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用好神经多样性人才这把利刃
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用好神经多样性人才这把利刃

教你如何在企业中包容自闭症、注意缺陷多动障碍、阅读障碍及其他神经差异

Wiley, 2024 more...

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关键特征

  • 科学性
  • 开眼界
  • 启发灵感

导读荐语

企业推动创新、应对复杂挑战时,常常忽略一个重要资源,那就是神经多样性员工的天赋优势。认知科学家莫琳·邓恩(Maureen Dunne)指出,神经多样性员工占据总人口的20%。企业忽视了这群人,极大浪费了他们的潜力和价值。在这本书中,邓恩解释了神经多样性在史前时期如何帮助人类生存,并介绍它如何在今天为企业带来竞争优势。快打开本书,了解如何在职场中包容神经多样性人才,深入学习多样化思维方式带来的优势。

浓缩书

普遍来看,当今的公司组织内对神经多样性人群存在偏见,倾向于契合认知神经典型性人群。

粗粗一算,当前世界上大约每五个人中就有一人属于神经多样性群体。神经多样性这个术语指代得很宽泛,许多神经系统层面引起的认知差异都包含其中,比如注意缺陷多动障碍、自闭症、阅读障碍、发育协调障碍、联觉、超强识字能力和计算障碍等。这些差异本身与一个人的智力水平和认知能力的高低没什么关系。神经多样性个体和神经典型个体一样,都有可能具备某种智力方面的天赋,也可能遭遇智力方面的困惑。

然而,占总人口的比例高达20%的神经多样性人群却在职场中遇到许多困难。因为现有的职场环境没有考虑到他们的需求。这套系统是针对神经典型人群而设计的,也就是那些认知特征更接近统计平均水平的人群。理论上,神经多样性个体应当因其带来的认知多样性而受到重视。可事实上,许多组织未能有效发挥他们的天赋和才能。

许多职场环境都声称包容神经多样性人群。可到了实际场合,大家会发现这只是说说而已。它们在考核工作表现、定义职场角色以及确立工作方式等方面并没有做到所说的那么包容。那些假意声称对神经多样性人群真诚且包容的职场,往往要求神经多样性员工伪装成正常人,隐藏真实的自我,从而适应为神经典型人群打造的工作环境和标准。这种组织对神经多样性有偏见。他们认为,符合神经典型才能让效益最大化。然而,证据表明,那些有机团结神经多样性和典型性个体的团队才是最有竞争优势的。

关于作者

莫琳·邓恩博士(Dr. Maureen Dunne)是一位认知科学家及神经多样性专家。


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