CHARLOTTE, N.C. — Charlotte-based Wells Fargo is setting the standard nationwide when it comes to hiring neurodivergent individuals—people whose brains work differently than the neurotypical majority. Through its groundbreaking Wells Fargo Neurodiversity Program, launched in 2020, the company is leading the charge in creating inclusive workplaces that celebrate cognitive differences.
The program has been a resounding success, not only providing opportunities for neurodivergent individuals but also giving Wells Fargo access to highly-skilled talent that may have been overlooked by traditional hiring practices.
According to the National Institute of Health, neurodiversity is most commonly understood in the context of neurodivergent conditions such as attention deficit hyperactivity disorder (ADHD) and autism spectrum disorder (ASD). These conditions, often misunderstood, come with unique strengths that companies like Wells Fargo are eager to tap into.
Wells Fargo has already hired hundreds of neurodivergent applicants who might otherwise have struggled to find employment. Leaders at the bank emphasize that the program isn’t about charity—it’s a mutually beneficial initiative that allows the company to harness the untapped potential of a remarkable talent pool.
“This is a win-win because it’s able to tap into a fantastic talent pool,” a Wells Fargo spokesperson shared, highlighting the program’s impact.
For employees like Alex Lieberman, the program has been life-changing.
“When I came here, I was 27,” Wells Fargo employee Alex Lieberman said. “I had a master’s degree, and I had never held down a full-time job for more than a month.”
Before joining Wells Fargo, Lieberman, who is autistic and has ADHD, was living with his parents, unsure of his future. That all changed when he became a tech consultant through the Neurodiversity Program.
“It feels good to have a future,” Lieberman shared. “After a while, I didn’t see myself doing anything … this gave me a chance to build something for myself, build a way forward to help others build their futures too, a privilege I never thought I’d get.”
Stories like Lieberman’s are what drive the success of the program. Under the leadership of Stephen DeStefani, the initiative has placed nearly 300 neurodivergent employees into roles spanning tech, data analytics, finance, and more.
“It’s really a talent play,” DeStefani said. “It’s not philanthropy; it’s not charity; it is gaining access to an incredibly deep, richly diverse highly-skilled talent pool. We see the return on investment … shouldn’t need a business case to do the right thing, but there is a business case. We are closing skills gaps and employee satisfaction for those that are part of the program is through the roof.”
One of the program’s unique features is its inclusive interview process, designed to remove barriers that often trip up neurodivergent candidates. Rather than forcing applicants into traditional interview molds, Wells Fargo allows them to showcase their true skills and personalities.
For Vivian Nguyen, a software engineer on the autism spectrum, this approach made all the difference.
“Things like that have happened in my life whether in the interview process or at work,” Nguyen said. “They never liked me as a person.”
Nguyen recalled past interviews where her differences in communication style were misinterpreted. ” [I] wasn’t like them and didn’t follow what we call social protocols and scripts.”
But at Wells Fargo, Nguyen found a supportive and accepting environment where she could thrive.
“We’re here to do work and make things better and I’m empowered to do all those things without letting social protocols get in the way.”
Lieberman echoed Nguyen’s sentiments about the inclusive culture at Wells Fargo.
“We are all people,” Lieberman added. “We think differently than most but we don’t have any more or less value than anyone else, and in a program that acknowledges that we have a chance to contribute in ways that people generally don’t think that we can.”
Beyond transforming lives internally, Wells Fargo is looking outward, sharing its best practices with other corporations. The goal? To encourage more companies to embrace neurodiversity and realize the immense value that comes with hiring highly-skilled talent from all backgrounds.
In a world where many neurodivergent individuals struggle to find employment that aligns with their skills, Wells Fargo’s commitment is a shining example of what’s possible when companies choose inclusion—not as a box to check, but as a core business strategy.
As DeStefani put it, “We’re not just helping people find jobs; we’re unlocking potential that was always there. It’s good for business, good for people, and ultimately, good for society.”
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