Judy Reilly helps organizations create cultures where neurodivergent workers – including UConn grads – can thrive.
UConn is flipping the script on employment when it comes to neurodiversity.
An estimated one in six individuals are neurodivergent, but more than 66% of this population are unemployed or underemployed despite being highly qualified.
In the previous workforce landscape, neurodivergent individuals have traditionally been asked to change how they respond to interview questions and change themselves. This model is not ideal for assessing skill sets for the actual job. That’s why Judy Reilly is advocating for employers to make changes in this area.
“That’s how we’re flipping the script,” says Reilly. “We’re telling companies, ‘Here’s what neurodiversity means, here’s why it matters, and here’s how you make changes so you’re one of the organizations getting this right.’”
That’s how we’re flipping the script. We’re telling companies, ‘here’s what neurodiversity means, here’s why it matters, and here’s how you make changes so you’re one of the organizations getting it right.’
A Career Built on Advocacy and Education
With more than two decades of experience in business, special education, advocacy, and law — and as a parent of two adult children with neurodivergent conditions — Reilly’s personal and professional trajectory was a natural progression to where she is today.
In 2021, Reilly joined UConn’s Werth Institute for Entrepreneurship Innovation to help design, build, and direct a new initiative geared toward preparing neurodivergent students for success after graduation. This effort evolved into the Center for Neurodiversity & Employment Innovation.
“What we’re doing is… improving employment outcomes for people with autism, ADHD, dyslexia, and a host of other conditions that have barriers in the process of securing and then retaining employment,” she said. It’s also crucial to reduce barriers for employers by arming them with knowledge and resources to make meaningful changes.
Above all, Reilly says her mission is to connect employers in need of skills and talent with the population of “bright, capable neurodivergent young adults desperate for opportunities in supportive environments where they can grow and contribute.”
What we’re doing is… improving employment outcomes for people with autism, ADHD, dyslexia, and a host of other conditions that have barriers in the process of securing and then retaining employment
Educating the Employers. Advocating for Employees.
Home to the Center for Neurodiversity & Employment Innovation, UConn is the only school in the nation delivering this caliber of employer education. Reilly explains that while many colleges and universities have established and expanded initiatives surrounding learning differences, UConn’s approach is unique.
“Many of those are inward focused on their own university communities,” she explains. “UConn is distinct in so much as we’re looking at it societally.”
A big part of that is changing corporate culture. Reilly points out that many of the barriers neurodivergent applicants face in the job market have very little to do with their skills and abilities. Rather, it has more to do with the employer and their education, training, and practices.
A critical component of the Center’s mission is to grow the number of employers who understand and value the strengths neurodivergent individuals bring to the workplace — and who will implement hiring practices and accommodations to intentionally become more inclusive places to work.
Reilly adds that the Center wants to do this at scale: not just at UConn or for job seekers in Connecticut, but also nationally. One way to further that reach was the formation of the University Council for Neurodiversity Employment, a coalition of 90+ schools and organizations that work together to improve outcomes for students and recent graduates.
Making an Impact on Employment Outcomes
Reilly has been a driving force in developing and leading employer education efforts. In partnership with Synchrony Bank, the Center piloted a program, “Neurodiversity: Building an Inclusive Culture.” This five-week, live instructor-led course focused on ADHD, dyslexia, and high-functioning autism — and it’s accelerated additional inclusivity efforts within the organization.
Wells Fargo, another founding partner, has since benefited significantly from UConn’s expertise. More than 215 hiring managers and 3,500 employees around the globe have participated in employer education programs. Reilly is hopeful that the success of outreach and education programs like these will encourage other organizations of all shapes and sizes to make similar investments in their own development.
As a parent, advocate, and academic professional, Reilly’s work at UConn continues to transform how the workplace views and values neurodivergence:
“Companies are recognizing the innovation, creative thinking, and ability to solve problems in a really unique and different way that neurocognitive distinction brings with it.”
Because of UConn, neurodivergent alumni thrive in their careers. Research and employer education can continue Because of You.