Zachary Tumlin does not find it surprising that he ended up as a librarian after being diagnosed with autism as an adult. His proclivity for systemization makes him a natural fit, and his high attention to detail and strong pattern recognition are strengths in this field. He believes that he is far from alone, especially in academia, which can provide an insulating environment where personal “special interests” become the focus of professional research. Neurodivergent people (diagnosed, suspecting, or unaware) have and will interview for jobs at your institution, or they are already on staff—maybe even in supervisory roles (including you!). Beyond your hopefully general desire to be welcoming, it makes business sense to accommodate otherwise strong candidates and for your staff demographics to reflect your user demographics. Disabled employees are not liabilities or burdens, but they can be a cause for change within a system, which can be uncomfortable. Let’s talk about those possible changes.
By the end of this webinar, attendees will better understand how to:
- Design a more accessible hiring process.
- Implement strategies to retain neurodiverse talent.
- Manage others as a neurodivergent manager.
This program will be recorded.