To expand the canon and add to the topic of organizational culture and diversity, I chose an article written by Dr. Ronit Molko called “The Benefits of Neurodiversity in the Work Place.” This article addresses neurodiversity within the work place. First, the article addresses how individuals with neurological disorders such as autism, ADHD, and dyslexia are under represented in the work place. Following that, Dr. Ronit Molko, makes the argument that hiring more individuals who suffer from neurological disorders would actually significantly benefit an organization and it’s goals. Using the example of people who are autistic, one could easily fixate on the set backs that having multiple people who are autistic in a company could bring. However, if one could shift their perspective, he or she would realize that people who suffer from autism possess many qualities that are strengths and could potentially benefit a company significantly. Molko adds value for a broad audience of anyone in the work place, but especially those who are in higher up positions, that would be able to make decisions on hiring. He does this by explaining both the strengths and weaknesses of those with autism, and how they can benefit a company. This article is coming from a website called “Forbes Books.” This website is operated and owned by the well known publisher, Forbes. The intended audience of this article is anyone in business, but especially those with hiring privileges. The purpose of this article is to educated individuals in the work place about how individuals with neurological disorders could benefit a company significantly. This is done by Dr. Ronit Molko, by explains who people with neurological issues are under represented and then explaining how big companies are starting to take advantage of people with autism for example, that have advanced skills in some areas. In conclusion, this article supports people with neurological disorders, a group of individuals who are under represented, and their voices are hardly heard. In this course, we have been analyzing the topic of minorities within the workplace. This issue is less of a problem today, because action has been taken, in the form of laws being passed, that require a certain number of minorities to be employed at a company. Minorities voices on the topic of under representation in the work place have been heard, but much more work should be done and could be done\. People who suffer from neurological disorders are similar to people of minorities, because they both have been under represented in the work place. Yet, people with neurological disorders have yet to be heard for the most part. To support my argument and the purpose of the article I have chosen, I am including media. I have chosen a video by the company HSBC. The video is connected to my claims, because it interviews people who suffer form neurological disorders that work at HSBC. The employees with neurological disorders come off to be very bright, and they prove their brilliance, and make it clear that they can benefit a company.
Draft of Expanding the Cannon
The article titled “Employee Assistance Program Services for Alcohol and Other Drug Problems: Implications for Increased Identification and Engagement in Treatment” written by Jodi M Jacobson and Paul Sacco follows the study they conducted regarding the use of Employee Assistance Programs, or EAP’s, in the workplace and the further effects that it had on the company and individual. The central argument the researchers focused on was to determine whether or not EAP services were significantly beneficial for those with AOD, also known as Alcohol and Other Drug addiction. Furthermore, their study was directed to show employers how individuals with AOD can benefit in an environment where their needs can be met in a judgment free workplace. In order to gather data, the researchers drew from the pool of individuals associated with NESARC from different backgrounds in all 50 states. To narrow the data, the researchers then separated participants into those who had access to EAP’s in their workplace and those who looked elsewhere for help. The researchers concluded that those who had used EAP’s in their workplace were less likely to foster feelings of negativity in the workplace for fear of being stigmatized compared to those who did not have access to an EAP. Jacobson and Sacco elaborate on individuals in their study who had previously had experience with EAP’s and the demographics of those individuals. The conclusions of their work suggests that individuals who had used EAP’s before were those who had never been married, who were older, and of a higher income household. The study emphasizes how the use of EAP’s has varied across co occurring disorders and those who struggle with addiction, but they reported that the EAP gave them an outlet to receive help while simultaneously being able to live a normal life. The influence of EAP’s on the vulnerable portion of the workforce reflected individuals who felt more comfortable reaching out for help, and did not feel they were outcasts. Individuals who suffer from an AOD addiction struggle to reach out and receive the help they need. However with the help of Employee Assistance Programs, those who are struggling have improved performance in the workplace. The article originally published on The American Journal on Addictions can be found on the website EBSCOhost, which provides scholarly articles and similar published works. The site can be accessed through the Syracuse Library Summons, which provides Syracuse Students and Faculty with access to a wide range of studies and published articles by scholars. The linked article below is published by the Substance Abuse and Mental Health Services Administration , or SAMSHA, which elaborates on the use of EAP’s and how to use them within a company. SAMSHA is an agency that promotes receiving help for addiction while simultaneously educating the public of addiction and its many forms in hopes of reducing substance abuse. In hopes of encompassing diversity and promoting a work environment that is suitable for peoples of all abilities and disabilities, Employee Assistance Programs target the needs of the individual in order to provide them a way of healing while continuing a healthy lifestyle. Those who struggle with substance abuse often find the process of healing difficult, especially in the work force where they often feel like an outcast and carry a specific stigma. EAP’s work to break down the barriers to promote a work environment where individuals of all race, gender and socioeconomic backgrounds can receive the help that they need.