Blogs & Insights
How to Nurture the Gifts and the Creative Power of Neurodivergent Talent
Balancing the pressing demands of managerial tasks while ensuring every team member feels seen and supported is no small feat. If you are a manager working with unusual talents, these suggestions could help expand your leadership repertoire and enable your organization go beyond the ordinary.
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!
Internal Competition: A Costly Confusion that Harms Neuroinclusion
One of the barriers to neuroinclusion and overall well-being at work is toxic, cutthroat organizational environments. Yet, despite research evidence that positive cultures are more productive than cutthroat ones, many organizations continue to create systems that pit employees against each other. Why is this?
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.
But it’s for Your Benefit: Benevolent Ableism in the Workplace and Its Impact on Autistic Individuals
While diversity initiatives in organizations may signal a commitment to creating inclusive workplaces, disability and neurodiversity are rarely considered in these initiatives, and the underlying problem of benevolent ableism often goes unnoticed.
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?
10 Ways to Make Company Meetings More Accessible for Your Autistic Employees
No matter your neurotype, meetings can be a hassle, but your autistic employees may find them downright distressing due to the way they’re currently structured. The good news is, you can make your meetings more accessible – here is a list of 10 tips.