Autistic job seekers – time to tap into talent
Opening up organisations to valuable talent from people with autism
Opening up organisations to valuable talent from people with autism
A growing number of employers are recognising the unique skills and talents of people with autism. People on the autism spectrum aren't being hired out of altruism – they're a highly valuable talent pool. This article makes a compelling case for opening up organisations to valuable talent and helpfully contains an autism hiring guide. Learn more about widening your talent pool.
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Jill is Senior Policy Adviser for Diversity and Inclusion at the CIPD. Her work focuses on the areas of gender, age and neurodiversity and she has recently led work on race inclusion, managing drug and alcohol misuse at work, and supporting employees through fertility treatment, pregnancy loss and still birth. Earlier in her career, Jill specialised in small business growth through good people management and employee wellbeing.
It’s estimated that 1 in 5 people are neurodivergent in some way, amounting to a significant proportion of any workforce. While awareness of neurodiversity may have improved in recent years, how neuroinclusive is your organisation?
Learn about the benefits of having a neuroinclusive and fair organisation and how to support neurodivergent people to be comfortable and successful at work
The CIPD’s Dr Jill Miller and Uptimize’s Ed Thompson explain why workplace EDI must include neuroinclusion - and a dedication to equality of outcomes for all types of thinkers - if organisations are to fulfil their people commitments, attract and retain great talent, and unlock innovation through true diversity of thought
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