Blog - Colorado Neurodiversity Chamber of Commerce

Celebrating Four Years of the Colorado Neurodiversity Chamber of Commerce

Sat, 29 Aug 2026 07:31:15 GMT

10 minute read

Four years ago today, an idea officially became an organization. On August 29, 2022 , the Colorado Neurodiversity Chamber of Commerce was officially incorporated.

It began with three co-founders, Dr. Amanda Kelly, Tiffany Feingold, and Danny Combs , who saw something missing in Colorado's business and workforce communities.

They knew there was incredible neurodivergent talent ready to contribute, people with valuable skills, perspectives, creativity, and potential, but too often, that talent wasn't being represented, recognized, or given the opportunity to get through the door.

One of their primary reasons for creating the Chamber was simple but important: they wanted neurodivergent people to have greater access to employment and to make sure neurodivergent talent had a voice and a place within the business community.

They wanted employers to recognize the talent they were overlooking. They wanted neurodivergent job seekers to have greater opportunities to connect with businesses that valued what they could bring to the workplace. And they wanted to help create pathways that could lead to meaningful employment.

But their vision didn't stop with Colorado. From the beginning, they imagined something much bigger: a future where one day there could be a Neurodiversity Chamber in every state.

There was just one challenge.

There wasn't a roadmap.

There wasn't another Neurodiversity Chamber to look to for guidance or a model to replicate. They were stepping into new territory and creating something from the ground up. So, they started building.

2022: Creating a Seat at the Table

The CNDCC began with a belief that continues to guide our work today: Neurodivergent talent belongs in our workforce, in our businesses, in leadership, and at the tables where decisions are being made.

At the time, much of the conversation around neurodiversity and employment centered on helping individuals become "job ready." Our founders recognized that there was another side to that equation. Employers needed to be ready, too. Businesses needed education and resources to recognize neurodivergent talent, rethink traditional hiring practices, and understand how their workplaces could unintentionally create barriers for highly capable people.

Neurodivergent job seekers needed connections to employers and opportunities to demonstrate what they could contribute.

And the business community needed an organization capable of bringing those worlds together.

That became an important part of the role CNDCC was created to fill: connecting neurodivergent talent with opportunity while helping employers recognize the value of a neurodiverse workforce.

That vision officially became the Colorado Neurodiversity Chamber of Commerce. And an entirely new kind of Chamber began its journey.

2023: Building the Foundation

The next step was turning a bold idea into something sustainable. CNDCC continued developing its membership, relationships, programs, and presence across Colorado while introducing more employers and community leaders to the role they could play in advancing neuroinclusion.

In 2023, another important piece of the Chamber's future began taking shape: the creation of what would become the CNDCC Legacy Fund through The Denver Foundation.

With early investment from organizations that believed in the mission, including a $20,000 commitment from Kiewit , the Chamber began building a philanthropic foundation alongside its business membership model.

It was an important evolution. Because creating lasting change would require more than conversations. It would require investment.

2024: Investing in Growth

As the Chamber continued to establish itself, more people across Colorado began hearing about CNDCC and the work we hoped to accomplish.

Large employers began engaging with us and participating in our trainings. Awareness was growing. Relationships were forming. And the foundation laid during the Chamber's first two years was beginning to create new possibilities.

Then, in September 2024, CNDCC reached an important organizational milestone.

For the first time, the Chamber was able to hire a part-time Executive Director , giving the organization a dedicated staff person focused on growing the Chamber, strengthening membership, expanding relationships, and turning more of its vision into action.

For a young organization, this represented an important transition.

The Chamber had been built through the vision, dedication, and volunteer leadership of its founders and board. Now, it had reached a point where investing in dedicated staff leadership could help accelerate the work.

It was the beginning of CNDCC's next stage of growth.

2025: A New Era of Growth

By 2025, CNDCC was ready for its next chapter.

In May 2025, Executive Director Leslie Espinoza transitioned into the role full time. At that moment, the Chamber had 106 members. With dedicated full-time leadership in place, the organization began building the infrastructure necessary to expand its reach, strengthen membership, develop new programming, and bring the Chamber into more communities across Colorado.

But growth wasn't going to happen by accident.

The Board of Directors and Executive Director came together to look beyond the immediate needs of the organization and establish a five-year plan for the future of CNDCC.

That meant asking bigger questions.

What could this Chamber become?
How could we reach more neurodivergent professionals?
How could we create stronger connections to employment and economic opportunity?
How could we better engage employers?
How could we take what was being built in Denver and bring it into communities throughout Colorado?

And ultimately, how could we continue moving toward the enormous vision imagined from the beginning?

That planning helped create a roadmap for CNDCC's next phase.

Our regional chapter model began taking shape.

Our employer education expanded.

New events and opportunities for neurodivergent professionals were developed.

Our relationships with businesses, workforce organizations, community partners, and leaders across Colorado continued to grow.

And the Chamber began moving from an organization primarily serving one geographic community toward something much closer to what its founders had originally imagined: A movement capable of reaching people wherever they live and work.

2026: Taking Neuroinclusion Across Colorado

This year has been one of extraordinary growth. Today, the Colorado Neurodiversity Chamber has grown to 230 members, and we're still growing.

Our community now reaches across Colorado through regional chapters serving Denver Area, Boulder & Broomfield Counties, Northern Colorado, and Colorado Springs.

We have expanded opportunities for neurodivergent professionals and entrepreneurs to build relationships, develop professionally, find community, and navigate the workplace.

We've created spaces specifically designed around connection—including professional and career-focused programming, educational events, and opportunities that bring neurodivergent professionals directly into the broader business community.

And something else is beginning to happen. Employers are increasingly finding us.

Organizations are beginning to ask how they can do better. They are participating in our programs, engaging in conversations, and looking for practical ways to create workplaces where neurodivergent employees can succeed.

Through programs such as NeuroForward , we are helping organizations move beyond awareness and toward practical neuroinclusive workplace practices, from communication and leadership to employee retention, performance, accommodations, and belonging.

Building the Neurodiversity Ecosystem

Perhaps one of the most important ways our work has evolved over four years is our understanding that no single program, employer, nonprofit, workforce organization, or Chamber can create systemic change alone.

We have to build the ecosystem.

That means connecting the people looking for opportunities with the employers who can provide them.

It means connecting employers with education, resources, experts, and organizations that can help them become more neuroinclusive.

It means bringing workforce organizations, service providers, educators, government agencies, nonprofits, community advocates, entrepreneurs, and business leaders into the same conversation.

And it means supporting neurodivergent people throughout the journey, not only while they are searching for employment, but as professionals navigating the workplace, entrepreneurs building businesses, leaders advancing in their careers, and community members looking for a place where they belong.

CNDCC is working to become a connector within that ecosystem.

We don't have to provide every resource ourselves.

We can help make sure people know where those resources exist, help organizations find one another, identify gaps that still need to be filled, and create spaces where collaboration can happen.

Because neuroinclusion doesn't happen when one person or organization changes. It happens when an ecosystem changes together.

How the Vision Has Grown

Four years later, employment remains central to our mission, but our understanding of what meaningful workforce inclusion requires has continued to grow.

Because getting someone hired is only the beginning.

A job offer doesn't automatically create inclusion.

Today, our work extends across the employment journey, from helping neurodivergent job seekers access opportunities to supporting neurodivergent professionals already navigating the workplace and helping employers build environments where employees have the opportunity to succeed, grow, advance, and stay.

That evolution has shaped much of what CNDCC has become.

We work with employers because hiring neurodivergent talent matters.

We provide education and training because retaining that talent matters, too.

We create professional communities because belonging matters.

We connect neurodivergent entrepreneurs to the business community because entrepreneurship is also an important pathway to economic opportunity.

And we bring employers, professionals, workforce organizations, service providers, educators, government agencies, and community leaders together because lasting workforce change can't happen in isolation.

The original vision hasn't changed. It has expanded.

What began with a commitment to making sure neurodivergent talent was represented and had greater access to employment has grown into a broader movement to make sure neurodivergent people don't just get through the workplace door, they have the opportunity to thrive once they're inside.

More Than Membership

One of the greatest lessons of the past four years is that people are looking for more than a professional organization. They are looking for a place where they belong.

For some, CNDCC is where they find resources for navigating their career.

For others, it's where they find their next business connection.

For an employer, it may be where a manager learns a simple change that helps an employee succeed.

For an entrepreneur, it may be where someone finally sees the value of the way they think and work.

And for a young neurodivergent adult who has aged out of many of the systems that supported them growing up, it can be a reminder that support, community, and opportunity don't have to disappear at 18. There is still a place for them.

That is the community we are working to build.

It Has Taken a Community to Build This Chamber

None of this growth belongs to one person.

The Colorado Neurodiversity Chamber exists today because people have continued to believe that this work matters—and have been willing to give their time, talent, resources, voices, and support to help move it forward.

To our Board of Directors , thank you for your leadership, governance, ideas, and willingness to help guide an organization that is still writing its own roadmap.

To our committee chairs , committee members, and volunteers , thank you for giving your time and expertise to help turn ideas into action.

To our chapter leaders and ambassadors , thank you for carrying this mission into your own communities, welcoming new people into the Chamber, and helping us build relationships across Colorado.

To our members , thank you for believing in this organization, investing in this movement, showing up, participating, connecting with one another, and helping us demonstrate what a neuroinclusive business community can look like.

To our community advocates, partners, sponsors, employers, service providers, workforce professionals, and supporters , thank you for opening doors, sharing resources, investing in our work, and helping more people learn why neuroinclusion matters.

And to the neurodivergent professionals, entrepreneurs, job seekers, and community members who trust us enough to share your experiences, challenges, ideas, and hopes with us: You continue to shape where we go next.

This Chamber has grown because a community decided it was worth building.

Four Years Down. A Much Bigger Future Ahead.

It would be easy to look at everything that has happened since August 29, 2022, and focus on how much we've grown.

From 106 members in May 2025 to 230 members today.

Four regional chapters.

New programs.

New trainings.

New events.

New relationships.

A growing Legacy Fund.

A larger voice for neurodiversity within Colorado's business community.

But perhaps the most exciting part of our fourth anniversary isn't how far we've come. It's how much further we believe this can go.

There is still so much work ahead.

There are communities we haven't reached yet.

Employers we haven't met yet.

Professionals and entrepreneurs who haven't found us yet.

And ideas we haven't even imagined yet.

That's what makes turning four so exciting. We're not celebrating the completion of the vision. We're celebrating how much closer we've come to making it real.

Happy 4th birthday to the Colorado Neurodiversity Chamber of Commerce.

Colorado Neurodiversity Chamber of Commerce Welcomes Achieve ABA Therapy Group as a Visionary Partner

Tue, 11 Aug 2026 07:22:25 GMT

Visionary Partners play an important role in advancing CNDCC's mission by investing in a more neuroinclusive Colorado and supporting programs, education, workforce initiatives, and opportunities that strengthen our community.

"Visionary Partners help make our work possible. We're grateful to welcome Achieve ABA Therapy Group as they invest in our mission and join a growing network of organizations committed to creating more inclusive communities, workplaces, and opportunities for neurodivergent individuals across Colorado."
— Leslie Espinoza, Executive Director, Colorado Neurodiversity Chamber of Commerce

Achieve ABA Therapy Group is a Colorado-based provider of individualized Applied Behavior Analysis (ABA) therapy, serving children and families throughout the state through in-home, school-based, community-based, and telehealth services.

The organization is committed to expanding access to evidence-based services while working collaboratively with families, physicians, schools, therapists, case managers, and community organizations to support neurodivergent children and their families.

As part of their Visionary Partnership, Achieve ABA Therapy Group looks forward to connecting with fellow Chamber members, sharing resources, participating in community initiatives, and helping strengthen Colorado's network of organizations dedicated to advancing inclusion and opportunity.

“We chose to become a Visionary Partner because we believe the best outcomes for neurodivergent individuals and their families come through collaboration. The Colorado Neurodiversity Chamber of Commerce brings together organizations that share a commitment to inclusion, innovation, and meaningful support, and we’re honored to be part of that community. We look forward to building lasting relationships, sharing our expertise, supporting the Chamber’s mission, and working alongside fellow members to help strengthen Colorado’s neurodiversity community.”
— Yisroel Tabi, Founder & CEO, Achieve ABA Therapy Group

For CNDCC's Board of Directors, partnerships like these represent an opportunity to continue building a stronger and more connected neurodiversity ecosystem across Colorado.

"The strength of CNDCC has always come from bringing people and organizations together around a shared commitment to neuroinclusion. We are grateful for Achieve ABA Therapy Group's dedication to our mission and look forward to meaningful connections for our growing community."

— Dr. Amanda Kelly, Board Chair, Colorado Neurodiversity Chamber of Commerce

We are grateful for Achieve ABA Therapy Group's support and look forward to the collaboration ahead. We encourage our members to welcome their team to the CNDCC community and learn more about their work.

Members interested in connecting with Yisroel Tabi and the Achieve ABA Therapy Group team are encouraged to reach out directly or visit www.atgaba.com to learn more about the organization, its services, and opportunities to connect.

Get Organized Month — Neurodivergent Edition

Tue, 27 Jan 2026 21:08:00 GMT

Organization That Works With Your Brain

January is Get Organized Month , and as we close out the month, we wanted to pause and challenge a common misconception — especially within the neurodivergent community.

There’s a persistent belief that neurodivergent people are inherently disorganized or incapable of creating habits that help manage clutter. In reality, the issue is rarely about motivation or ability. It’s about whether systems are designed to work with someone’s brain instead of against it.

True organization is not about perfection or Pinterest worthy spaces. It’s about functionality, safety, and calm.

Many neurodivergent friendly organizing principles focus on ideas like:

Visual systems instead of hidden storage
Simple systems instead of complicated ones
Flexible approaches instead of rigid rules

Mess is not a moral failure.
Struggle is not laziness.

If a space feels calmer, safer, or easier — even a little — that is success.

We are proud to have CNDCC members who understand this deeply and provide organizing services that are practical, compassionate, and inclusive.

Member Spotlight: Beth Blacker – It’s Just Stuff

Beth Blacker , Chief of Chaos to Calm at It’s Just Stuff , leads with a powerful and affirming philosophy: organization should support how people actually live.

From Chaos to Calm, It’s Just Stuff specializes in expert home organizing services designed to elevate homes into meticulously arranged and cohesive spaces. Services include decluttering, room organization, maximizing storage solutions, and preparing for moves. Beth’s work goes far beyond aesthetics and focuses on creating systems that reduce overwhelm and bring peace of mind.

Diagnosed later in life with ADHD, Beth understands firsthand the myths and stereotypes often placed on neurodivergent individuals. Despite the misconception that neurodivergent people cannot be organized, Beth has always craved order and has built a business that proves organization is absolutely possible when systems are designed intentionally and compassionately.

Her message is simple and impactful:
Organization is not about perfection. It is about systems that work with your brain.

�� Learn more about It’s Just Stuff:
https://www.itsjuststuff.co

Member Spotlight: Erin Gaskins – Room Redefined

Room Redefined is led by owner and “redefiner in chief” Erin Gaskins , a changemaker and professional organizer who brings both heart and strategy to her work.

For 25 years, Erin served in the public education sector, impacting lives through service while also nurturing her passion for organization, styling, and design. What began as a side project eventually grew into Room Redefined , now a full scale professional organization and styling company serving the Colorado Front Range, from Fort Collins to Boulder to Castle Rock.

Erin’s work is rooted in the belief that how we function in our spaces directly affects how we show up at home, at work, and at school. Her approach goes beyond tidying and focuses on redefining spaces to better support daily life, transitions, and individual needs.

Through Room Redefined, Erin helps clients create environments that are functional, supportive, and aligned with how they actually live — not how they think they should live.

�� Learn more about Room Redefined:
https://www.roomredefined.com

Member Spotlight: House of Projects – Organizing Solutions

House of Projects LLC exists to help people discover peaceful balance in their spaces through thoughtful decluttering and intentional organization.

With a special focus on older adults, neurodivergent individuals, and people navigating life transitions, House of Projects brings a creative and truly “out of the box” approach to organizing. Their work recognizes that every person’s relationship with their space is unique, shaped by lived experience, accessibility needs, and change.

Rather than applying one size fits all solutions, House of Projects meets clients where they are, helping them create systems that reduce overwhelm and support independence, clarity, and peace of mind.

Their compassionate and flexible approach makes them a valuable resource for individuals and families looking for organization that feels sustainable and respectful.

�� Learn more about House of Projects – Organizing Solutions:
https://www.houseofprojectsllc.com

Supporting Neurodivergent Friendly Businesses

At the Colorado Neurodiversity Chamber of Commerce, we believe that inclusive services make a real difference in how people show up and perform every day. Organization plays a critical role in workplace productivity, focus, and well being, whether that workplace is a business office, a shared team environment, or a home office.

For businesses, thoughtful organization can support teams by improving workflows, reducing overwhelm, increasing efficiency, and creating environments where employees can focus and thrive. Many organizations need support organizing physical workspaces, shared systems, or team processes in ways that are practical and neurodivergent friendly.

At the same time, many professionals now work from home. Some are business owners, while others work remotely as part of a team. When home and work exist in the same space, organization becomes essential. A cluttered or chaotic environment can directly impact productivity, mental health, and job performance, especially for neurodivergent individuals.

Our members provide organizing solutions that support both businesses and individuals. Whether it is helping a company create more functional workspaces for their teams or supporting professionals in organizing their home offices, these services are designed to build systems that work with how people think, work, and live.

If organization has ever felt overwhelming or unattainable, know that there are professionals who truly understand and can help you create systems that support focus, productivity, and success.

FOR IMMEDIATE RELEASE: Colorado Neurodiversity Chamber of Commerce Named 2026 Davos Neurodiversity Summit Awardee

Sat, 24 Jan 2026 18:37:00 GMT

Recognized with the Neurodiversity Economic Inclusion Award for Advancing Inclusive Economic Opportunity

Colorado, USA — The Colorado Neurodiversity Chamber of Commerce (CNDCC) has been named a 2026 Awardee of the Davos Neurodiversity Summit (DNS) , receiving the Neurodiversity Economic Inclusion Award . This global recognition honors organizations that are advancing economic inclusion and creating environments where neurodivergent individuals and businesses can thrive.

The Davos Neurodiversity Summit is a global, cross-sector convening held alongside the World Economic Forum Annual Meeting in Davos , bringing together leaders across industries, generations, and neurotypes to reshape how workplaces, education systems, and societies are designed. DNS centers authentic neuroinclusion and empathic dialogue in spaces where global decisions are shaped year-round.

CNDCC was selected based on nominations from neurodivergent leaders and allies from around the world. The Chamber’s work stood out for its impact in advancing neuroinclusive economic practices, expanding access to opportunity, and supporting businesses and professionals in building inclusive and resilient communities.

“This recognition is incredibly meaningful,” said Leslie Espinoza, Executive Director of the Colorado Neurodiversity Chamber of Commerce . “To be nominated by neurodivergent leaders and allies across the globe affirms the importance of this work and the collective effort behind it. I am deeply grateful to our members, partners, board of directors, ambassadors, and community supporters who make this impact possible.”

The Chamber would like to extend special recognition to Don R. Smith, CNDCC Ambassador , whose leadership and dedication played a critical role in this achievement. Don served on the planning committee for the Davos Neurodiversity Summit and helped organize the event, contributing his time, expertise, and advocacy to ensure neuroinclusive voices were meaningfully represented. His commitment exemplifies the power of ambassador leadership and community-driven impact.

As a 2026 awardee, the Colorado Neurodiversity Chamber of Commerce will participate in a virtual celebration during Neurodiversity Celebration Week this March, joining fellow honorees from around the world in recognizing progress toward more inclusive economic systems.

Founded as the first neurodiversity chamber of commerce in the United States, CNDCC works to provide strategies and opportunities to optimize business growth by building authentically diverse and equity-based workplaces, while furthering opportunities for neurodivergent individuals to excel in the workforce, business, and leadership.

To view the full list of 2026 DNS Awardees, visit:
https://www.davosneurodiversitysummit.com/2026awardees

About the Colorado Neurodiversity Chamber of Commerce

The Colorado Neurodiversity Chamber of Commerce (CNDCC) is a nonprofit organization dedicated to advancing neuroinclusive economic opportunity. Through advocacy, education, and strategic partnerships, CNDCC supports businesses, professionals, and communities in creating inclusive workplaces and pathways for neurodivergent individuals to thrive.

About Don R. Smith

Don R. Smith serves as a CNDCC Ambassador, Neuroinclusion ERG lead, and Neurodiversity advocate on a state and international level. He recently participated in two panel discussions about “Investing in People” (2025) and “Empathetic Leadership” (2026) at the Davos Neurodiversity Summit. Don is a passionate and outspoken leader for Neuroinclusion in the workplace and corporate settings.

Ambassador of the Month: Nicole Bushhouse

Tue, 06 Jan 2026 08:09:00 GMT

Nicole Bushhouse is the Founder and CEO of Unruffled Travel, a travel design company rooted in her personal journey of late-identified neurodivergence and the desire to make the world more accessible for others like her. After spending more than two decades in corporate supply chain and logistics, Nicole developed a reputation for bringing structure to complexity, translating needs into solutions, and building systems that work for real people. When she began her own process of research, assessment, and self-discovery around neurodivergence, she recognized how many of the barriers she experienced, including sensory overload, decision fatigue, and environments not built for diverse brains, also showed up in the world of travel.

Unruffled Travel grew from that realization. Nicole now combines her professional expertise with a lifelong passion for exploration to support neurodivergent travelers who want to see the world without sacrificing comfort, safety, or authenticity. She works one-on-one with individuals and families to design sensory-considerate, confidence-building travel experiences that reflect each person’s unique cognitive, sensory, and logistical needs. Her process goes far beyond booking trips and includes careful vetting of accommodations, transportation, timing, transitions, communication preferences, and activity selection. Her focus is on removing friction and uncertainty while amplifying joy, autonomy, and a sense of ease.

Nicole is also committed to advocacy through action. She collaborates with tourism partners, destination management organizations, and hospitality teams to help them understand the needs of neurodivergent guests and to champion more inclusive industry standards. Her work is motivated by the belief that travel can be both accessible and empowering when designed with genuine intention and understanding.

At the heart of her mission is a simple truth: neurodivergent travelers deserve to feel seen, supported, and celebrated rather than simply accommodated. Through Unruffled Travel, Nicole is helping build that future one thoughtfully crafted journey at a time.

CTE Awareness Day: When Brain Injury Becomes Neurodivergence

Tue, 06 Jan 2026 07:55:00 GMT

Author: Katherine Robert, PhD

While many people are born with neurological differences like autism, dyslexia, or ADHD, it is important to remember that neurodivergence can also occur through accidents and injuries.

January 30th is Chronic Traumatic Encephalopathy (CTE) Awareness Day , which highlights the long-term effects of repeated traumatic brain injuries, mostly among athletes and those in the military who have repeated hits to the head. Relatedly, PCS, or Post-Concussion Syndrome , describes people who are slow to recover from a concussion from vehicle collisions, falls, work-related incidents, or physical assaults. Both conditions can result in cognitive, mood, behavioral, sleep, and physical problems.

A concussion can result in memory, attention, and focus issues that can impact work and attendance among employees and students. There are also a variety of mood and behavioral challenges including irritability, depression, anxiety, and just not feeling right after a concussion. Many people with concussions also struggle with physical impairments like dizziness, pain, and sensitivity to light and noise. How one is impacted depends on the severity of the injury, medical history, and how the injury is managed. But symptoms can persist for months and even years and affect quality of life. While those with PCS eventually recover, those with CTE do not.

It is crucial not to doubt those with invisible brain injuries but instead validate and support people as they recover. Work-related brain injuries are difficult to manage as everyone is unique and will recover in their own way and time, which from a worker’s compensation and accommodation perspective can create difficulties for both the employee and the employer. Military personnel and veterans are also at risk for CTE and PCS from training, combat, and the extreme physicality of their work. PCS is common among service members and can lead to long-term effects and a difficult transition back to civilian life. Neurodiversity and disability awareness and accommodation can help those with brain injuries and allow veterans and others to remain employed despite their unique challenges.

To learn more about CTE and PCS, please visit: https://concussionandcte.org/

Understanding Your Rights: How Neurodivergent Professionals Can Request Workplace Accommodations in Colorado

Sat, 29 Nov 2025 08:58:00 GMT

As a neurodivergent professional or job seeker, you deserve a work environment where you can thrive—not just survive. For many Coloradans, that means asking for accommodations that make work more accessible, manageable, and aligned with how your brain is wired.

The challenge is knowing when to ask, how to ask, and what you’re actually entitled to under the ADA and Colorado law. This guide breaks it down in a way that’s simple, supportive, and empowering.

When Should You Request an Accommodation?

You can request an accommodation at any time —during the application process, after you’re hired, or years into a job.

A good rule of thumb:
Request support when you notice something at work is becoming a barrier because of your disability.

This could include challenges with:

meeting a certain schedule
sensory demands
communication expectations
executive functioning
accessing a workspace
completing hiring tasks (like online applications or tests)

While you don’t have to ask early, it’s usually better to request an accommodation before performance problems show up. Employers don’t have to reverse past discipline if they didn’t know you needed support.

How to Ask for an Accommodation

You do not have to use legal language, cite the ADA, or say “reasonable accommodation.”

You only need to communicate two things:

You need a change or adjustment at work
That need is related to a medical condition or disability

Simple, plain-language requests count. For example:

“I’m having trouble meeting my start time because of a medical condition.”
“I need time off for treatment related to my disability.”
“My wheelchair doesn’t fit under this desk.”

The key is connecting the request to a disability—otherwise the employer may not recognize it as an accommodation request.

You can make the request verbally, through email, in a meeting, or whatever communication method works for you. Some people choose to put it in writing so there’s a clear record.

Do You Have to Say You’re Neurodivergent or Share a Diagnosis?

Legally, no.
But practically, you must reveal enough information for your employer to understand:

you have a disability covered under the ADA
it’s causing a workplace barrier
the accommodation you’re requesting will help

You can describe your needs without giving a specific diagnosis. For example:
“I have a neurological condition that impacts my executive functioning.”
or
“I have a disability that affects sensory processing.”

If your disability or the need for the accommodation isn’t obvious, the employer may ask for medical documentation. If you refuse to provide it, they can legally deny the request.

Colorado follows the same ADA guidelines here.

What Accommodations Can You Request?

You can request any accommodation considered “reasonable.” That includes changes that help you:

apply for a job
perform your job
access workplace benefits

Examples:

flexible or modified schedules
job restructuring
noise-canceling equipment or quiet workspaces
assistive technology
changes in communication methods
training or onboarding modifications
work-from-home or hybrid arrangements
time off for medical or mental health appointments
relocating a workspace
policy exceptions
reassignment to a vacant position

What employers aren’t required to do:

remove essential job duties
lower performance expectations
provide personal medical devices (wheelchairs, glasses, hearing aids)

They can choose to offer these things if they want, but it’s not legally required.

What If Your Employer Says No?

Start by asking why the request was denied. The reason matters.

For example:

If they think they don’t have enough medical info, you can provide more.
If the accommodation would cause “undue hardship,” you can suggest alternatives.

If the denial doesn’t seem valid or they refuse to tell you why, you have options:

speak to someone higher up
contact HR
speak with a union representative (if applicable)
file a complaint with the EEOC
file a complaint with the Colorado Civil Rights Division

You're allowed to advocate for yourself, and you are legally protected from retaliation for doing so.

How Long Should an Employer Take to Respond?

The ADA doesn’t give a strict timeline, but employers must respond as quickly as possible .
Unnecessary delays count as a denial.

Example of a violation :
You ask for accessible parking and two months pass with no action.

Example of a valid delay :
Adaptive equipment is ordered but takes months to ship. As long as the employer acted promptly, it's not a violation.

During delays, both you and the employer should explore temporary solutions.

What If I Need Another Accommodation Later?

You can request additional or different accommodations at any time.
Your needs may change. Your job may change. Your environment may change.

Employers must treat each request individually and can’t deny you simply because you already received one accommodation in the past.

What If My Employer Retaliates?

It is illegal for an employer to retaliate against you for:

requesting an accommodation
participating in a discrimination complaint
advocating for your rights

If you experience retaliation, report it to someone higher in the organization or contact the EEOC or Colorado Civil Rights Division right away.

You Deserve Support at Work

Requesting accommodations shouldn’t feel intimidating, but for many neurodivergent professionals in Colorado, it does.

Remember:
You don’t have to navigate this alone.
You don’t have to disclose more than you’re comfortable with.
And you absolutely have the right to ask for what you need to succeed at work.

Should I Disclose My Neurodivergence at Work? Guidance for Colorado Job Seekers and Working Professionals

Sat, 29 Nov 2025 08:31:00 GMT

One of the most common questions we hear from neurodivergent professionals in Colorado is, “Should I disclose my diagnosis at work?”
We wish we could confidently say “yes, go for it” every time. But the truth is that we’re not quite at that place yet — not as a state, and not nationally. That’s why at the Colorado Neurodiversity Chamber of Commerce we’re working every day with employers to build neuroinclusive workplaces where disclosure feels safer, supported, and genuinely respected.

Until we get there, here’s what you should know.

You Are Not Required to Disclose a Disability When Applying for a Job

Under the Americans with Disabilities Act (ADA) and Colorado’s own anti-discrimination laws, employers cannot require you to disclose a disability during the application or interview process. You get to decide if and when to share that information.

The only time disclosure might be needed early on is if you require an accommodation to complete an online application, participate in an interview, or take a skills test. In that case, you can disclose just enough information to get the accommodation — nothing more.

You Can Request an Accommodation at Any Time

Colorado follows the same ADA guidelines as the rest of the country. This means:

You can ask for a reasonable accommodation at any point — before you’re hired, after you start, or years down the line. You also don’t have to disclose everything upfront when you accept a job. Many people don’t fully understand the barriers they’ll face until they’re actually doing the work.

The key is to request support before performance issues escalate. It makes the process smoother and clearer for everyone involved.

Do You Have to Share a Diagnosis? Usually, No

Many neurodivergent people are uncomfortable sharing a formal diagnosis at work, often because of stigma or past negative experiences.

While employers are allowed to ask for enough information to confirm that you qualify for an accommodation, you often do not need to provide your specific diagnosis. You can describe the functional impact instead, such as:

“I have a neurological condition that affects executive functioning.”
or
“I have a disability that impacts sensory processing.”

Colorado law does not require employees to reveal more than what is necessary for an employer to verify the need for accommodations. You can always ask your provider to write documentation using broader, non-diagnostic language if that feels safer.

If You Disclose After a Performance Issue, the Employer Still Must Engage

Disclosure doesn’t erase past evaluations or discipline, but it does require the employer to begin the interactive accommodation process . In Colorado, as in all ADA-covered states, employers must explore what accommodations can help you succeed going forward.

This is why timing matters. Asking for accommodations earlier—before stress or burnout hits—can make the overall experience more positive.

Why This Matters So Much in Colorado Right Now

Colorado is working hard to improve employment outcomes for people with disabilities, but we still face gaps in:

employer training
understanding of neurodiversity
consistent implementation of workplace accommodations
psychological safety and inclusive culture

That’s exactly why the Colorado Neurodiversity Chamber of Commerce exists. We’re actively educating employers, offering training, and pushing for workplaces where neurodivergent professionals feel comfortable, respected, and empowered to disclose — when it feels right for them.

Until then, remember: Disclosure is your choice.
You deserve a workplace where you can thrive, with or without sharing your diagnosis.

If you ever need support, guidance, or a place to ask questions without judgment, we’re here for you.

Leslie Espinoza, Executive Director

A Message of Support for Our Neurodiverse Community

Tue, 23 Sep 2025 04:27:00 GMT

Dear Members,

As your Executive Director, I want to directly address the recent national conversation around autism.

Our role as a Chamber is to advocate for our members, businesses, and the broader neurodiverse community with clarity and care. Understanding the Autism Spectrum is a deeply personal and an important subject for many of our members. It is important that we acknowledge the questions being raised while also standing firmly on what we know and what matters most. In doing this, we can continue to stand together and unite for our shared cause.

Several of our members have reached out to us with concerns, questions, and even fears about what national statements mean for autistic individuals, families, and businesses. Because of this, I felt it was important to speak directly to you and to make a clear statement on behalf of our Chamber community.

Here’s what we know:

1 in 31 children in the U.S. is now diagnosed with autism (CDC, 2023). Diagnoses have increased in recent decades, underscoring the importance of preparing workplaces and communities to support and include autistic individuals.
Research shows that a large majority of autistic college graduates are unemployed or underemployed , despite having valuable skills that businesses need.
Companies that embrace neurodiverse teams are shown to be 30% more productive (Harvard Business Review/Deloitte).

From a business perspective, these facts are not just statistics; they are a call to action. Autistic professionals, entrepreneurs, and jobseekers are an essential part of our workforce and economy. Businesses thrive when they recognize and embrace the strengths of neurodivergent talent. Families thrive when communities provide resources and opportunities for growth.

That is where our responsibility lies:

To support neurodivergent professionals in their careers and businesses.
To help employers create inclusive workplaces that draw on the strengths of neurodiverse teams.
To ensure resources and supports are available so individuals and families can thrive.
To stand with neurodivergent individuals and affirm the dignity, strengths, and value of autistic people.

Autism is one of the many neurodiverse presentations that we believe businesses should strive to understand, support, and respect. The work of building inclusive businesses and communities does not stop, even amid challenging conversations.

Thank you for standing with us, and for continuing to be part of a movement that is changing what business leadership looks like in Colorado and beyond.

With determination and care,

Leslie Espinoza

Executive Director

Colorado Neurodiversity Chamber of Commerce

Welcome August New Members

Fri, 05 Sep 2025 01:36:00 GMT

We’re excited to welcome our newest members into the Chamber community. Together, we’re building a network where collaboration, inclusion, and impact thrive.

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We offer Executive Functioning Coaching for individuals ages 13 and older. Our clients often face learning differences or mental health challenges, and we provide one-on-one support in areas like emotional regulation, task initiation, focus, time management, organization, and working memory. Coaching helps build confidence and self-esteem while creating structure for daily life, school, career goals, healthy habits, and coping strategies. Learn more

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