Firms that recruit, accommodate and include neurodiverse workers reap the advantages of divergent thinking, often experiencing boosts in creativity and innovation. Here, neurodiversity advocate Theo Smith and entrepreneur Amanda Kirby describe this less understood aspect of diversity, equity and inclusion (DEI), one that affects people who think and work differently from mainstream employees. Individuals with ADHD, autism, dyslexia and other conditions face tremendous barriers to employment and success at work. The authors’ astute recommendations and compassionate understanding will enhance any discussion of workplace DEI.
About the Authors
Theo Smith is a leading advocate for neurodiversity and vice president of customer acquisition for Zinc Work. Amanda Kirby is the founder and CEO of Do-IT Solutions, specializing in neurodiversity screening tools.
Comment on this summary
2 months agoGood
10 months agoIt says in the Take-aways to "Beware labeling people or classifying them into categories, including during hiring." But then creating a category called nerodiverse is doing exactly what it says not to do. Am I missing something here?
In our Journal
2 weeks ago
“The Conventional Recruitment Process Already Discriminates Against People Who Are Neurodiverse.”
No human brain is wired the same way. It’s time for the workplace to reflect this fact, neurodiversity advocate Theo Smith explains. Theo, what motivated you to write your book, Neurodiversity at Work? When my daughter was about four years old and started to attend preschool, we realized that she was struggling and did not […]