This revolution poses challenges for both neuro-atypical individuals and employers. Workers must learn to understand and manage their own brain differences and how and when to disclose it to colleagues and supervisors. Companies must create inclusive cultures that encourage openness about how each person works best, not to mention screening and recruiting the best talent without being blinded by neurological conditions that aren’t relevant to a job’s requirements.
这场革命给神经性障碍患者和雇主都带来了挑战。作为员工,人们必须学会理解和掌控自己大脑的多样性,在同事与主管面前掌握好公开这一差异的时机和方式;作为企业则必须创造包容性的企业文化,鼓励开放的心态,让每位员工充分施展才华。而且,在筛选和招聘时,不会因为与工作需要无关的神经系统障碍而漏掉优秀人才。
“In the autistic community you have a significant number of people, often with substantial technical skills or education, who are systemically undervalued by the job market as a result of not interviewing well or not making eye contact,” says Ari Ne’eman, president and co-founder of the Autistic Self-Advocacy Network and the first openly autistic presidential appointee.
“在自闭症患者中,有相当一部分人掌握了重要的专业技能或者受过良好的教育,但是这些人总是因为面试表现不佳或拒绝眼神接触,而被劳务市场低估,”阿里o尼尔曼说道,他是美国自闭症自我宣传网络的总裁兼共同发起人,他还是美国历史上第一位获得总统任命、公开承认患有自闭症的人士。
【自闭者 尚未开发的人才】相关文章:
★ 自己给自己的恩赐
最新
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15