Ashland County Health & Human Services is accepting applications for a full-time Adult Services Social Worker supporting mental health and substance use clients. Salary is $23.18 – $25.17/hr based on experience. Apply now! https://ow.ly/G0wS50SuNCS
State of Wisconsin’s Post
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Coming in at #3 in our year's top 10 was this 1-minute recruiter tip about hiring autistic and neurodivergent candidates. To help your candidates excel, we've created a series of tips with our partners at Integrate Autism Employment Advisors >> https://bit.ly/40vQ5EK #AutismAtWork
1 minute recruiter tips: autistic and neurodivergent candidates
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Evidence is clear that autistic people bring a wide range of strengths and talents to the workplace. Despite this, autistic people experience very low employment rates, and research suggests that only 3 in 10 autistic people are in any form of employment (Buckland Review of Autism Employment 2024). So what can employers do to improve employment outcomes for autistic people? Check out this short blog post which has been produced as part our Neurodiversity Celebration Month activities to find out: https://lnkd.in/e2FYm5JQ
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It's #AutismAcceptanceMonth and we're re-sharing valuable resources to improve your hiring process for autistic and neurodivergent candidates. Download our best practices hiring guide created with Integrate Autism Employment Advisors >> https://bit.ly/3TOiggU #DEI #autismatwork
1-Minute Recruiter Tip: Autism Acceptance Month
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Looking for some ways you can incorporate neuroinclusion when recruiting? Take a look at our Tips for Employers guide we developed with in conjunction HireVue. If you're interested in learning more, email us at info@integrateadvisors.org. #inclusivehiring #neurodivergenthiring #inclusiverecruitment
It's #AutismAcceptanceMonth and we're re-sharing valuable resources to improve your hiring process for autistic and neurodivergent candidates. Download our best practices hiring guide created with Integrate Autism Employment Advisors >> https://bit.ly/3TOiggU #DEI #autismatwork
1-Minute Recruiter Tip: Autism Acceptance Month
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Here's another opportunity to read our Chief Commissioner's blog on the importance of inclusive recruitment procedures for job seekers with autism and what employers can do. Read the blog 👇 https://lnkd.in/e7eYDHtq #AutismAwarenessWeek #WAAW24
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“Natural supports” are methods of inclusion and assistance that exist in any workplace. Natural supports can help an employee with Autism to perform their job, and feel socially included—which is crucial for job retention. Learn more: https://bit.ly/49fLBqe
Employment Natural Supports: What are they and why are they important for employees with Autism? | Autism Society
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IBM-Certified Full-Stack Developer Seeking Opportunities Relevant to Experience | Java | Salesforce | WordPress
Is your company missing out on talented people who could bring great value, because of outdated hiring practices? Here's Rt Hon Sir Robert Buckland KBE KC MP's (2024) summary of the benefits of neurodiversity in the workplace: ‘Neurodiversity is a vital but too often underutilised resource for employers across the private, public and voluntary and community sectors. We know that autistic people have certain strengths that can help them outperform their non-autistic peers, particularly those requiring attention to detail, focus and information processing. At an organisational level, autistic people introduce different ways of thinking and working. For complex tasks that involve problem solving or creative thinking, like developing new products or business strategies, a neurodiverse team is more likely to avoid cognitive biases, generate a wider range of ideas to consider and confer a competitive advantage over other organisations’. References: Buckland, R. (2024) The Buckland Review of Autism Employment: report and recommendations. Available at link below (Accessed: 29 February 2024). #attentiontodetail #autism #competitiveadvantage #creativethinking #employment #focus #neurodiversity #problemsolving
The Buckland Review of Autism Employment: report and recommendations
gov.uk
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I will be moderating an Autism Tennessee Spectrum Chat panel discussion next Thursday, May 23 titled "Seeking Meaningful Employment" as Autistic people. Anyone is welcome to attend this virtual panel, regardless of whether you are in TN. You can learn more and register here: https://lnkd.in/ecbvzVJ7 This engaging online discussion will feature a panel of Autistic professionals sharing their firsthand experiences navigating an employment landscape not designed for Autistic folks, and their strategies for finding jobs that align with their Autistic strengths and passions. Gain valuable advice on the job search process from an Autistic viewpoint, learn about effective self-advocacy techniques during job hunting, and discuss how employers can dismantle barriers to enable Autistic people to contribute fully to their missions.
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Senior Tier 2 IT Analyst @ Meltwater | ITIL Certified | Passionate Neurodiversity Advocate | Podcaster
Neuroinclusion in the professional world starts from the first job advert. Prospective employers should be mindful of candidates' needs when they first see their CV. It doesn't stop there though. Interviews should be held and structured in a way that neurodiverse candidates are able to shine and not be put at a disadvantage because our brains work differently. And even then, it should continue right through employment, where the neurodivergent employee doesn't have to scrabble to survive in employment and end up on a one-way ticket to burnout. We need to be given the right support to ensure that we can thrive and be of value to the workplace and society. #Neurodiversity #Neuroinclusion #Autism #ADHD #Employment #Employmentsupport #Success
Chair, Non Exec Director, Sustainable Investment/ESG Expert, Marine Conservation & Finance, Blue Economy and Founder of Sustainability Rocks
The Buckland Review, published today, spells out what has been known for a long time that recruitment practices are not fit for purpose for attracting neurodiverse talent. Archaic practices play to candidate weaknesses and not their strengths, this has to change. The dreadful employment statistics are a testament to this and HR professionals need to develop their skills and practices to respond. Sustainable investors also need to rethink their views on diversity and move beyond the gender and ethnicity focus which has become the standard approach. Sudip Hazra Abigail Herron Dr Vina [Stavroula] Theodorakopoulou FRSA Mayur Gondhea Marc Crawley GAIN (Group for Autism, Insurance, Investment & Neurodiversity) Lorraine Dryland Mark Buckley #neurodiversity #recruitment #talentacquisition #autismawareness #stewardship #sustainableinvestment https://lnkd.in/eZbig-sy
The Buckland Review of Autism Employment: report and recommendations
gov.uk
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Employers/prospective employers gentle reminder that A. Being neurodivergent doesn't always mean autism. B. There are no 'markers' for neurodivergence. So just because someone doesn't act in a particular way doesnt mean that they arent neurodivergent. In fact it probably means they are masking. C. If someone asks for a specific accommodations they arent being difficult or trying to avoid work. In fact it was more than likely extremely difficult to ask for this.
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