by Bernard Grant, PhD | Jun 29, 2021 | Blog
Some employers are looking to hire a certain number of neurodivergents, often autistic neurodivergents, but an employer will disservice themselves and their employees if they hire someone simply because they feel the need to hire someone of a particular neurotype,...
by Bernard Grant, PhD | Jun 22, 2021 | Blog
Although divergent thinkers enter the workforce with an array of natural advantages, neurodivergence is, for many, a hidden disability, as society is built for neurotypical minds, rather than neurodivergent ones. According to the social model of disability, followed...
by Bernard Grant, PhD | Jun 15, 2021 | Blog
Job interviews are stressful for many people, but these processes are especially exclusive to neurodivergent job candidates, as they are designed for neurotypicals, who perform socially. My lack of facial expression, often called “flat affect”, especially by members...
by Bernard Grant, PhD | Jun 8, 2021 | Blog
Job ads commonly serve as the initial impression of an employer, giving job seekers a sense of the employer’s inclusion efforts, allowing applicants to determine whether or not they’re qualified and perhaps how they might fit in the company. Job ads are also a common...
by Bernard Grant, PhD | Jun 1, 2021 | Blog
A major barrier to sustaining employment for autists is communication. “I work best when” includes asking employees their preferred communication styles. For autistic employees, this commonly means written communication, which allows autists to avoid confusing social...
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