Outside of an internship program aimed at a neurodiverse population, it’s tricky for an employer to hire inclusively. For one, it’s illegal to ask a candidate whether he has a disability. So instead, employers must be sensitive and responsive to differences that may relate to a neurological condition.
而在专门针对神经系统多样性人群的实习计划之外,雇主的招聘都需要非常小心。举例来说,询问一个求职者是否有神经障碍是违法的。所以,雇主们必须十分敏感,能够觉察与神经系统相关的行为差异。
“It’s very hard for us when somebody hasn’t disclosed [their condition], so our recruiters have to be thinking about it but they can’t be assuming,” says Barbara Wankoff, director of workplace solutions at KPMG.
“如果求职者不主动透露[他们的情况],我们很难发现。所以,我们的招聘人员必须思考这一问题,但是不能提前下结论,”毕马威会计师事务所(KPMG)的工作场所解决方案总监巴巴拉o万科夫介绍。
For individuals with a brain difference, neurodiversity at work can seem even more fraught. It’s important to focus on what skills and value you can bring to a workplace, not on the accommodations you may need for your disability, says Scott Sonnon, a Bellingham, Wash.-based author and tactical fitness instructor for the federal government who was institutionalized as a child and deemed unteachable.
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