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Well, Kelly Grier has a tip: They are out there. Reuters sat down with Grier to talk about how a diverseworkforce is helpful - not just in terms of gender or race - butin the very way we think.
The changing practice was to practice cultural understanding for neurodiversity as a social difference or personal identity. [5] In this framing, neuroatypical conditions could be recognized as another form of diversity comparable to gender, sexual orientation, or race. [5]
The neurodiversity paradigm is a framework for understanding human brain function that considers the diversity within sensory processing, motor abilities, social comfort, cognition, and focus as neurobiological differences. This diversity falls on a spectrum of neurocognitive differences. [1]
[12] [13] A 2013 study found that the presence of a diversity program in a workplace made high-status subjects less likely to take discrimination complaints seriously. [ 14 ] [ 15 ] Alexandra Kalev and Frank Dobbin conducted a comprehensive review of cultural diversity training conducted in 830 midsize to large U.S. workplaces over a thirty one ...
‘The Crossing Videos’ by Huffington Post
Diversity, in a business context, is hiring and promoting employees from a variety of different backgrounds and identities.Those characteristics may include various legally protected groups, such as people of different religions or races, or backgrounds that are not legally protected, such as people from different social classes or educational levels.
Since partnering with psychological consultancy, Lexxic (leaders in empowering Neurodiversity in the Workplace), the campaign now sees over 3,100 schools, [1] 1,200 6th forms and colleges, 4,300 organisations, and 7,000 others from over 139 countries participating in Neurodiversity Celebration Week through themed events, guest speakers and ...
Neurodiversity advocates oppose researching a "cure" for autism, and instead support research that helps autistic people thrive as they are. [ 2 ] An analysis of data from the UK and Hungary in 2017 found evidence that autistic or intellectually disabled self-advocates are rarely involved in leadership or decision-making within organisations ...