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The neurodivergent-friendly office . All kinds of companies have made updates to their employee experience strategy with neurodivergent workers in mind, including EY, Goldman Sachs, and IBM.But ...
It’s up to HR teams to work with managers to help them understand these conditions, how accommodations can support neurodivergent employees, and what training they need to supervise them.
In neurodivergent circles, there’s much discussion of “masking”—suppressing traits to fit into the norms of a workplace or society dominated by neurotypical people—as another burden that ...
Neurodivergent people as a demographic may have advantages and skills which neurotypical people do not have. [4] A common advantage is difference of perspective; because the demographic has a different lived experience , individuals in that demographic can speak for themselves to share opinions which often differ from neurotypical people.
However, neurodivergent students face particular challenges that impair their ability to receive consistent support and care. Additionally, counseling and support services face a lack of funding, personnel, and specialists that can adequately support neurodivergent students. Overall, these services work for some students and not for others. [9]
The company provides a working environment in which skills common to neurodivergent employees – such as pattern recognition, detection of deviations, attention to detail, and extended focus – are integral, and where the role of the management and staff is to create the best possible working environment for the employees with ASD. [7]
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Neurodivergent women, in particular, are less likely to receive workplace support. While 25.7% of openly neurodivergent men say they received accommodations without asking (and another 30% ...