The Greater Arvada Chamber of Commerce recently hosted the Deep Dive Series: Unlocking Potential in Overlooked Talent Pools, a three-part event aimed at exploring innovative hiring practices to engage underutilized talent sources. Held from March 11 to March 13, 2025 at the Business Resource Center, the series provided valuable insights for businesses seeking to address talent shortages and foster more inclusive workplaces.
The first session, Neurodiversity in the Workplace, was led by Tiffany Feingold from the Colorado Neurodiversity Chamber of Commerce. She highlighted the significance of neurodiversity in hiring practices, emphasizing how traditional hiring processes may unintentionally exclude neurodivergent individuals. The discussion explored how businesses can better recognize and leverage neurodivergent strengths by implementing inclusive hiring strategies and workplace accommodations. Neurodivergence is common, with 20% of the population identifying as neurodivergent, yet it remains underrepresented in DEI efforts. To foster inclusion, workplaces should adopt strength-based perspectives, universal design, and flexible accommodations that empower neurodivergent employees to succeed. Visit Understood.org for helpful resources.
The second session, The Power of Second Chance Hiring, featured Harris Rollinger, Senior Program Manager for Hidden Talent at KeHE Distributors. He detailed the strong business case for hiring individuals with criminal records, showcasing the benefits of fair chance hiring, such as improved employee retention and workplace loyalty. Attendees also learned about tax incentives available for businesses engaging in fair chance hiring, as well as the broader societal impact of providing meaningful employment opportunities to justice-involved individuals. With nearly one-third of Americans having a criminal record, fair chance hiring is essential in creating equitable job opportunities. Companies should adopt intentional hiring plans, assess candidates fairly, and utilize resources like HonestJobs to expand their talent pool and build a more inclusive workforce.
The series concluded with a panel discussion on Inclusive Hiring Practices, featuring representatives from CrossPurpose, Apex Park & Recreation District, Mirror Image Arts. and Jack’s & Steamers. Panelists shared firsthand experiences implementing inclusive hiring strategies, discussing both the challenges and successes of embracing a more diverse workforce. Real-world examples demonstrated that workplace adaptations—such as structured onboarding, alternative communication methods, sensory-friendly spaces, and transparent policies—significantly contribute to the success of neurodivergent employees and fair chance hires. These organizations are leading the way by providing buddy systems, training programs, and tailored accommodations, proving that inclusive hiring benefits both businesses and employees.
One of the most compelling takeaways from the series was the undeniable business case for inclusive hiring. Hiring neurodivergent individuals and those with criminal records leads to lower turnover, higher performance, and financial benefits such as the Work Opportunity Tax Credit (WOTC). By embracing inclusive hiring strategies, companies not only fill workforce gaps but also foster stronger, more loyal teams.
This series was particularly valuable for HR professionals, business leaders, and anyone interested in creating more diverse and inclusive hiring practices. Attendees walked away with actionable strategies to tap into overlooked talent sources, address workforce shortages, and positively impact their communities. For more information on similar events and initiatives, visit the Greater Arvada Chamber of Commerce’s Business Resource Center and Inclusion page.
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