Earlier this year when attending the Autism@Work Summit in Melbourne I heard from a panel of employers who have commenced autism hiring programs. It’s fantastic to see so many businesses open their doors to talent they may have not explored before and start learning to be much more inclusive as a result.
A question raised from the audience around how smaller organisations can replicate what these typically very large corporates are doing. It was a great question and one that I’d also like to share some thoughts on.
According to a research paper on the economic contribution by the small…
When it comes to inclusion and supporting greater workplace diversity, many of us understand the rationale, the value proposition. The 2018 report released by Deloitte on the diversity and inclusion revolution is a heavily cited view of just how valuable real diversity can be for business.
Though it’s not easy.
You know that. Your daily experience of trying to find ways to lift diversity and support greater inclusion of the more diverse employees that come into the organisation is one of wins, fails and plenty of head-scratching.
How do you create inclusive environments, processes and practices when everyone is so…
Inclusion as a concept is not new and has certainly been around for quite some time. In contrast though, whilst the concept of Neurodiversity is not new, it’s place on the corporate Diversity and Inclusion or talent strategy agenda is.
The value of a diverse workforce has been the subject of research and analysis. Unsurprisingly, greater diversity of thought and perspective leads to be better business outcomes. The avoidance of groupthink resulting from hiring people like ‘us’ also leads to improved employee engagement and retention.
In all honesty, I don’t think that inclusion is complex, in fact, it is often…
Over recent years, the process of recruitment has been heavily influenced by the same pressures that all business processes have experienced. The constant need for ever greater productivity and efficiency. A focus on common metrics such as Time to Hire and Cost to Fill and the ever-present debate between insourcing and outsourcing recruitment requires more rapid judgements when making hiring decisions.
When making filtering decisions, weeding out candidates who’ll not be a good fit, how often do you make judgements based on experience or broad assumptions such as the candidate’s degree choice?
Trust me, this is completely related and hopefully…
Have you ever had an employee that didn’t seem to work well with their team members? Have you come across those project teams that seemed to be dysfunctional and worked against themselves more than for themselves?
All too often you’ll have lost employees, they’ve just left or worse still perhaps is they have remained and ‘underperformed’ or being problematic. Imagine if you didn’t need to face the constant threat of attrition, poor performance or interpersonal conflict within teams.
Imagine how much more productive, effective and engaged your staff would be if they understood each other, the organisation and had a…
Are you creating the best candidate experience for all job applicants?
Whilst there is a strong consensus for the rationale for providing a positive candidate experience, it’s not always clear on how to do that for all potential applicants.
I completely understand that you may not be confident how to treat and manage autistic or dyslexic candidates for example. You may find it confusing how to address their ‘differences’ and be worried about making mistakes.
Then there is the range of things you may be doing right, though just not in quite the right way for these particular candidates.
A client that I’m working with at the moment (an employee) has been challenged with getting focused and being productive.
They’re the sort of person that takes lots of notes, has plenty of ideas and is generally pretty clear on what they need to do. Except they still struggle to get through their work and to cover all their bases.
To help overcome the overwhelm of multiple tasks, due dates and expectations we’ve adopted a simple tried and tested approach.
I certainly can’t claim any credit for this concept (if only!), …
In this article, I’m going to talk about the value of undertaking training on neurodiversity and how your organisation could benefit from it.
I’ll show you how what might seem like quite specific training could actually help you in a number of different ways that you’ve probably not previously considered. Primarily how you can better support the mental health of your staff and improve employee engagement.
With the pressures of timelines and multiple priorities, combined with what can often be disjointed and unclear communication, stress levels are ever-increasing in the majority of workplaces. …
How often have you felt that nagging doubt that tells you “no”, “don’t” or “you can’t”. The voice in your head that just wants to tell you all the reasons why you’re going to fail and how bad that’ll be?
Do you find yourself dwelling on past ‘failures’? Focusing on what other people thought or said at the time either to you or about you?
Makes you feel worse doesn’t it? Feels like crap and it really starts to erode your confidence right?
I think self-doubt has to be our own worst enemy and it can get at anyone at…
Many people who identify as being neurodiverse, which covers neurological conditions such Aspergers, Autism, ADHD and Dyslexia, are reported as being under-supported at work.
Australian and international statistics also indicate that between 52% and 60% of people with a disability or neurodiverse are unemployed. This does not include the large numbers that are underemployed (employed less than 32 hours a week) where they have the capacity and desire to work more.
With the often highly valuable workplace strengths that neurodiverse people possess, this represents a significant opportunity for organisations to access a capable and willing pool of talent.