Studies estimate that the unemployment rate for neurodiverse adults runs as high as 30-40%, which is three times higher than the rate for disabled people, and eight times higher than the rate for people without disabilities. The answer for most organizations is likely “no.” That said, you should always defer to an individual’s preferences.ĭoes your definition of workplace diversity include disability? And does it go beyond physical disabilities to also include neurodiversity? While there is debate within the disability community as to whether neurodiversity constitutes a disability, we’ve chosen to use these terms together in this article.
Also included in EverAfter Confidential is information that is less critical, such as general corporate information and personnel information which does not require as stringent a degree of protection.As you may notice, this article combines the idea of disability and neurodiversity. Included is information that should be protected very closely, such as Intellectual Property, development programs, potential acquisition targets, and other information integral to the success of our Company. It is a continuum, in that it is understood that some information is more sensitive than other information, and should be protected in a more secure manner.
This information can be freely given to anyone without any possible damage to EverAfter or its clients.ĮverAfter Confidential information contains all other information. EverAfter will retain Customer Data in accordance with its Information Classification Policy.Īll EverAfter information is categorized into two main classifications: EverAfter Public and and EverAfter Confidential.ĮverAfter Public Information is information that has been declared public knowledge by the information asset owner.
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