Could wearable tech save the U.S. labor market?

As the Great Resignation continues, “essential worker” positions such as stock clerks, grocery store baggers and shipping clerks are getting harder to fill. In August 2021 alone, 6.8% of food service workers and 4.7% of retail workers quit. This offers a unique opportunity to shrink the neurodiversity employment gap.

We see that as many as 81% of people with autism don’t have a paid job in their community, but with the right support, many of these individuals could step into roles like these essential worker jobs.

To be sure, efforts are unfolding to expand the neurodiverse workforce, especially in the tech sector. In recent years, a spate of media articles has rightly touted the achievements of neurodiverse people in realms such as coding and data analysis.

And the broader labor market is catching up too.

Under the Americans With Disabilities Act (ADA), employers are required to make “reasonable accommodations” for the neurodiverse. Depending on the type and degree of neurodiversity in question, these may include dimming lights, reducing background noise, or permitting the presence of professional “job coaches”. These coaches work one-on-one with neurodiverse employees to tackle any roadblocks as they arise. Unfortunately, this arrangement is far from perfect.

Read more: This father is breaking down business barriers for his autistic son

“One unintended consequence of job coaching arises when a neurodiverse employee needs instructions repeated frequently as they learn. This can limit employee independence, and contribute to job-coach burnout,” says Michelle Hecht, a board-certified behavior analyst with more than 20 years of experience working with neurodiverse people and assigned care workers.

At George Mason University, we’re developing a wearable tech solution that would reduce dependence on job coaches and smooth the employment transition for many neurodiverse people. The work is still early-stage, but it builds upon previously successful scientific efforts. A few years ago, one of us (Vivian) had a hand in creating WELI, a smartwatch application designed to assist students in Mason LIFE, a four-year program for neurodiverse young adults combining postsecondary coursework and employment opportunities in a supportive environment. In WELI’s first iteration, teaching assistants used the app to send notifications to students reminding them to focus, modulate the volume of their voice, raise their hand to ask a question, etc. Post-study questionnaires revealed that both the students and teaching assistants were pleased with the app and its impact on classroom engagement and performance.

WELI has since been updated to take full advantage of wearable technology. For instance, we have integrated automated queries about how users are feeling. If they indicate a need for help, WELI can suggest various predefined or customized interventions such as taking a deep breath, drinking water or going for a walk. The wearable device’s built-in heart-rate sensor can then measure the success of the intervention (if it worked, the user’s pulse should have slowed from elevated to normal range for situations that cause stress or anxiety).

Read more: Tap into talent: Ending the underrepresentation of neurodiversity in the workplace 

Employees on the clock, however, cannot always drop everything and perform an activity to calm themselves. For that reason, we are currently adapting WELI specifically for the workplace. In the process, we’ve scoured social media to gather and analyze accounts from neurodiverse people about their challenges at work. Obviously, there is no one-size-fits-all solution. For workers with ADHD, issues with short-term memory, time blindness, and maintaining motivation are key. Those on the autism spectrum reported mainly struggling with interpersonal interactions; many described going out of their way to avoid talking with co-workers and customers. These two groups were also motivated by different things. The ADHD contingent preferred frequent praise for tasks well done; people on the spectrum generally craved the comforts of a stable routine. So, the challenge for us as scientists is to create various “verticals” within our wearable app while maximising accessibility.

Our research suggests a possible future where wearable technology improves life and work for all. Rather than replacing job coaches, the tech would give them more tools to do their job better. For example, coaches could analyze biometric data alongside employees’ self-reported information to form more sophisticated conclusions and recommendations.

With a tech-assisted neurodiverse workforce at the ready, the Great Resignation could take its course, supermarket shelves could be as full as the supply chain allows, and the general quality of employment across the labor market could improve. It’s too early to say for sure, but we see the potential for a real breakthrough.