‘Neuroinclusion in libraries’

When libraries tout their inclusive hiring, do they extend those assurances regarding disabled and neurodiverse applicants? I recently viewed a fascinating webinar about “Neuroinclusion in libraries.”

Study examines prejudice against people on autism spectrum

A study published online in February 2017 proposes that, based upon “thin slice judgments” that occur within seconds of meeting a person who has Autism Spectrum Disorder, neurotypical peers are less likely to pursue social interaction with that person.
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What was role of ‘culture fit’ in church’s hiring controversy?

Three senior-level staff have resigned from a religious denomination, following an outcry over its hiring practices and a lack of diversity among its senior leadership.

‘Culture fit’: LinkedIn HR head offers caution

Appreciation to Pat Wadors, Head of HR at LinkedIn, for her cautionary take on using the term “culture fit” (LinkedIn Talent Solutions’ “Talent on Tap” video series and blog). I share Wadors’ concern that assessing for culture fit can lead to a “hire like me” mentality.

‘Culture fit’: Excuse to discriminate?

Are candidates treated fairly during screenings for ‘culture fit’?

Sponsored posts promoting a guide with behavioral interview questions keep showing up in my Facebook timeline.

These 30 questions are supposed to screen job applicants for various traits — including leadership and adaptability — but “culture fit” receives top emphasis in the sponsored-post advertisement.

Personality screenings and autistic job candidates

Cartoon image created with Bitstrips

My primary purpose when creating Bitstrips cartoons is to illustrate blog posts and pages. When I found this image, among Bitstrips’ cartoons, it suggested a perfect illustration for my concern about personality screenings for job applicants.

EEOC must aggressively pursue autism discrimination

Cartoon image created with Bitstrips and added April 4, 2015

In the “Aspergers Management” group on LinkedIn, a member posted news of a May 2012 settlement between the Equal Employment Opportunity Commission and Randstad US, LP concerning a disability bias suit on behalf of a job candidate who is on the autism spectrum.

Disability Equality Index to rate inclusion policies

An online survey will allow businesses the chance to receive an objective score on disability inclusion policies and practices.The Disability Equality Index (DEI) will rate companies on a scale of 0 to 100.

Aging bias a reality during interviews

Failure to address disability-based discrimination isn’t the only omission by Films on Demand’s job interview videos. Try being perceived as “older” than the supervisor for the job you’re applying for.

Job videos insufficiently address discrimination

An online discussion for my Cuesta College internship addressed videos about successful job interviewing. The program was leased by Cuesta College for student viewing from Films on Demand.

If I’d been asked to share my opinion with the producers of these videos, I would have liked them to address discrimination in a more direct way.

Accessibility of online tools: report tracks top ideas

The U.S. Department of Labor’s Office of Disability Employment Policy, the Partnership on Employment and Accessible Technology (PEAT) and the Autistic Self Advocacy Network (ASAN) have completed a report compiling “participation metrics” for an online conversation about making web-based tools easier to use for workers with intellectual disabilities, cognitive issues, traumatic brain injury or other disabilities.

The dialogue was open from Dec. 9 to 20.

I’m gratified that the idea that I backed — concern for personality screening of job applicants — made the report’s “Top 5 Ideas” under “Applying for Jobs.” But I want to express my concern about the competitive nature of the PEAT-ASAN forum. Why was it structured so that people were able to vote down other people’s ideas?

Discussion to address improved accessibility of online employment tools

Cartoon image created with Bitstrips and added April 4, 2015

The U.S. Office of Disability Employment Policy is hosting an online dialogue about ways to make job-related technology more accessible to applicants with intellectual disabilities, cognitive issues, traumatic brain injuries or similar disabilities.

The discussion could not be more timely, given the increased prevalence of “social suitability” questions as part of the application process. In my opinion, any discussion of accessibility needs to include deliberate barriers imposed against job candidates.

‘Invisible’ disabilities pose job hunting challenges

People with “invisible” disabilities face a quandary when seeking work: to conceal or reveal the disability, each with potential consequences for finding and keeping employment? For the New York Times, Katherine Bouton provides an excellent, in-depth, report.

Make ADA protection as broad as possible

The U.S. House of Representatives has passed a civil rights bill that would restore broad protections to the 1990 Americans With Disabilities Act. The U.S. Senate is also expected to pass a similar measure.