The workforce is evolving. The shift from traditional employment models toward a blended workforce in a hybrid environment is becoming increasingly evident. The rise of freelancing, contract work, and gig-based employment is reshaping the Canadian labor market, as recent reports indicate.
Yet, hiring practices and inclusion efforts across Canadian workplaces lag far behind, struggling to keep pace with this shift.
A recent event, Unlocking Potential: Neurodiversity and Entrepreneurship, hosted by The Conference Board of Canada in partnership with Future Skills Centre – Centre des Compétences futures , explored the opportunities and challenges faced by neurodivergent Canadians. The discussion underscored the importance of inclusive workplaces, emphasizing how leadership plays a critical role in creating opportunities. It also introduced a new research study on self-employment as an inclusive employment pathway for neurodivergent Canadians.
While the event did not explicitly address immigrant entrepreneurs, my interest in attending was driven by my commitment to supporting these communities. Many immigrants are neurodivergent, yet their challenges are compounded by additional barriers.
Stigma is even greater within immigrant communities, where discussions about neurodiversity often remain taboo. Combine this with language barriers, limited access to resources, and exclusionary hiring practices, and the result is a growing pool of talented individuals pushed into self-employment— often not by choice, but by exclusion.
Entrepreneurship as a Last Resort
For many immigrants and neurodivergent individuals, entrepreneurship is not a choice—it is a necessity.
- Many turn to self-employment due to credential devaluation and hiring biases.
- Rigid hiring practices and workplace structures, combined with stigma, prevent them from thriving in traditional job environments.
- Limited access to funding, professional networks, and mentorship significantly impedes their growth.
Yet, when provided with the right support and well-designed processes and systems, these individuals drive innovation, resilience, and economic growth.
Leadership as the Catalyst for Change
A compelling panel discussion at Unlocking Potential demonstrated how leadership creates inclusive opportunities—not just because it’s the right thing to do, but because everyone benefits—talent, businesses, the economy, and communities.
David Parker , Ting Zhao, Chris Greenfield (from left to right), under the skillful moderation of Caitlin Carter , shared how one leader’s willingness to question hiring and workplace design processes led to transformative opportunities for neurodivergent team members. And no, this wasn’t about a policy change—as important as policies are. This was about curiosity, open-mindedness, a shift in perspective, a change in narrative, and business-focused decision-making.
“Why wouldn’t we celebrate people who are greater than us at something?” – Chris Greenfield
I invited to the event a guest from my community—a talented marketing professional with ADHD—who later shared this reflection:
“It is so important to hear inspiring success stories rather than constantly being reminded of barriers and what won’t work. It’s encouraging to know that there are initiatives recognizing the value that neurodivergent professionals bring to the Canadian labor market.”
This is the shift we need.
A business-focused narrative, backed by evidence, drives systemic change.
The High Cost of Missed Opportunities
The numbers make it clear: exclusion is expensive.
- Innovation loss – Neurodivergent professionals bring exceptional problem-solving skills, pattern recognition, and deep focus, yet traditional hiring filters out this talent. Research shows that companies embracing neurodiversity see higher innovation output and productivity gains.
- Missed global market expansion – Immigrant entrepreneurs are twice as likely to engage in international trade and more likely to scale beyond domestic markets. Yet, a lack of funding and business networks prevents many ventures from reaching their full potential.
- Workforce inefficiencies – As businesses shift toward skill-based economies, those clinging to credential-based hiring models and inflexible workplace structures risk falling behind. Companies that integrate blended workforce strategies gain greater adaptability, increased retention, and access to niche expertise.
Ignoring these talent pools doesn’t just limit workforce diversity—it directly limits a company’s ability to compete in a rapidly changing labor market.
The Workforce is Changing, but Inclusion is Not
Forward-thinking companies understand the value of talent density over talent mass, refocus on skills stacks vs. job titles, and invest in nurturing and retaining talent to accelerate in an increasingly competitive and disruptive era.
Organizations need employees who combine expertise, creativity, resilience, and adaptability—not just those who fit into predefined job titles.
Rethinking the Talent Pipeline
The path forward isn’t just about increasing representation numbers—it’s about redesigning systems so businesses can tap into the right pool of talent to define the next era of economic growth.
The Conference Board of Canada is launching a research study on self-employment as an inclusive employment pathway for neurodivergent Canadians. This is an opportunity for all of us to contribute—not only by rethinking how we support neurodivergent entrepreneurs (including immigrant communities) but also by recognizing the tremendous talent pool that remains underutilized yet is critical for Canada’s economy.
It’s time to stop talking about why inclusion matters and start quantifying the cost of exclusion—because the companies that recognize this shift first will be the ones that win in the future of work.
Further Reading & Insights
If you’re interested in evidence-based insights on this topic, I highly recommend these resources:
Never stop learning. And risk being culturally curious about the neurodiverse talent pool.
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