If you’re a neurotypical employer who employs or wants to employ neurodivergent talent, pay close attention to each point, and try to view these situations from our perspective.
all posts in category "Insights and White Papers"
CHRO Insights Series Report: Neurodiversity
One Mind At Work December 2022 report features key learnings and best practices from leading employer and...
Neurodiversity and Creativity: What we do Well, and what Organizations can do Better.
You plug your computer into an outlet and do some work. Then you remember to pick up a present for a family friend who...
Preventing workplace bullying: The role of cultural and structural approaches.
In the previous installment, I discussed bullying autistic employees may experience in the workplace. While bullying...
Workplace bullying of autistic people: a Vicious cycle.
Workplace bullying of autistic people: a Vicious cycle. Bullying is one of the most persistent and costly workplace...
The Moral Injury: Coping, Healing, and Post-traumatic Growth.
In the previous article, I addressed moral injury in the workplace and the factors that can place neurodivergent...
A rising tide lifts all boats
“Today, organizations are under pressure to integrate a diverse workforce, encourage out-of-the-box thinking to gain a...
Moral Injury at Work and Neurodiversity: Are there Additional Risk Factors?
The original understanding of moral injury was developed in the 1990s by a psychiatrist working with military...
Work motivation, stress, and including autistic employees: One size does not fit all.
“Drive performance.” “Incentivize results.” “Rally the troops.” “Stimulate productivity.” “Spur innovation.” ...