How NGT Builds Inclusive Teams that Embrace Neurodivergence
Autism isn’t one-size-fits-all. For Autism Acceptance Month, MAC Midwest is celebrating the full spectrum — including individuals who may never need therapy services but still benefit from a world that embraces the way they think, work, and communicate.
One company doing just that is Next Generation Technologies (NGT) — MAC’s trusted IT partner and a leader in inclusive hiring. Their approach isn’t about charity or corporate checkboxes. It’s about building better teams by recognizing that people who identify as neurodivergent have talents that shine when they’re supported to do what they do best.
“We’ve never hired someone because they were autistic,” says Brian Blodgett, NGT’s founder and a member of MAC’s Board of Directors. “We hire people because they’re good at what they do. Neurodivergence just means they might get there a different way — and that’s something we embrace.”
Focus on Strengths, Not Sameness
At NGT, hiring is about getting the right person in the right seat — not expecting every team member to look or act the same.
Brian shared stories of employees — some diagnosed, some not — who are on the spectrum and thrive in highly specialized technical work like system documentation, security, and configuration. These employees may find traditional client-facing communication challenging, but instead of forcing them to fit a mold, NGT pairs them with teammates whose communication strengths complement their technical expertise. The team works together, supporting one another’s strengths and covering for each other’s weaknesses.
“One of our five core values is Team,” Brian says. “We are better when we are a team — and that means honoring how different people contribute.”
Hiring with Empathy and Flexibility
NGT’s hiring process isn’t designed specifically for neurodivergent applicants — and that’s what makes it so effective. The team focuses on core skills and values, rather than social presentation or communication style. If a candidate is highly technical but communicates differently, they note that and adapt accordingly.
Tara Murray, who supports hiring at NGT, brings personal insight to the process. Her brother was diagnosed with Asperger syndrome, a term once used to describe a neurodevelopmental condition marked by challenges with social interaction and communication, and narrow, repetitive interests. While it is no longer used as a clinical diagnosis — it has since been merged into the broader category of autism spectrum disorder (ASD) — that lived experience continues to shape her approach.
“Growing up, I saw how capable my brother was, and how often people misunderstood him,” Tara says. “That’s helped me recognize potential in candidates who might not shine in a traditional interview but have everything it takes to succeed.”
Building Belonging, Not Just Filling Roles
Beyond hiring, NGT builds a culture where people can be themselves. They use a strengths-based profile system called TEAMS — Togetherness, Enterprise, Analytical, Motivator — to help employees understand how they work best and how to collaborate effectively.
They also promote what Brian calls “healthy tension,” where differing opinions, communication styles, and ways of thinking aren’t just accepted — they’re encouraged.
“Some people are very direct. Others are more analytical,” Brian explains. “What matters is that we understand each other and work together in a way that builds trust.”
Even in a mostly remote environment, the team stays connected through thoughtful culture-building — including a “Water Cooler” channel where employees share interests like Star Wars, gaming, or their latest tech discoveries. It’s a space where neurodivergent employees — and everyone else — can show up fully and feel included.
Long-Term Loyalty and Better Business
The results speak for themselves. NGT’s staff are loyal, high-performing, and trusted by clients like MAC Midwest to handle complex IT challenges with clarity, kindness, and speed.
Their long-term retention, especially in technical roles, is a testament to the success of their people-first approach.
“People want to feel like they are contributing,” Brian says. “That doesn’t change just because someone is neurodivergent. The goal is to give people work that aligns with their strengths and values. When you do that, they stick around — and they do incredible things.”
Advice for Other Employers
When asked what advice he’d give to other organizations, Brian doesn’t hesitate:
- Hire for values, train for skills
- Don’t expect every person to show up the same way
- Communicate clearly, assume positive intent
- Be flexible — not just in the job, but in how you define success
- And remember: mental health is health
“Some of the most capable people I’ve ever worked with are neurodivergent,” Brian says. “But if you only hire based on traditional expectations — social ease, communication style, eye contact — you’re going to miss out on a lot of great talent.”
Final Word
At MAC Midwest, we serve individuals across the autism spectrum — from those with significant daily support needs to those building meaningful careers in competitive industries. The truth is inclusion doesn’t look just one way.
Companies like NGT show us what’s possible when we lead with empathy, design with flexibility, and believe that everyone deserves a chance to contribute. When we focus on what people bring to the table — not what boxes they check — we build stronger teams, and a stronger world.
