Exploring Neurodiversity: A Conversation with Meredith Tekin, President of IBCCES on Fostering Inclusion

Step into a thought-provoking episode of ‘The Daily Show,’ where hosts Christine B. and Brandon W. engage with Meredith Tekin, President of the International Board of Credentialing and Continuing Education Standards (IBCCES). In this episode, they tackle the pressing issues and nuances of neurodiversity and inclusion. This article recasts their insightful discussion into a Q&A format, offering you a closer look at the world of neurodiversity, the mission driving IBCCES, and the real-world impact of their certification and training programs. Join us as we navigate through this engaging conversation, shedding light on how understanding and embracing neurodiversity is not just beneficial but essential for creating inclusive communities.
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Firefly Autism Earns Certified Neurodiverse Workplace™ Designation to Promote a More Inclusive Work Environment

Firefly Autism has earned the Certified Neurodiverse Workplace™(CNW) designation granted by the International Board of Credentialing and Continuing Education Standards (IBCCES). The program is designed to help leaders and teams better hire, retain, and work effectively with neurodivergent workers, including those with autism, ADHD, and dyslexia.

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How a Certified Neurodiverse Workplace Can Help Companies Think Differently

Hiring, retention, diversity, equity, and inclusion strategies are keeping business owners, executives, and HR leaders up at night. At the foundation of these challenges are people who are both current employees and those who are unemployed and still looking for work. For this reason, neurodiversity is gaining greater awareness, and there are many reasons to pay attention and engage.

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Unique Skill Sets Neurodiverse Staff Can Bring To A Company

Neurodiverse individuals often possess skills that are highly desirable, yet difficult to find, especially when it comes to areas like technology, math and science. For example, people with autism are sometimes skilled in analytics, pattern recognition, information processing, and are great at working with numbers and formulas. Many businesses desperately need these skills, but have trouble finding qualified candidates because they are overlooking the untapped resources that neurodiverse people have to offer. Continue Reading →

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Your Workforce is Already Neurodiverse: Here Are 4 Things To Consider When Managing Your Most Valuable Resource

Statistically, your organization’s workforce is already neurodiverse, but the staff is likely not managing, coaching, and retaining those employees effectively. You can also improve hiring practices, placement, onboarding, and management of new employees to be inclusive of neurodiverse individuals who can become assets to your organization.

With the rise in the diagnosis of autism, ADHD and other cognitive differences, along with the large number of adults who have never been formally diagnosed as neurodivergent, comes a strong call to action in the workplace for organizations and workers to understand the diverse group of individuals on their teams and in their applicant pools and take appropriate steps to make sure those team members are given what they need for success. Organizations that are not prepared to focus on this now could be left behind as the workforce, and the expectations evolve.
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How to Conduct Job Interviews with Candidates Who Have Autism

Organizations need to take special considerations when interview candidates with autism.
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Katherine Breward, University of Winnipeg

The unemployment and underemployment of capable workers with autism is a well-documented phenomenon, as a British study showed.

Employers are gradually getting better at recognizing the value of including neurodiverse people in their organizations, and information about accommodation strategies is starting to become more readily available.

That said, these accommodations aren’t helpful to workers if they are unable to land a job in the first place. Recruitment and selection practices can inadvertently negatively impact candidates with autism. Continue Reading →

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Autism in the Workforce: Companies Hiring Autistic Individuals

As the number of people diagnosed with autism increases it is becoming imperative for companies to understand how hiring these individuals can provide unparalleled value. 1 in 36 children are diagnosed with autism. This leads to a very large population of adults on the spectrum who want to enter the workforce, but often struggle finding opportunities.

Individuals with autism are breaking stereotypes and showing the world what they are capable of across many arenas. Innovative companies are realizing that there are many job positions that make use of the unique strengths that people with autism possess. In fact, many times individuals on the spectrum are a better fit for certain positions than those not on the spectrum. Continue Reading →

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