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Many years ago, someone recommended a book to me about finding purpose, passion and joy. Reflecting about it now, I realize I found mine — helping other people find theirs. I’ve now been in the field of workforce development for over 25 years.

I fell into the field through human services, after studying criminal justice. I stayed in workforce development because I learned how “meaningful work” is fundamental in so many ways, and has the potential to enhance a person’s life. I saw the way work contributes to a person’s feeling of value, and its impact on youth, families, and communities.

The work is important to me for several reasons. Providing individuals with equal opportunity in employment aligns with my core values of equity and inclusion; it is my calling to positively impact the lives of those some call “hardest-to-serve.” Assuring there is a level playing field when it comes to individual’s securing a job helps to facilitate innovation, improves workplace culture, and most importantly, it brings meaning to an individual’s work and personal life.

A gold standard for all youth and adults who choose to work is “real work for real pay,” in a job that aligns with one’s interests and goals — regardless of any needed accommodations or support. A meaningful job is when you feel that your work matters. It’s a job that offers a connection to something you care about, offers fulfillment, and provides a sense of purpose. This is a very realistic and desirable expectation for all job seekers.

The details of my own work have varied — in nonprofit, government, technical assistance and consulting firm settings. At different times, I’ve focused on youth, adults, and families; the reach has been local, statewide and national. The content has been direct service, program-building and advocacy, for and with individuals with developmental disabilities, Autism Spectrum Disorder, and those exiting the criminal justice system.

I fell in love with the principles of Employment First, a national (Department of Labor) systems-change framework centered on the principles that all individuals, including those with the most significant disabilities, are capable of fully participating within Competitive Integrated Employment (CIE) and community life.

This includes youth who are “neurodiverse.” The label generally means individuals between 16 and 24 years old who possess unique strengths and experience challenges due to the way their brains process information. Neurodiversity (some also use the label neurodivergent) includes Autism Spectrum Disorder, ADHD, executive functioning challenges, developmental disabilities, and others.

Having lived experience as a neurodivergent person, I have first-hand experience of some of the thoughts, feelings, nuances, and complexities that must be navigated within the workforce. Neuro-differences are often stigmatized, invisible, or masked — and this group often does not have representation on D&I or DEI agendas despite approximately 15 to 20% of the world’s population being neurodivergent.

Neurodiverse adults continue to contend with unemployment and underemployment – part time jobs, careers without options for upskilling, or those with a non-livable wage. In some states, it is still legal to pay adults with disabilities subminimum wage. Neurodiverse people are more likely to be unemployed than their neurotypical peers. These outcomes are unacceptable to me, especially when neurodiversity has been proven as a strength in the workplace.

We need to think differently if we hope to solve these problems.

One area I feel offers a viable solution to this challenge is work-based learning in the form of apprenticeships. Registered Apprenticeship Programs (RAPs) are typically at least one year in duration, offering paid work experience, classroom instruction, mentorship, and an industry-recognized credential (some also reward college credit). RAPs take place across all industries.

Apprenticeships are traditionally under-used as an employment option for neurodiverse youth and adults. RAPs offer opportunities for youth (and adults) to gain experience with core job skills and industry-specific knowledge while also earning wages. Through structured hands-on experiences at the worksite, neurodiverse youth can learn more about their career interests and identify what skills they have or may need to develop for their chosen career pathway. Offering quality and inclusive RAPs for neurodiverse youth early on in their career journey can be an essential part of the solution.

I want these opportunities to be available to everyone, including young people who are neurodiverse. With the right support, apprentices are more likely to complete training, develop strong relationships with their employer, and become a productive member of the workforce. Building a strong and diverse pipeline of skilled workers is critical for young adults to compete in a global economy as well as for companies and organizations to grow.

Hiring people with disabilities provides many benefits, including increased productivity, decreased likelihood of employee turnover, and often, more innovative problem solving and increased ability to respond to complex problems. There are supports, tax and other incentives available (e.g., wages and benefits for participants and mentors, one-time costs for new employees, general equipment, certification and supply expenses).

In my current work as a Senior Workforce Consultant for an international consulting firm, ICF, I foster inclusion in career training programs such as the Cybersecurity Youth Apprenticeship Initiative (CYAI) and various career pathway programs for youth and adults. This position is an extremely meaningful one for me, as it offers multiple opportunities to live my passion and utilize my strengths and experience.

To try and address the inequity, I wrote this resource bundle, highlighting ways that employment-support professionals can work with RAP Sponsors to create an apprenticeship pathway for neurodiverse youth. In addition, the Partnership on Inclusive Apprenticeship can be found on the U.S. Department of Labor website, including information on the benefits of inclusive apprenticeships, success stories, and quick links to resources.

To learn more about Apprenticeships in your area, whether you’d like to apply or create a Registered Apprenticeship Program, please visit ApprenticeshipUSA. If you would like to discuss The Cybersecurity Youth Apprenticeship Initiative or other opportunities to work on creating workforce programs for youth and adults, please reach out to me!

Danielle was recognized in 2012 as a recipient of the Karen L. Fleming Award by the Children’s Trust Fund of the Department of Children and Families, for her work contributing to the reduction of child abuse within Connecticut’s System of Care, in workforce development, and family/youth leadership. She has a dual Masters degree from Albertus Magnus College, is a Certified Employment Support Professional (CESP) through the Association of People Supporting Employment First (APSE), credentialed in Customized Employment through the Association of Community Rehabilitation Educators (ACRE), and certified in competitive integrated employment (CIE) and Customized Employment with a Concentration in Discovery, Job Development, Negotiation and Placement, and Post Employment Supports.

To contact Danielle directly: Danielle.Chiaraluce@icf.com or via LinkedIn

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