Your Assumptions Hurt

How workplace practices are designed for neurotypicals

1. How workplace practices are designed for neurotypicals Your Assumptions Hurt
2. Skills of neurodivergent people Definition of neurodiversity Statistics on neurodiversity and disability What I will cover Next steps and resources Assumptions that keep neurodiverse people out of the workforce How you can adjust workplaces to account for neurodiversity
3. Individual definitions of conditions that are considered neurodiverse The Neurodiversity Movement The science of neurodiversity What I won’t cover
4. Founder of Rhombico Hello! I Am Cath Jones You can contact me at @cathJones
5. Sausage Dog Mum Advocate Entrepreneur Dyslexic Female Self Identity Disabled Non Gender Conforming Bipolar ADHD Knitter Coder Traveler Feminist
6. “The range of differences in individual brain function and behavioural traits, regarded as part of normal variation in the human population ” “ English Oxford Dictionary Definition
7. of people with a disability in Australia live in or near poverty of the population is neurodivergent in some way an Australian child is diagnosed with an autism spectrum disorder 45% 10% Every 7 hours Facts an Australian child is diagnosed with a learning disability Every 2 hours Source Disability expectations - Investing in a better life, a stronger Australia by PWC 2011
8. • An ability to multitask • Strong problem-solving ADHD Skills of Neurodivergent People • Strengths related to working with systems • Identifying tiny details in complex patterns Autism or ASD • Capacity to identify “impossible objects” • Perceive peripheral or diffused visual information more quickly Dyslexia Neurodiversity at Work 2018 by CIPD
9. Uniform hiring processes create an equal playing field when hiring 1
10. Equality vs Equity
11. Ensure you can adapt your process for neurodiverse applicants Candidate Testing Gaps in employment, not selling themselves Candidate Screening Define the critical skills and the nice to haves Defining your roles communicate that you are open to and supportive of neurodiverse applicants Employer Branding Train staff on interviewing diverse applicants Candidate Interviews Advertise your roles diversity Where you advertise Applying the same process to everyone does not guarantee equality
12. That your workspace does not decrease the productivity of your employees 2
13. Increase distractions, increase anxiety reduce productivity Open plan seating Light sensitivity Photosensitive epilepsy Lighting Workspaces for Diversity
14. Your company culture and rewards programs are set up to benefit everyone 3
15. Dr appointments work from home options part time options Flex Time Consider circumstances that might impact performance regular check ins Performance Management Do you define your roles in a way that is inclusive of anyone who could do the job? Presentations Don’t make them mandatory Change types of events Move away from the Pub Social Events Change from Fridays Event times Not everyone is comfortable being the centre of attention Public praise Setting up Your Company Culture to Benefit Everyone
16. Check out some these great reads: Think about how you are hiring How can you help neurodiverse people thrive in your company • Disability expectations Investing in a better life, a stronger Australia by PWC • The Myth of the Normal Brain: Embracing Neurodiversity in the AMA Journal of Ethics • Neurodiversity at Work by CIPD Next Steps
17. You can find me at: @cathJones0 cath@rhombico.com Any questions? Thanks!