We help employers fill roles with dedicated, capable people who can drive their business forward. A low-risk, high-reward way to enhance your workforce. You gain capable, hard-working employees and demonstrate leadership in inclusion –all with no cost, no additional liability, and full support.

BRIDGING THE EMPLOYMENT GAP

WorkWise addresses the critical employment gap facing neurodiverse adults through an evidence-based supported employment model combining comprehensive assessment, on-site workplace coaching, and sustained long-term support. The structure reflects decades of research demonstrating that individualized, workplace-integrated support substantially outperforms segregated prevocational training or time-limited placement services.

For employers, WorkWise offers a risk-free pathway to accessing an under-utilized talent pool while providing expert support that mitigates concerns about hiring individuals with disabilities. The combination of wage reimbursement and free comprehensive services removes traditional barriers to inclusive hiring while positioning organizations to realize the productivity, innovation, and retention benefits associated with neurodiversity employment.

Successful employment for neurodiverse individuals requires coordinated support across the employment ecosystem, engaging the individual, workplace, and support network in aligned efforts. Through systematic implementation of evidence-based practices at each stage of the employment process, WorkWise facilitates meaningful work opportunities that enhance quality of life for individuals while contributing valuable skills and perspectives to the workforce.

As the population of adults with autism and intellectual disabilities continues to grow, the development of effective employment support systems becomes increasingly critical both for individual well-being and societal economic productivity. WorkWise represents a model that integrates research evidence with practical implementation to achieve sustainable employment outcomes benefiting all stakeholders.

28%

Higher revenue on average


72%

Increased retention rates

25%

Greater employee productivity

75%

Change purchasing decisions

A WIN-WIN FOR YOUR ORGANIZATION AND THE COMMUNITY

We’ve built an ecosystem that supports both the employer and the employee through every step of the employment journey.

A woman in glasses and a white blazer seated at a desk, taking notes on a clipboard, speaking to a man in a grey blazer in an office setting.

Qualified Candidate Matching

Let us know about a job opening, and we’ll tap into our network of pre-screened, qualified candidates ready to work. We carefully match candidates to your requirements, focusing only on those whose skills and interests align with the role. This saves you time and ensures a great fit from the start.

  • The intake process forms the foundation of successful employment placement by creating a comprehensive vocational profile that identifies individual strengths, support needs, and employment preferences. This systematic assessment approach translates functional abilities and limitations into actionable employment goals and workplace accommodations.

    Research on vocational assessment for individuals with intellectual and developmental disabilities emphasizes that effective intake processes must move beyond deficit-focused evaluations to identify specific competencies and match them with appropriate employment opportunities. The assessment phase establishes baseline measurements across multiple domains, including work-related social skills, task completion abilities, behavioural supports needed, and communication capacities. This individualized profile serves as the roadmap for all subsequent placement, training, and support decisions.

    Crucially, the intake process engages not only the individual but also their family and existing support network, ensuring that employment goals align with broader life objectives and that necessary supports extend beyond the workplace. Studies demonstrate that family involvement and support constitute significant predictors of employment success for individuals with intellectual disabilities.

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Onboarding & Job Coaching Support

WorkWise provides a job coach at your workplace to assist with onboarding and training. They work hands-on with the new employee and your team, ensuring the new hire learns the ropes effectively and any accommodations or training needs are addressed. This extra support ensures your new employee reaches productivity faster – and you don’t have to shoulder the training alone.

  • The on-site coaching component distinguishes WorkWise from traditional vocational services. Rather than providing pre-employment training in artificial settings, job coaches provide hands-on support in the actual work environment from the first day of employment. This “place-train” approach has demonstrated superior outcomes compared to “train-place” models, with research showing that individuals with intellectual disabilities who receive on-site job coaching achieve significantly higher employment rates and job retention.

    Job coaches serve multiple critical functions during the onboarding phase. They provide task-specific instruction using evidence-based teaching strategies such as systematic instruction, visual supports, and behavioural reinforcement techniques proven effective for neurodiverse individuals. Simultaneously, coaches serve as liaisons between the new employee and workplace supervisors and coworkers, facilitating communication, managing expectations, and educating workplace personnel about neurodiversity and effective support strategies.

    Research demonstrates that this dual focus, supporting both the employee and educating the employer, significantly increases employment success. Employers who receive education about neurodiverse persons, along with consultation on workplace accommodations, report higher satisfaction with neurodiverse employees and greater willingness to hire additional individuals with disabilities.

    The intensive on-site support during initial employment phases addresses the primary reason individuals with autism lose jobs: not task performance deficits, but rather social communication challenges and difficulties adapting to workplace culture. By providing real-time coaching on workplace social norms, communication expectations, and problem-solving strategies in the actual work context, job coaches help employees develop competencies that transfer more effectively than skills taught in classroom settings.

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Fading Long-Term Support

As the employee becomes confident and proficient in their role, our on-site support will gradually fade out. We step back as the individual becomes fully integrated into your team. Importantly, even after we step away, we remain just a phone call away for ongoing support whenever needed. Whether it’s weeks or months later, if any issues arise or the employee takes on new challenges, we can return to provide guidance. You’re never left on your own – we’re partners in ensuring long-term success.

  • As employees demonstrate increasing independence and competence, direct job coach presence gradually decreases, promoting autonomy while maintaining a safety net of accessible assistance.

    The faded support approach reflects evidence-based practices in behavioural intervention, where intensive initial support systematically reduces as skills are acquired and maintained. However, unlike time-limited employment programs, WorkWise maintains an open-door policy for support reengagement whenever circumstances change.

    Research confirms that ongoing support availability, even when not actively utilized, significantly contributes to employment stability and job satisfaction among neurodiverse workers. Long-term follow-up studies of supported employment programs demonstrate that access to job coaching for life transitions, such as new supervisors, additional job responsibilities, or workplace relocations, substantially reduces job loss rates.

    The WorkWise model recognizes that employment for neurodiverse individuals exists within a dynamic ecosystem where multiple variables interact. Changes in any element, such as supervisor turnover, modified job duties, altered work schedules, or shifts in coworker composition, can create challenges that require temporary support intensification. The continuous availability of facilitator consultation enables rapid problem-solving before issues escalate to job loss. This proactive approach to long-term support acknowledges that employment is not merely a placement outcome but an ongoing developmental process requiring adaptive supports as individuals and workplaces evolve.

WHY EMPLOYERS SHOULD HIRE NEURODIVERSE TALENT

Forward-thinking organizations increasingly recognize neurodiversity as a source of competitive advantage rather than merely a compliance obligation. Companies implementing structured neurodiversity hiring programs report measurable improvements across multiple business metrics, including problem-solving, productivity, innovation, quality control, and employee retention.

No Cost - No Obligation

All services are provided completely free. We handle the legwork and support so you can focus on your business. Traditional supported employment programs often require employer cost-sharing or ongoing service fees that deter participation. By eliminating these costs, WorkWise enables employers of all sizes to access neurodiverse talent.

Wage Reimbursement

Available reimbursement of up to 360 hours at minimum wage for the first year. This allows employers to evaluate employee-job fit without economic burden, addressing concerns about productivity during training and accommodation phases.


Proven Productivity Boost

Neurodivergent hires have been shown to increase output and quality, directly improving your bottom line. JPMorgan Chase found that autistic employees were 48% faster and 90-140% more productive, with superior attention to detail and error detection capabilities.


Quality Gains & Fewer Errors

Many neurodivergent employees excel at detail-heavy tasks, pattern recognition, systematic thinking, sustained concentration, and precision-oriented tasks, achieving consistent, high-quality results. The presence of neurodivergent employees often catalyzes improvements in communication clarity, management practices, and workplace flexibility that enhance experiences for the entire workforce.

Improved Team Performance

Complementary neurodivergent strengths enhance team dynamics, raising overall productivity and outcomes. Neurodiversity inclusion initiatives correlate with improved overall employee satisfaction and organizational culture. Employers implementing neurodiversity programs report that these efforts create more inclusive, understanding work environments, benefiting all employees.

Unique Problem Solving

Fresh perspectives break groupthink, delivering innovative solutions that drive competitive advantage. Neurodiversity contributes to enhanced organizational innovation through cognitive diversity. Research shows that teams incorporating neurodivergent members generate more creative solutions and approach problems from novel perspectives.

A woman with glasses smiling and standing with hands on hips, wearing a light-colored hoodie and dark patterned leggings.
“DANI got me a meaningful job where I can be a valuable member of the community.”
— Terri Q.

THE BARRIER

In Canada, only 26% of neurodiverse individuals are employed, a stark contrast to the national average, underscoring a significant employment gap for this group.

  • 1. Systemic Barriers

    Many policies and procedures unintentionally exclude neurodiverse individuals by not accommodating diverse needs.

  • 2. Persistent Biases

    Despite DEI advocacy, misconceptions about neurodiverse people continue, underscoring the need for change.

  • 3. Lacking Inclusion

    Employment services often focus on immediate job placements, neglecting long-term support for neurodiverse individuals.

  • 4. Failed Efforts

    Organizations claim to value diversity yet fail to provide genuine inclusion and career progression for neurodiverse employees.

ADDRESSING THE CRTICIAL NEED FOR INCLUSIVE EMPLOYMENT

The neurodiversity employment gap represents a massive untapped talent pool. With an estimated 15-20% of the population exhibiting some form of neurodivergence, organizations that fail to develop inclusive hiring practices exclude millions of potentially valuable employees. In Canada alone, approximately 6.2 million people over age 15 live with disabilities, yet only 59% of working-age adults with disabilities are employed.

For individuals with developmental disabilities specifically, employment rates prove even more concerning, with only 26% of Canadians employed. This represents significant economic loss through foregone productivity and increased dependence on government support programs.

From a societal perspective, supported employment programs demonstrate favourable cost-benefit ratios. Economic analyses show that supported employment for neurodiverse adults achieves positive returns within two to four years, with benefits substantially exceeding costs over longer time horizons.

Proactive neurodiversity inclusion positions organizations as employers of choice. Companies with strong diversity and inclusion practices report enhanced reputation, improved ability to attract talent, and preferential treatment in government contracting processes.