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1803034

2032 年神經多樣性就業市場預測：按類型、就業模式、服務內容、組織規模、最終用戶和地區進行的全球分析

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個工作天內

價格

根據 Stratistics MRC 的數據，全球神經多樣性就業市場預計在 2025 年達到 14 億美元，到 2032 年將達到 40.4 億美元，預測期內的複合年成長率為 16.4%。

神經多樣性招募是一種策略性招募方法，積極尋求聘用具有認知差異（例如自閉症、注意力不足過動症、誦讀困難和其他神經系統變異）的人才。它認可這些候選人在解決問題、創新和職場多元化方面所展現的獨特優勢和觀點。透過調整招募實踐、提供客製化支援並創造包容性環境，組織可以提高生產力和公平性。這種模式在促進社會責任的同時，也充分利用神經多樣性人才，培養創造力、韌性和跨產業的競爭優勢。

根據《管理與組織期刊》通報，患有神經病變（包括自閉症、注意力不足過動症和誦讀困難症）的人士，歷來面臨高達85%至90%的失業率和就業不足率。自2013年以來，SAP、微軟和摩根大通等大型公司已實施包容性招募舉措，淡化傳統面試，轉而採用量身訂製的招募策略。

增加未開發人才庫的取得機會

企業逐漸意識到，傳統的招募方法往往會忽略大量患有神經畸形障礙（例如泛自閉症障礙(ASD)、注意力不足過動症 (ADHD)、誦讀困難和妥瑞症）的高技能人才。神經畸形人才通常擁有獨特的優勢，例如卓越的模式識別能力、對細節的關注、創新的問題解決能力和創造性思維。挖掘這些人才不僅有助於填補科技等產業的技能缺口，還能促進更具包容性和創新性的職場文化，進而潛在地提升競爭優勢。

缺乏管理培訓和意識

儘管人們對神經多樣性員工的興趣日益濃厚，但擴大神經多樣性就業市場的主要障礙在於管理人員和現有員工缺乏足夠的培訓和認知。許多管理人員缺乏理解或支持神經多樣性員工獨特需求的能力，導致誤解、溝通困難以及職場缺乏必要的便利性。這導致職場環境艱難、員工留任率低以及神經多樣性員工的才能無法充分利用，最終損害了這些專案的成功。

與教育機構和非營利組織的合作

市場的一個關鍵機會在於促進企業與教育機構和非營利組織之間的夥伴關係。此類合作可以為神經多樣性人才的招募建立一個強大的生態系統，涵蓋從最初的候選人識別到入職後的支持。專門從事殘障人士招募的非營利組織還可以為企業提供專家指導，幫助他們建立包容性招募流程、制定管理人員培訓計畫以及實施有效的職場便利措施。

就業後支持不足

即使招募流程有所調整，使其更具包容性，如果職場環境缺乏支持，員工可能無法蓬勃發展，最終離職。這可能包括不提供降噪耳機或彈性工作安排等簡單的便利設施，或不提供針對神經多樣性人群需求的指導和職業發展機會。如果沒有專門的支援系統，公司將面臨高離職率的風險，損害其聲譽，並導致人們認為神經多樣性招聘只是一種短期趨勢，而非永續的商業實踐。

COVID-19的影響：

新冠疫情對神經多樣性就業市場產生了雙重影響。一方面，遠距辦公和混合辦公模式的廣泛轉變，為許多神經多樣性人才帶來了巨大的益處。另一方面，疫情帶來的經濟衰退和不確定性，導致一些公司縮減了多元化和包容性方面的工作，導致部分行業神經多樣性招聘計劃的實施暫時推遲。

自閉症頻譜(ASD) 細分市場預計將成為預測期內最大的細分市場

由於人們日益意識到自閉症頻譜(ASD) 患者為職場帶來的獨特技能和能力，預計該領域將在預測期內佔據最大市場佔有率。許多自閉症頻譜患者擅長從事需要強大邏輯推理能力、注重細節、數據分析能力以及長時間專注於完成複雜重複性任務的工作。科技、金融和資料科學等行業對這些專業技能的需求日益成長，促使各公司專門瞄準這一人群。

預測期內，支持性就業領域預計將以最高複合年成長率成長

支持性就業領域預計將在預測期內實現最高成長率，因為它透過為神經多樣性求職者和雇主提供全面的支持，滿足了關鍵的市場需求。該模式涉及與專業服務提供者合作，後者提供一系列支持，包括職業指導、技能培訓和持續的職場調整。這種方法降低了僱用神經病變多樣性人士的風險，並確保了更平穩的過渡，對於尋求打造真正包容性員工隊伍的公司而言，已被證明是一種高效且擴充性的解決方案。

佔比最大的地區：

預計亞太地區將在預測期內佔據最大的市場佔有率，這得益於其快速發展的經濟、日益提升的認知度以及龐大的未開發人才庫。日本、韓國和新加坡等國家擁有高度發展的科技業，並且持續需要神經多樣性群體中普遍存在的專業技能。此外，該地區的政府和企業正在加大對數位娛樂和創新 (DEI) 計劃的投資，並認知到其在促進創新和提升全球競爭力方面的作用。

複合年成長率最高的地區：

在預測期內，北美預計將呈現最高的複合年成長率，這得益於其強勁的經濟復甦和積極主動的神經多樣性招募策略。在美國和加拿大，旨在招募和留住神經多樣性員工的企業計畫正在激增，尤其是在高科技和金融服務業。強大的公私夥伴關係關係以及重視職場心理健康和神經包容性的文化轉變，為此趨勢提供了支持。此外，眾多專注於神經多樣性招募的非營利組織和顧問公司的存在，為尋求實施這些舉措的企業提供了強大的支持體系。

免費客製化服務：

此報告的訂閱者可以使用以下免費自訂選項之一：

  • 公司簡介
    • 全面分析其他市場參與者（最多 3 家公司）
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  • 區域細分
    • 根據客戶興趣對主要國家進行的市場估計、預測和複合年成長率（註：基於可行性檢查）
  • 競爭基準化分析
    • 根據產品系列、地理分佈和策略聯盟對主要企業基準化分析

目錄

第1章執行摘要

第2章 前言

  • 概述
  • 相關利益者
  • 調查範圍
  • 調查方法
    • 資料探勘
    • 數據分析
    • 數據檢驗
    • 研究途徑
  • 研究材料
    • 主要研究資料
    • 次級研究資訊來源
    • 先決條件

第3章市場走勢分析

  • 驅動程式
  • 抑制因素
  • 機會
  • 威脅
  • 最終用戶分析
  • 新興市場
  • COVID-19的影響

第4章 波特五力分析

  • 供應商的議價能力
  • 買方的議價能力
  • 替代品的威脅
  • 新進入者的威脅
  • 競爭對手之間的競爭

5. 全球神經多樣性就業市場（按類型）

  • 注意力不足過動症（ADHD）
  • 泛自閉症障礙（ASD）
  • 閱讀障礙與其他學習障礙
  • 發展性協調障礙
  • 妥瑞症
  • 計算障礙
  • 其他類型

6. 全球神經多樣性就業市場（依就業模式）

  • 實習轉就業項目
  • 直接就業
  • 支持性就業
  • 自由職業平台
  • 神經多樣性就業夥伴關係
  • 其他就業模式

7. 全球神經多樣性就業市場（按服務提供）

  • 培訓和發展計劃
  • 招募和人才招聘
  • 職場無障礙設施及輔助技術
  • 輔導和指導計劃
  • 員工資源組（ERG）和支持網路
  • 人事及政策諮詢服務
  • 其他服務

第8章 全球神經多樣性就業市場（依組織規模）

  • 主要企業
  • 小型企業

9. 全球神經多樣性就業市場（以最終用戶分類）

  • 銀行、金融服務和保險（BFSI）
  • 資訊科技（IT）和軟體開發
  • 醫療保健和生命科學
  • 製造與工程
  • 零售與電子商務
  • 教育和培訓
  • 公共部門和政府機構
  • 其他最終用戶

第10章 全球神經多樣性就業市場（按地區）

  • 北美洲
    • 美國
    • 加拿大
    • 墨西哥
  • 歐洲
    • 德國
    • 英國
    • 義大利
    • 法國
    • 西班牙
    • 其他歐洲國家
  • 亞太地區
    • 日本
    • 中國
    • 印度
    • 澳洲
    • 紐西蘭
    • 韓國
    • 其他亞太地區
  • 南美洲
    • 阿根廷
    • 巴西
    • 智利
    • 其他南美
  • 中東和非洲
    • 沙烏地阿拉伯
    • 阿拉伯聯合大公國
    • 卡達
    • 南非
    • 其他中東和非洲地區

第11章 重大進展

  • 協議、夥伴關係、合作和合資企業
  • 收購與合併
  • 新產品發布
  • 業務擴展
  • 其他關鍵策略

第12章 公司概況

  • 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.