@GainesK Employing Neurodiversity #NashITSummit GreaterNashvilleITSummit.com How to Benefit from Employing Neurodiversity Gaines Kergosien, VP 

No content

@GainesK Employing Neurodiversity #NashITSummit • Redefining Normal • Business Case • Blueprints for Action • Implementation Steps Session Objectives 

@GainesK Employing Neurodiversity #NashITSummit Redefining Normal – Diagnosis and Difficulties Developmental Coordination Disorder/Dyspraxia Difficulties with co- ordination, practical tasks, balance & spatial awareness Autism spectrum conditions (ASC) Social, communication & imagination problems. Intense interests. Dyslexia Difficulties with Reading, writing, spelling, speaking, listening. ADHD Impulsive, hyperactivity, low frustration threshold, easily distracted or over focused Dyscalculia, difficulties with number concepts and calculation Concentration problems Sensory Sensitivities 

@GainesK Employing Neurodiversity #NashITSummit Redefining Normal – Misused, Not Broken 

@GainesK Employing Neurodiversity #NashITSummit “Neurodiversity is the idea that neurological differences like autism and ADHD are the result of normal, natural variation in the human genome” - John Elder Robison, scholar in residence and a cochair of the Neurodiversity Working Group at the College of William & Mary Redefining Normal – What is neurodiversity? 

@GainesK Employing Neurodiversity #NashITSummit “But to be neurodiverse means to think differently or to process sensory information through a different channel and pathway in the brain. It can also mean to do the same things in a different manner.” - Layne Kertamus, Asperian Nation Founder Redefining Normal – What is neurodiversity? 

@GainesK Employing Neurodiversity #NashITSummit • Often linked with genetic variations • May confer evolutionary advantages Redefining Normal – Disorder or Neurodiversity? “Atypical (neurodivergent) neurological development is a normal human difference that is to be recognized and respected as any other human variation.” -Thomas Armstrong, PhD 

@GainesK Employing Neurodiversity #NashITSummit • Estimated prevalence of ~1.5% in children (2.7% in boys) • ~50,000 high school graduates on the spectrum each year Redefining Normal – Autism (diagnosis) 

@GainesK Employing Neurodiversity #NashITSummit • Emotional sensitivity • Fixation on particular subjects or ideas • Linguistic oddities • Difficulty processing physical sensations • Devotion to routines • Development of repetitive habits • Dislike of change • Unusual movement patterns Redefining Normal – Autism Tendencies 

@GainesK Employing Neurodiversity #NashITSummit • Attention to Detail • Deep Focus • Observation Skills • Absorb and Retain Facts • Analytical Approach • Creativity Redefining Normal – Beneficial Traits ~62% of autistics individuals have some exceptional talent 

@GainesK Employing Neurodiversity #NashITSummit • Estimated prevalence of ~11% in children • Estimated prevalence of ~2-4.4% in adults Redefining Normal – ADHD (diagnosis) 

@GainesK Employing Neurodiversity #NashITSummit Redefining Normal – ADHD Tendencies • Extreme focus in some activities • Easily distracted during other activities • Prefers working late at night • Craves stimulation and often restless • Drive for perfection in most or all endeavors • Goes overboard on some projects and avoids others • Routinely avoids commitments or takes on too much 

@GainesK Employing Neurodiversity #NashITSummit • Handling Crisis Well • Creativity • Strong Intuition • Quick Study • Less Risk Averse Redefining Normal - Beneficial Traits 

@GainesK Employing Neurodiversity #NashITSummit • Redefining Normal • Business Case Session Objectives 

@GainesK Employing Neurodiversity #NashITSummit 1. Untapped Labor Pool Business Case 

@GainesK Employing Neurodiversity #NashITSummit • 80-90% on the autism spectrum are unemployed • ~51% on the autism spectrum are underemployed • 1 in 60 of the people you interview are likely to have an autism diagnosis according to the CDC Business Case – Untapped Labor Pool 

@GainesK Employing Neurodiversity #NashITSummit 1. Untapped Labor Pool 2. Uniquely Talented Business Case 

@GainesK Employing Neurodiversity #NashITSummit • Focused • Detail Oriented • Productive Business Case – Uniquely Talented Chase Bank reports that their autistic employees are 40% or more productive than a comparable non-autistic employee group 

@GainesK Employing Neurodiversity #NashITSummit 1. Untapped Labor Pool 2. Uniquely Talented 3. Highly Loyal Business Case 

@GainesK Employing Neurodiversity #NashITSummit • Retention • Reliability • Trustworthy Business Case – Highly Loyal 

@GainesK Employing Neurodiversity #NashITSummit 1. Untapped Labor Pool 2. Uniquely Talented 3. Highly Loyal 4. Innovative Business Case 

@GainesK Employing Neurodiversity #NashITSummit • McKinsey’s research shows that gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same. • Inclusive companies are 1.7X more likely to be innovation leaders, plus 1.8X more likely to be able to cope with change. Business Case – Innovative 

@GainesK Employing Neurodiversity #NashITSummit 1. Untapped Labor Pool 2. Uniquely Talented 3. Highly Loyal 4. Innovative 5. Reputation of Inclusiveness Business Case 

@GainesK Employing Neurodiversity #NashITSummit Business Case – Reputation of Inclusiveness 

@GainesK Employing Neurodiversity #NashITSummit Industry Leaders with Diversity Initiatives: • Microsoft • Ford • IBM • Goldman Sachs • JPMorgan Chase • SAP • Hewlett Packard Enterprise Business Case – Reputation of Inclusiveness 

@GainesK Employing Neurodiversity #NashITSummit 1. Untapped Labor Pool 2. Uniquely Talented 3. Highly Loyal 4. Innovative 5. Reputation of Inclusiveness 6. Compliance & Incentives Business Case 

@GainesK Employing Neurodiversity #NashITSummit • AA Plans OFCCP -7% • Eligibility for Work Opportunity Tax Credits (WOTC) • State grants for training program partnerships. Business Case – Compliance & Incentives 

@GainesK Employing Neurodiversity #NashITSummit • Redefining Normal • Business Case • Blueprints for Action Session Objectives 

@GainesK Employing Neurodiversity #NashITSummit Methodology Blueprint for Action – Methodology Assess Design Implement Evaluate Refine Proof of Concept 

@GainesK Employing Neurodiversity #NashITSummit Blueprint Assessment – Organizational Alignment Neurodiversity Initiative Mission/Vision/Values Regulatory Compliance Stakeholder Value Corporate Citizenship 

@GainesK Employing Neurodiversity #NashITSummit • Talent Management • Manager Understanding • Employee Coaching Blueprint Assessment – Common Areas of Focus 

@GainesK Employing Neurodiversity #NashITSummit 1. Review policies and practices 2. Assess recruiting and onboarding a. Applicant Tracking Systems b. Screening Process c. Interview Techniques d. Matching Methods e. New Hire Orientation 3. Consider workplace training topics 4. Review workplace accommodations 5. Gather data on self-disclosed disabilities Blueprint Assessment – Recommended Steps 

@GainesK Employing Neurodiversity #NashITSummit • Establish report to baseline and measure sourcing and hiring trends. • >4% of workforce by 2022 • Survey staff awareness Blueprint Design – Recruiting Metrics 

@GainesK Employing Neurodiversity #NashITSummit • Train recruiters and hiring managers in: –Disability awareness –The Americans with Disabilities Act, Section 503 • Partner with external organizations: –Employment agencies –Educational institutions • Feature employees with disabilities in outreach materials Blueprint Design – Recruiting Initiatives 

@GainesK Employing Neurodiversity #NashITSummit Blueprint Design – Application & Screening Process • Accurately identify job qualifications. • Examine pre-employment behavioral/personality assessments. • Employment Application and Website Accessibility • Screening process. • Establish method to self-disclose. (Pathways Hiring Program) 

@GainesK Employing Neurodiversity #NashITSummit • Provide questions before the interview. • Consider office environment (lights, sound, scents). • Limit small talk. • Modify questioning structure to focus on direct situations. • Be flexible by rewording questions as needed • Be patient giving time to process and respond. Blueprint Design – Interview Suggestions 

@GainesK Employing Neurodiversity #NashITSummit • Experiential interviews: –Team based tasks & observations –Work trials and realistic job previews –Work based simulations • Meet and greet prior to applying • Traveling Interviews Blueprint Design – Interview Alternatives 

@GainesK Employing Neurodiversity #NashITSummit Blueprint Design – Workforce Training Executives Business Case Value Proposition Competitive Advantage Management Equity Diversity Inclusion Talent Management Employee Engagement Individual Disability Awareness Co Worker Support Unconscious Bias 

@GainesK Employing Neurodiversity #NashITSummit • Self Assessments • Participant Journals • Strength & Weakness Identification Blueprint Design – Workforce Training 

@GainesK Employing Neurodiversity #NashITSummit Blueprint Design – Business Partners 

@GainesK Employing Neurodiversity #NashITSummit • Redefining Normal • Business Case • Blueprints for Action • Implementation Steps Session Objectives 

@GainesK Employing Neurodiversity #NashITSummit • Results compared to objectives • New hire job performance • Modified recruiting practices • Workplace training topics/material • External partnerships • Refine/adjust accordingly Implementation – Measuring Success 

@GainesK Employing Neurodiversity #NashITSummit • Redefining Normal • Business Case • Blueprints for Action • Implementation Steps Session Review 

@GainesK Employing Neurodiversity #NashITSummit