\u201cNeurodiversity as a Competitive Advantage\u201d by Austin and Pisano explores the relationship between people who have neurological conditions and the workforce. This article dives into the problem that people with neurological conditions are not being seen by companies although this specific population provides itself with many opportunities. Companies have ample room for growth when it comes to expanding their staff, but innovation needs to be made in relation to exactly how these companies are recruiting and hiring employees. SAP, Microsoft, HPE, and Ford are some of the many companies which have efforts to solve this problem under way, and SAP specifically has implemented an \u201cAutism at Work\u201d program while also has found that job interviews are not the only way a company can successfully assess a candidate\u2019s suitability, opening the door for those with neurological conditions to be hired. \u201cNeurodiversity as a Competitive Advantage\u201d presents itself with challenges that must be overcome in order to include a more diverse atmosphere in the working environment. As the article explains, some steps managers must take to combat this lack of neurodiversity people in the workforce include teaming with social partners, tailoring methods for managing careers, scaling neurodiversity programs, and setting up a support ecosystem.<\/p>\n","protected":false},"excerpt":{"rendered":"
\u201cNeurodiversity as a Competitive Advantage\u201d by Austin and Pisano explores the relationship between people who have neurological conditions and the workforce. This article dives into the problem that people with neurological conditions are not being seen by companies although this specific population provides itself with many opportunities. Companies have ample room for growth when it … <\/p>\n