Achieve the productivity, performance and financial benefits of a neurodiverse workforce by optimizing your HR policies and processes.Hinweis: Dieser Artikel kann nur an eine deutsche Lieferadresse ausgeliefert werden.
Theo Smith is a VP of a HR tech start-up Zinc.Work, and previously, the Recruitment Manager at NICE (The National Institute for Health and Care Excellence). Based in the UK, he was selected to be part of the Resourcing Leaders 100 (RL100), Europe's leading network of resourcing leaders. Prior to this he was the Resourcing Manager at TMP Worldwide UK, now part of PeopleScout. He is also the host of several podcasts including 'Neurodiversity - Eliminating Kryptonite & Enabling Superheroes'. Professor Amanda Kirby is the Founder and CEO of Do-IT Solutions, a tech for good company specialising in neurodiversity screening tools. She has more than 25 years' experience working in the field of neurodiversity, publishing more than 100 research papers, and is internationally recognized for her work with 1000s of families and neurodivergent adults. She is also a medical doctor. Based in the UK, she advises Department of Work and Pensions on Neurodiversity as well as being an emeritus professor at the University of South Wales. She was one of the top 20 Linkedin voices in the UK in 2020.
Inhaltsangabe
Chapter 00: Introduction; Chapter 01: Why neurodiversity is important; Chapter 02: Labels What do they mean?; Chapter 03: Categories and spiky profiles; Chapter 04: Eliminating kryptonite and enabling superheroes; Chapter 05: Pre employment The lost demographics; Chapter 06: Policies and procedures What's the legal stuff all about?; Chapter 07: How can employers attract neurodiverse talent in recruitment?; Chapter 08: Apprenticeships, internships, work placements and hiring schemes; Chapter 09: Interviews and assessments; Chapter 10: Making workplace adjustments; Chapter 11: Induction and onboarding; Chapter 12: Line management means having good conversations; Chapter 13: Everyday meetings, conferences and seminars Planning to be neuro inclusive; Chapter 14: Champions, staff networks and communities How to succeed in being an inclusive workplace; Chapter 15: Future workspaces and workplaces; Chapter 16: Next Steps! Inclusion, equity and diversity = belonging No one fits into one neat box; Chapter 17: Appendix; Chapter 18: Glossary
Chapter - 00: Introduction;
Chapter - 01: Why neurodiversity is important;
Chapter - 02: Labels - What do they mean?;
Chapter - 03: Categories and spiky profiles;
Chapter - 04: Eliminating kryptonite and enabling superheroes;
Chapter - 05: Pre-employment - The lost demographics;
Chapter - 06: Policies and procedures - What's the legal stuff all about?;
Chapter - 07: How can employers attract neurodiverse talent in recruitment?;
Chapter - 08: Apprenticeships, internships, work placements and hiring schemes;
Chapter - 09: Interviews and assessments;
Chapter - 10: Making workplace adjustments;
Chapter - 11: Induction and onboarding;
Chapter - 12: Line management means having good conversations;
Chapter - 13: Everyday meetings, conferences and seminars - Planning to be neuro-inclusive;
Chapter - 14: Champions, staff networks and communities - How to succeed in being an inclusive workplace;
Chapter - 15: Future workspaces and workplaces;
Chapter - 16: Next Steps! Inclusion, equity and diversity = belonging - No one fits into one neat box;
Chapter 00: Introduction; Chapter 01: Why neurodiversity is important; Chapter 02: Labels What do they mean?; Chapter 03: Categories and spiky profiles; Chapter 04: Eliminating kryptonite and enabling superheroes; Chapter 05: Pre employment The lost demographics; Chapter 06: Policies and procedures What's the legal stuff all about?; Chapter 07: How can employers attract neurodiverse talent in recruitment?; Chapter 08: Apprenticeships, internships, work placements and hiring schemes; Chapter 09: Interviews and assessments; Chapter 10: Making workplace adjustments; Chapter 11: Induction and onboarding; Chapter 12: Line management means having good conversations; Chapter 13: Everyday meetings, conferences and seminars Planning to be neuro inclusive; Chapter 14: Champions, staff networks and communities How to succeed in being an inclusive workplace; Chapter 15: Future workspaces and workplaces; Chapter 16: Next Steps! Inclusion, equity and diversity = belonging No one fits into one neat box; Chapter 17: Appendix; Chapter 18: Glossary
Chapter - 00: Introduction;
Chapter - 01: Why neurodiversity is important;
Chapter - 02: Labels - What do they mean?;
Chapter - 03: Categories and spiky profiles;
Chapter - 04: Eliminating kryptonite and enabling superheroes;
Chapter - 05: Pre-employment - The lost demographics;
Chapter - 06: Policies and procedures - What's the legal stuff all about?;
Chapter - 07: How can employers attract neurodiverse talent in recruitment?;
Chapter - 08: Apprenticeships, internships, work placements and hiring schemes;
Chapter - 09: Interviews and assessments;
Chapter - 10: Making workplace adjustments;
Chapter - 11: Induction and onboarding;
Chapter - 12: Line management means having good conversations;
Chapter - 13: Everyday meetings, conferences and seminars - Planning to be neuro-inclusive;
Chapter - 14: Champions, staff networks and communities - How to succeed in being an inclusive workplace;
Chapter - 15: Future workspaces and workplaces;
Chapter - 16: Next Steps! Inclusion, equity and diversity = belonging - No one fits into one neat box;
Chapter - 17: Appendix;
Chapter - 18: Glossary
Rezensionen
"A book that will enable you to think differently about people who.... think differently. An incredibly insightful read that perfectly brings together why organizations should value neurodiverse talent and how they can best provide an environment for that talent to shine. It takes you on an incredible journey from understanding why neurodiversity is important, all the way to the successes that organizations can hope for - stopping off on the way to deliver impactful, practical and real-life advice for anyone whose role it is to hire, develop or retain talent." Alan Walker, Co-founder of Udder & ChatTalent. #HRTech Consulting and Advisory - the Udder way
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