Software Development
  • Healthcare & Life Sciences
  • Manufacturing & Engineering
  • Retail & E-commerce
  • Education & Training
  • Public Sector & Government Agencies
  • Other End Users

Regions Covered:

  • North America
    • US
    • Canada
    • Mexico
  • Europe
    • Germany
    • UK
    • Italy
    • France
    • Spain
    • Rest of Europe
  • Asia Pacific
    • Japan
    • China
    • India
    • Australia
    • New Zealand
    • South Korea
    • Rest of Asia Pacific
  • South America
    • Argentina
    • Brazil
    • Chile
    • Rest of South America
  • Middle East & Africa
    • Saudi Arabia
    • UAE
    • Qatar
    • South Africa
    • Rest of Middle East & Africa

What our report offers:

  • Market share assessments for the regional and country-level segments
  • Strategic recommendations for the new entrants
  • Covers Market data for the years 2024, 2025, 2026, 2028, and 2032
  • Market Trends (Drivers, Constraints, Opportunities, Threats, Challenges, Investment Opportunities, and recommendations)
  • Strategic recommendations in key business segments based on the market estimations
  • Competitive landscaping mapping the key common trends
  • Company profiling with detailed strategies, financials, and recent developments
  • Supply chain trends mapping the latest technological advancements

Free Customization Offerings:

All the customers of this report will be entitled to receive one of the following free customization options:

  • Company Profiling
    • Comprehensive profiling of additional market players (up to 3)
    • SWOT Analysis of key players (up to 3)
  • Regional Segmentation
    • Market estimations, Forecasts and CAGR of any prominent country as per the client's interest (Note: Depends on feasibility check)
  • Competitive Benchmarking
    • Benchmarking of key players based on product portfolio, geographical presence, and strategic alliances

Table of Contents

1 Executive Summary

2 Preface

  • 2.1 Abstract
  • 2.2 Stake Holders
  • 2.3 Research Scope
  • 2.4 Research Methodology
    • 2.4.1 Data Mining
    • 2.4.2 Data Analysis
    • 2.4.3 Data Validation
    • 2.4.4 Research Approach
  • 2.5 Research Sources
    • 2.5.1 Primary Research Sources
    • 2.5.2 Secondary Research Sources
    • 2.5.3 Assumptions

3 Market Trend Analysis

  • 3.1 Introduction
  • 3.2 Drivers
  • 3.3 Restraints
  • 3.4 Opportunities
  • 3.5 Threats
  • 3.6 End User Analysis
  • 3.7 Emerging Markets
  • 3.8 Impact of Covid-19

4 Porters Five Force Analysis

  • 4.1 Bargaining power of suppliers
  • 4.2 Bargaining power of buyers
  • 4.3 Threat of substitutes
  • 4.4 Threat of new entrants
  • 4.5 Competitive rivalry

5 Global Neurodiversity Hiring Market, By Type

  • 5.1 Introduction
  • 5.2 Attention Deficit Hyperactivity Disorder (ADHD)
  • 5.3 Autism Spectrum Disorder (ASD)
  • 5.4 Dyslexia and Other Learning Differences
  • 5.5 Dyspraxia (Developmental Coordination Disorder)
  • 5.6 Tourette Syndrome
  • 5.7 Dyscalculia
  • 5.8 Other Types

6 Global Neurodiversity Hiring Market, By Hiring Model

  • 6.1 Introduction
  • 6.2 Internship-to-Hire Programs
  • 6.3 Direct Employment
  • 6.4 Supported Employment
  • 6.5 Freelance & Gig Platforms
  • 6.6 Neurodiversity Hiring Partnerships
  • 6.7 Other Hiring Models

7 Global Neurodiversity Hiring Market, By Service Offering

  • 7.1 Introduction
  • 7.2 Training & Development Programs
  • 7.3 Recruitment & Talent Acquisition
  • 7.4 Workplace Accessibility & Assistive Technologies
  • 7.5 Coaching & Mentorship Programs
  • 7.6 Employee Resource Groups (ERGs) & Support Networks
  • 7.7 HR & Policy Consulting Services
  • 7.8 Other Service Offerings

8 Global Neurodiversity Hiring Market, By Organization Size

  • 8.1 Introduction
  • 8.2 Large Enterprises
  • 8.3 Small & Medium Enterprises (SMEs)

9 Global Neurodiversity Hiring Market, By End User

  • 9.1 Introduction
  • 9.2 Banking, Financial Services & Insurance (BFSI)
  • 9.3 Information Technology (IT) & Software Development
  • 9.4 Healthcare & Life Sciences
  • 9.5 Manufacturing & Engineering
  • 9.6 Retail & E-commerce
  • 9.7 Education & Training
  • 9.8 Public Sector & Government Agencies
  • 9.9 Other End Users

10 Global Neurodiversity Hiring Market, By Geography

  • 10.1 Introduction
  • 10.2 North America
    • 10.2.1 US
    • 10.2.2 Canada
    • 10.2.3 Mexico
  • 10.3 Europe
    • 10.3.1 Germany
    • 10.3.2 UK
    • 10.3.3 Italy
    • 10.3.4 France
    • 10.3.5 Spain
    • 10.3.6 Rest of Europe
  • 10.4 Asia Pacific
    • 10.4.1 Japan
    • 10.4.2 China
    • 10.4.3 India
    • 10.4.4 Australia
    • 10.4.5 New Zealand
    • 10.4.6 South Korea
    • 10.4.7 Rest of Asia Pacific
  • 10.5 South America
    • 10.5.1 Argentina
    • 10.5.2 Brazil
    • 10.5.3 Chile
    • 10.5.4 Rest of South America
  • 10.6 Middle East & Africa
    • 10.6.1 Saudi Arabia
    • 10.6.2 UAE
    • 10.6.3 Qatar
    • 10.6.4 South Africa
    • 10.6.5 Rest of Middle East & Africa

11 Key Developments

  • 11.1 Agreements, Partnerships, Collaborations and Joint Ventures
  • 11.2 Acquisitions & Mergers
  • 11.3 New Product Launch
  • 11.4 Expansions
  • 11.5 Other Key Strategies

12 Company Profiling

  • 12.1 Microsoft
  • 12.2 Ultranauts
  • 12.3 The Precisionists Inc.
  • 12.4 Tata Consultancy Services (TCS)
  • 12.5 SAP
  • 12.6 Salesforce
  • 12.7 JPMorgan Chase
  • 12.8 Infosys
  • 12.9 IBM
  • 12.10 Hewlett Packard Enterprise (HPE)
  • 12.11 Google
  • 12.12 Ernst & Young (EY)
  • 12.13 DXC Technology
  • 12.14 Deloitte
  • 12.15 Dell Technologies
  • 12.16 Capital One
  • 12.17 Bank of America
  • 12.18 Auticon
  • 12.19 Amazon
  • 12.20 Accenture

List of Tables

  • Table 1 Global Neurodiversity Hiring Market Outlook, By Region (2024-2032) ($MN)
  • Table 2 Global Neurodiversity Hiring Market Outlook, By Type (2024-2032) ($MN)
  • Table 3 Global Neurodiversity Hiring Market Outlook, By Attention Deficit Hyperactivity Disorder (ADHD) (2024-2032) ($MN)
  • Table 4 Global Neurodiversity Hiring Market Outlook, By Autism Spectrum Disorder (ASD) (2024-2032) ($MN)
  • Table 5 Global Neurodiversity Hiring Market Outlook, By Dyslexia and Other Learning Differences (2024-2032) ($MN)
  • Table 6 Global Neurodiversity Hiring Market Outlook, By Dyspraxia (Developmental Coordination Disorder) (2024-2032) ($MN)
  • Table 7 Global Neurodiversity Hiring Market Outlook, By Tourette Syndrome (2024-2032) ($MN)
  • Table 8 Global Neurodiversity Hiring Market Outlook, By Dyscalculia (2024-2032) ($MN)
  • Table 9 Global Neurodiversity Hiring Market Outlook, By Other Types (2024-2032) ($MN)
  • Table 10 Global Neurodiversity Hiring Market Outlook, By Hiring Model (2024-2032) ($MN)
  • Table 11 Global Neurodiversity Hiring Market Outlook, By Internship-to-Hire Programs (2024-2032) ($MN)
  • Table 12 Global Neurodiversity Hiring Market Outlook, By Direct Employment (2024-2032) ($MN)
  • Table 13 Global Neurodiversity Hiring Market Outlook, By Supported Employment (2024-2032) ($MN)
  • Table 14 Global Neurodiversity Hiring Market Outlook, By Freelance & Gig Platforms (2024-2032) ($MN)
  • Table 15 Global Neurodiversity Hiring Market Outlook, By Neurodiversity Hiring Partnerships (2024-2032) ($MN)
  • Table 16 Global Neurodiversity Hiring Market Outlook, By Other Hiring Models (2024-2032) ($MN)
  • Table 17 Global Neurodiversity Hiring Market Outlook, By Service Offering (2024-2032) ($MN)
  • Table 18 Global Neurodiversity Hiring Market Outlook, By Training & Development Programs (2024-2032) ($MN)
  • Table 19 Global Neurodiversity Hiring Market Outlook, By Recruitment & Talent Acquisition (2024-2032) ($MN)
  • Table 20 Global Neurodiversity Hiring Market Outlook, By Workplace Accessibility & Assistive Technologies (2024-2032) ($MN)
  • Table 21 Global Neurodiversity Hiring Market Outlook, By Coaching & Mentorship Programs (2024-2032) ($MN)
  • Table 22 Global Neurodiversity Hiring Market Outlook, By Employee Resource Groups (ERGs) & Support Networks (2024-2032) ($MN)
  • Table 23 Global Neurodiversity Hiring Market Outlook, By HR & Policy Consulting Services (2024-2032) ($MN)
  • Table 24 Global Neurodiversity Hiring Market Outlook, By Other Service Offerings (2024-2032) ($MN)
  • Table 25 Global Neurodiversity Hiring Market Outlook, By Organization Size (2024-2032) ($MN)
  • Table 26 Global Neurodiversity Hiring Market Outlook, By Large Enterprises (2024-2032) ($MN)
  • Table 27 Global Neurodiversity Hiring Market Outlook, By Small & Medium Enterprises (SMEs) (2024-2032) ($MN)
  • Table 28 Global Neurodiversity Hiring Market Outlook, By End User (2024-2032) ($MN)
  • Table 29 Global Neurodiversity Hiring Market Outlook, By Banking, Financial Services & Insurance (BFSI) (2024-2032) ($MN)
  • Table 30 Global Neurodiversity Hiring Market Outlook, By Information Technology (IT) & Software Development (2024-2032) ($MN)
  • Table 31 Global Neurodiversity Hiring Market Outlook, By Healthcare & Life Sciences (2024-2032) ($MN)
  • Table 32 Global Neurodiversity Hiring Market Outlook, By Manufacturing & Engineering (2024-2032) ($MN)
  • Table 33 Global Neurodiversity Hiring Market Outlook, By Retail & E-commerce (2024-2032) ($MN)
  • Table 34 Global Neurodiversity Hiring Market Outlook, By Education & Training (2024-2032) ($MN)
  • Table 35 Global Neurodiversity Hiring Market Outlook, By Public Sector & Government Agencies (2024-2032) ($MN)
  • Table 36 Global Neurodiversity Hiring Market Outlook, By Other End Users (2024-2032) ($MN)

Note: Tables for North America, Europe, APAC, South America, and Middle East & Africa Regions are also represented in the same manner as above.