Question.2697 - Instructions: After reading the instruction.answer the questions regarding: "Taking Responsibility: Neurodiversity at Work: SAP Takes the Lead Recruitment plan" (E-book p.55 // Physical textbook p. 96) (MO 3.2) "Do Your Inclusion Efforts Encompass Neurodiversity?" (2022). Talent Development 76(7),13. httgs://ezgrox)Iwgunj.edu/login?url=httgs://www.grouest.com/trade-journals/do-)lour-inclusion-efforts encomgass/docview/2685103267/se-2 (MO 3.2) *Note: The physical book have different page numbers from the e-book Find the section called "Taking Responsbility" at the end of Chapter 3.
Answer Below:
For a company like SAS that is recruiting neurodiverse workers in the United States, the Americans with Disabilities Act (ADA) would be a significant consideration. The ADA prohibits discrimination against individuals with disabilities in various aspects of employment, including recruitment, hiring, promotion, training, and other employment practices. 1. Reasonable Accommodations: SAS would be required to provide reasonable accommodations to ensure that individuals with autism or other neurodiverse conditions can perform their job duties effectively. 2. Non-Discrimination: SAS should ensure that its recruitment and hiring processes are inclusive and do not discriminate against individuals based on their neurodiversity. 3. Confidentiality: The ADA also places importance on maintaining the confidentiality of employees' medical information, including information related to neurodiversity. Challenges in Building a Neurodiverse Workforce: 1. Lack of Awareness and Understanding: Co-workers may not be familiar with neurodiverse conditions, leading to misunderstandings or discomfort. 2. Social Integration: Neurodiverse individuals may face challenges in social integration, and co-workers might struggle with how to engage with them Advantages of Building a Neurodiverse Workforce: 1. Diverse Perspectives and Skills: Neurodiverse individuals often bring unique perspectives and skills to the workplace 2. Innovation: Embracing neurodiversity can contribute to a more innovative work environment. Different thinking styles can lead to creative problem-solving and novel approaches to challenges. Embracing Neurodiversity In contemporary discussions surrounding workforce inclusion, there is a growing recognition of the need to embrace neurodiversity. Neurodivergent individuals, including those with conditions such as autism spectrum disorder or attention deficit hyperactivity disorder (ADHD), are acknowledged for their unique strengths, such as innovative thinking, pattern recognition, creativity, and attention to detail. A three-part model for fostering inclusion in companies is proposed, consisting of accommodation, individualized development, and support. Accommodation involves providing reasonable adjustments, often at minimal or no cost, such as alternative keyboards, behavioral coaching, time-management apps, flexible work schedules, or noise-reducing acoustics. The importance of recognizing the prevalence of neurodivergent individuals in the global population, estimated at around 20 percent, underscores the necessity for organizations to formulate and implement inclusion strategies. Businesses are urged to assess their existing tools and consider acquiring new ones to better support neurodivergent employees. In essence, the broader discourse encourages businesses to adopt inclusive practices that accommodate neurodiversity, providing concrete strategies and tools to create a supportive and accommodating work environment for all employees. REFERENCES (No date a) Fundamentals of Human Resource Management. Available at: https://invent.ilmkidunya.com/images/Section/human-resource-management-css-book.pdf (Accessed: 18 November 2023).More Articles From Human Resource
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