Those with ADHD are passionate and creative people who thrive off variety, interest and challenge. Rachel Worsley has leveraged these strengths to build a successful and diverse career and she believes that employers and entrepreneurs can too, by following some helpful advice.
The Neurodiversity movement continues to make progress, but there is a long way to go. Our panel discussed some of the current problems and what is being done to solve them.
Employing Neurodiverse people directly is not the only way for businesses to benefit from their unique talents and abilities.
There are some simple steps that small business can take to find and keep Neurodiverse talent.
Laura and Clay Lewis, from Clay Needs No Moulding, share the story about how Clay went from struggling to find after-school work to starting a thriving micro-business that employs people.
Mike Tozer believes that matching a candidate’s specific skills to the right job and redesigning the traditional recruitment process are the keys to establishing sustainable careers for those on the autism spectrum.
Andrew Williams from IBM suggests starting with a pilot program before developing a global business case. His ambitious goal is to make neurodivergent recruitment business as usual, not just at IBM but within all companies.
Representatives from startups and corporates meet on the employer panel at the Sydney Neurodiversity Symposium to discuss how to increase the employment rate among neurodivergent individuals.