Jul 3, 2025

diversity, equity, and inclusion (DEI) are undergoing a seismic shift. The rollback of certain federal initiatives under the Trump administration has left many wondering what the next steps will be for workplace accessibility and accountability. But make no mistake: ADA compliance is not going away. In fact, for companies serious about employee well-being and long-term success, compliance should be the floor, not the ceiling. Rachel Shaw, a leading Human Resources expert and author known for helping organizations navigate ADA complexities, says it best: "Despite political shifts and changes to federal DEI priorities, the core legal responsibilities under the ADA remain intact. Employers are still required to provide reasonable accommodations to employees with disabilities. That obligation does not change with the political climate and should not be treated as something that depends on the current administration." Shaw works with HR leaders across the country to demystify invisible disabilities such as ADHD, autism, and mental health conditions. "One of the most common mistakes I see is a lack of awareness and preparedness around invisible disabilities," she explains. "Because these conditions aren't always visible, many employers are unsure of how to respond when employees request accommodations." And this confusion can have consequences. "Employers either ignore legitimate requests or overaccommodate without proper documentation," she says, which can create compliance issues or trigger legal risk. Instead, Shaw teaches HR leaders to build systems that are legally sound and empathetically designed proactively. "When leaders only focus on meeting the minimum legal requirements, they miss the opportunity to create systems that truly support employee well-being," she adds. MORE FOR YOU If You See These Messages On Your PC, You're Being Hacked Change Your Browser Settings Now—‘Massive Security Risk' Apple iPhone 16 Pro And iPhone 16 Pro Max Prices Slashed Further In Major Sale On Now A More Neurodiverse Workforce is Already Here The conversation around is being reframed in real-time thanks to Gen Z and Gen Alpha, two of the most neurodiverse generations in history. Diagnoses of autism, ADHD, sensory processing disorders, and other neurological differences are rising, and so is self-advocacy. Dr. Smita Das, a psychiatrist and Vice President of Psychiatry and Complex Care at Lyra Health , has been tracking the impact of this shift on workplace dynamics. She explains, "Neurodivergent employees are burning out more intensely and more frequently than their peers, not because they can't do the work, but because they're spending energy trying to fit in to the way standard workplaces are built." This invisible strain, often referred to as "masking," can manifest as social withdrawal, sudden disengagement, or even missed deadlines. "By the time burnout is typically noticed in neurodivergent employees, it's already severe," Das says. "It's become so automatic that they don't even realize how much effort it takes until the toll on their mental health becomes impossible to ignore." That's why Das and her team at Lyra launched their Center of Excellence for Neurodiversity , offering resources like neurodivergent-affirming care, coaching for managers, and accommodations that don't require formal diagnoses. She emphasizes that psychological safety is key: "When people feel they have to hide how they think or process just to fit into the 'typical' employee mold, it creates chronic strain that's not sustainable." Das also notes that training managers is essential. "Managers don't need to play diagnostician," she says. "They need to learn how to lead people with different neurotypes. That means understanding differences in communication, challenges with transitions or task-switching, and a need for clarity. When they shift their mindset, they open the door for more sustainable and inclusive teams." Filling the Gap: A Vision for Neurodivergent Adulthood While companies reevaluate their internal culture, some innovators are taking it a step further, building entirely new ecosystems for inclusion. Jason Eichenholz, a father to a 20-year-old son with autism, is doing just that. A former tech executive, Eichenholz is the founder of Jonathan's Landing Foundation , a nonprofit tackling the often-overlooked crisis facing adults with autism: what happens when they age out of pediatric support systems? "What inspired me to launch Jonathan's Landing was a deeply personal question: What will happen to my son when I'm gone?" he explains. "As a father to a neurodiverse child, I couldn't find a sustainable solution that combined both housing and employment opportunities, especially for individuals with more moderate or intense needs." So, he created one. "Our vision is 500 homes and 5,000 career pathways," says Eichenholz. "We aren't just building homes; we're building a future. The more we learn from the community we support, the more we realize how much potential lies in combining these systems." Jonathan's Landing is more than a residential model; it's an entire life infrastructure for neurodivergent adults. Eichenholz's approach is bold, scalable, and deeply rooted in applied learning. His latest venture, Techtonic , is a that trains adults with autism in mobile device repair and offers national certifications using Universal Design for Learning principles. "This approach is inclusion in action," he explains, "and it's setting the standard for others in the industry by creating accessible online certifications and coursework." With the wireless industry facing a national shortage of over 20,000 technicians, the program addresses two crises simultaneously: workforce shortages and underemployment among neurodivergent adults. "This is a real, scalable solution," he says. But Eichenholz is also quick to point out that it's more than creating jobs. "For us, it's about more than just housing and training. It's about creating an entirely new ecosystem. One where neurodiverse individuals are integrated into every part of society, where they are seen as contributors, not just recipients." What Every Employer Can Learn Whether you're running a tech company or a small HR department, the lesson is the same: neurodiversity is not a liability. It's a competitive advantage. And inclusive design, whether in hiring, training, or workflow, pays dividends. Eichenholz reflects on the mindset shift he's seen firsthand. "Being a dad to a neurodivergent son has taught me many things, but the biggest is that his perspective on the world has opened my eyes to new ways of thinking, new ways of engagement, and new ways of connecting with others," he says. "In a world facing unprecedented challenges, employers need minds that work differently, see differently, and solve differently." Rachel Shaw echoes that sentiment, noting that companies that invest in thoughtful ADA policies are reaping long-term rewards. "Forward-thinking organizations lead by investing in training and infrastructure that support all employees, including those with invisible disabilities," she says. "They understand that ADA compliance reduces legal risk, but it also boosts retention, engagement, and innovation." The key takeaway? Don't wait for federal policy to dictate how you lead. The most inclusive companies aren't the ones reacting to mandates; they're the ones building proactive, supportive cultures where neurodivergent and disabled individuals aren't just accommodated, they're empowered. As Dr. Das points out, "When they're met with understanding and flexibility, they can actually thrive as employees who have so much to offer." Inclusion Isn't a Trend. It's a Transformation The future of inclusion lies not in performative statements or temporary policies, but in real systems change. Whether through accessible training, open-source housing models, or more flexible management practices, the leaders shaping tomorrow's workforce recognize that inclusion is an ongoing process. For those wondering what the next step is, start by listening to your employees. Build infrastructure that supports invisible disabilities. Stop asking people to mask or fit in. And above all, recognize that difference is not a deficit; it's a strength. Because the future of work isn't just about who shows up, it's about whether they're allowed to show up as themselves.