When it comes to workplace bullying, be aware of it in all its forms (even the hidden ones), take it seriously, and defend your vulnerable employees against it. It’s not just about protecting your interests, it’s about elevating your leadership and creating a working environment where everyone feels safe, included, and valued–no matter how their brain is designed.
All posts by Jaime A. Heidel
Explanations Are Not Excuses to Your Autistic Employees
When it comes to your autistic employees, explanations are not excuses. They are a response to a literal interpretation of words combined with a desire to be respectful and considerate.
How to Make Interviews More Accessible for Autistic Candidates
When you employ different thinking, you’re not just filling a quota, you’re taking the first step to fortifying your business for the long haul through innovative thinking, increased productivity, and out-of-the-box problem-solving skills that are the hallmark of the autistic mind.
Why Your Autistic Employee Doesn’t Appear to Be a Self-Starter
Do you have verbiage in your job descriptions such as, “Must be a self-starter”? Do you expect all of your employees to ‘just know’ what to do with little to no instruction? If so, you may be unintentionally excluding autistic candidates.
Why It’s Important to Regularly Follow Up With Your Neurodivergent Employees
Prevent miscommunication with regular follow-ups… One of the best “side effects” of providing accessibility for your neurodivergent employees is that what you do to improve their ability to bring their best work to the table also makes it easier for all of your employees to bring their best work and, as a result, elevates your company to the top of its game!
How to Be a Good Ally to Your Neurodivergent Employees and Co-Workers
If you’re currently working with (or plan to work with) autistic and other neurodivergent people, it’s important to know how to be a good ally. Here are some tips to help you do just that.
Are Your Job Descriptions Discouraging Qualified Autistic Candidates?
More corporations are realizing the benefit of the passionate, innovative, and out-of-the-box thinking style that comes with the autistic mind, and they’re ready to employ different thinking.
12 Ways to Build Rapport With Your Autistic Employees
Being aware that autistic people think and communicate differently and accommodating those differences are helpful first steps, but to build genuine rapport, where neurotypical and autistic employees have a good understanding of each other’s feelings, ideas, and communication style, actions are important, and consistency is key. Here is a brief rundown of the most common ways you can build rapport with your autistic employees.
Why Pre-Employment Personality Tests Exclude Autistic Candidates
These days, more employers are using pre-employment personality tests to screen potential hires, and that can be an added hardship for autistic candidates. If your company is using them, ask yourself why. Does the position really require it, or are you just hesitant about working with different brain types?