Employers are gradually getting better at recognising the value of including neurodiverse people in their organisations, and information about accommodation strategies is starting to become more readily available.
That said, these accommodations aren’t helpful to workers if they are unable to land a job in the first place. Recruitment and selection practices can inadvertently negatively impact candidates with autism.
Some simple tactics can help lessen the likelihood of this happening.
Alongside skills, experience and ‘fit’ with your organisation’s culture, do you consider ‘mindset’ when you recruit new staff and volunteers?
When you hire people with a growth mindset, you are setting your organisation up to succeed further into the future.
Here are six growth mindset-focused interview questions that you can try in your next interview.
Stanford psychology professor Carol Dweck has spent her life studying human motivation. She’s undertaken decades of painstaking research to understand why people succeed (or don’t) and what’s within our control when it comes to success and failure.
Typically skills and experience are high on the list of priorities during a recruitment process. But Dweck’s theory suggests that mindset may be an even more powerful determinant of both professional effectiveness and leadership potential.
Lack of sleep may be triggering the next workplace health crisis: almost four in ten Australians admitting they aren’t getting a good night’s rest.
Educating managers about sleep and its benefits is crucial to ensuring they can manage teams to deliver maximum impact to your organisation – and your clients who depend on them.
Interviews are an imperfect way to recruit new staff members at the best of times. But while interviews are not perfect, they remain one of the best ways to assess candidates for just about any job.
But interviews are only effective if you ask the right questions.
When it comes to communication, we all tend to think we’re pretty good at it.
Truth is, even those of us who are good communicators aren’t nearly as good as we think we are. This overestimation of our ability to communicate is magnified when interacting with people we spend the most time with.
These eight strategies will help you to overcome the communication bias that tends to hold us back, especially with those we manage or work closely with.
Sexual harassment is a risk in almost every workplace. It can cause significant physical and psychological harm to victims – and also to people who witness it.
So what can you do to ensure your organisation is creating a safe, affirming and positive environment for all staff?
When your people are well, your organisation stands to benefit from higher productivity and higher staff retention.
Having a policy in your workplace – to frame staff actions on mental health and provide clarity for helping employees and managers speak openly and find solutions – can help set the foundations for supporting the mental health of employees and strengthening your organisation.
Have you ever struggled with a problem that will not go away, despite multiple attempts to solve it?
Adaptive leadership is a practice that helps a leader to engage members of an organisation to adapt to change, and it can help tackle problems which stubbornly persist or face unexpected resistance, despite seemingly obvious solutions.
Employees who trust their organisation are more loyal, engaged, committed, and will advocate for their workplace – so how can leaders build an organisation-wide culture of trust?
If you’d like to build greater trust in your NFP’s workplace, here are 5 key ways trust can be built and improved.