Supporting Neurodiversity Inclusion In The Workplace
Intended audience: DEI leaders, managers, employees, leaders in the workplace, and allies. Neurodiversity awareness
Ratings 4.63 / 5.00
What You Will Learn!
- Neurodiversity and what it means
- The Different Types of Accommodations for Neurodiverse Employees
- The advantages of divesifying your workforce
- How the ADA Factors in to Workplace Accommodations
Description
Learn to become an amazing ally to your Neurodiverse colleagues, and provide them with the right kind of support that helps them thrive!
THIS COURSE WAS CREATED LARGELY BY NEURODIVERSE INDIVIDUALS
One of the contributors to this course is Robert Wechsler who is a Human Resources professional. He is passionate about DEI (Deiversity And Inclusion), and shares many good practices and legislation passed to support Neurodiverse individuals in the workplace.
There is also an interview I conducted with Sam Robinson who identifies as a Neurodiverse individual. He shares his journey of self-discovery and discovery of Neurodiversity. He also shares some of the challenges he faced at work, solutions, and ideas for how everyone can support their Neurodiverse colleagues.
THE RANGE OF NEURODIVERSITY
Neurodiversity encompasses conditions such as Autism Spectrum Disorder (ASD), ADHD (Attention Deficit Hyperactivity Disorder, Dyslexia, Asperger's Syndrome, and Sensory processing disorder.
INCLUSIVE HIRING PRACTICES THAT AVOID UNCONSCIOUS BIAS
You will also learn about how we all have some degree on conscious and unconscious bias, how we can identify our biases, and work to reverse them.
DISCLAIMER: Some of the laws discussed in the course are US-based laws that don't apply in other countries. If you are not based in United States, please research what laws related to Neurodiversity and inclusion are present in your country.
Enroll today, and learn to be a great ally to your Neurodiverse colleagues, and set them up for success in the workplace!
Who Should Attend!
- Individuals looking to diversify their workforce, better accommodate peers with exceptionalities and neurodivergencies, and those who wish to be aware of the protections offered to them and other colleagues who may not be neurotypical