Samantha Z. Dzabic’s Post

Given the recent Ageism Awareness Day and the heat surrounding the topic, this week we're talking about ageism. Daniel Luschwitz of Skills Development Group, joined Peter Fegan on 4BC Breakfast last week discussing ageism in the workplace. With 60% of "older" workers feeling discriminated against in the workforce, finding employment after reaching 60 becoming a significant challenge, and, even in this age of diversity and inclusion, only 8% of organisations having a policy around ageism, through their "Experience Never Expires" campaign, Skills Development Group is raising awareness and helping businesses understand that "older" workers, people with experience, are in fact an asset to their workforce. Take a listen: https://buff.ly/3BOwjxz #ageism #ageismawareness

Explore MyPerfectResume's report on ageism in the workplace, revealing how older employees face pressure, stereotypes, and bullying. Read the Latest full News - https://lnkd.in/eVF_RcBW #AgeDiversity #WorkplaceInclusion #Ageism #GenerationalWorkplace #DiversityAndInclusion #OlderWorkers #WorkplaceCulture #Stereotypes #CareerGrowth

Should #ageism be part of #DEI programs? Sheila Callaham presents some provocative pros and cons. Ageism in the #workplace harms individuals, communities and employers - and must be addressed. Building anti-ageism into DEI programs is one way to tackle workplace age discrimination (but not the only one), but is it where anti-ageism advocates should put their energy? If yes, why? If not, where? https://lnkd.in/gXwapZTG

"An inclusive organization is one that responds to workplace barriers through both individualized adjustments and accommodations AND universal design-inspired approaches to policies and practices. “...Rather than seeing certain types of differences as ‘deficits’ requiring personalized adjustment or accommodations, employers could consider ways that they may be marginalizing or disabling certain employees through rigid and/or non-inclusive policies and procedures.” #EmployDifferentThinking #neurodiversity #autism Read more in this recent research article, “Autistic Perspectives on Employment: A Scoping Review” co-authored by Specialisterne team member, Megan Pilatzke. https://lnkd.in/eQ7Us7yp

If you’re an employer or in HR, you’ll be aware of Labour’s plan to “Make Work Pay“ that delivers a new deal in areas such as equal pay, day one rights and equality. The plan will make it mandatory to support neurodiversity in the workplace, providing a pivotal moment to enhance our workplace cultures and acknowledge and embrace the unique talents that neurodivergent employees bring. 🔍 Why Neurodiversity Matters Neurodivergent individuals, including those with autism, ADHD, dyslexia, and more, often possess unique perspectives and skills. However, without proper understanding and support, their talents may be overlooked. Neurodiversity awareness training can help your team recognise and value these differences, leading to benefits such as increased innovation, productivity and engagement. 🌈 Now is the perfect time to invest in neurodiversity awareness training for your workplace Get in touch to find out more. #Neurodiversity #Inclusion #WorkplaceTraining #MakeWorkPay #DiversityAndInclusion #Consulting #Training #NeurodiversityAwareness

"An inclusive organization is one that responds to workplace barriers through both individualized adjustments and accommodations AND universal design-inspired approaches to policies and practices. “...Rather than seeing certain types of differences as ‘deficits’ requiring personalized adjustment or accommodations, employers could consider ways that they may be marginalizing or disabling certain employees through rigid and/or non-inclusive policies and procedures.” #EmployDifferentThinking #neurodiversity #autism Read more in this recent research article, “Autistic Perspectives on Employment: A Scoping Review” co-authored by Specialisterne team member, Megan Pilatzke. https://lnkd.in/eQ7Us7yp

Embracing Neurodiversity in the Workplace Neurodiversity celebrates the natural variations in the human brain, including conditions like autism, ADHD, and dyslexia. Embracing neurodiversity can lead to:   Innovation & Creativity: Unique perspectives drive fresh ideas and solutions. Inclusive Culture: Valuing neurodiverse employees fosters understanding and satisfaction. Enhanced Productivity: Accommodating diverse needs helps everyone perform their best. Social Responsibility: Diverse companies attract top talent and enjoy positive reputations.   Steps to support neurodiversity: 1. Education & Training: Reduce stigma through awareness. 2. Flexible Work Policies: Meet diverse needs with adaptable work options. 3. Individualised Support: Provide mentoring and personalised plans. 4. Inclusive Recruitment: Adapt processes to showcase diverse skills.   Let's create workplaces where everyone can thrive! 🌍💼   A great resource can be found here: https://lnkd.in/g_N8MBJW   #Neurodiversity #Inclusion #WorkplaceDiversity #InclusiveWorkplace Diversity Committee: Sharon Piening, Tina Clark, Jane Lorimer & Lisa Wilson

New Blog Post!✍️ Why Neuroinclusion Matters for Job Pauses and Job Exits... ➡️ When an employee steps away from work — whether for a day, a month, or permanently — it’s a time of transition that requires thoughtful support. ➡️ Approaching absences, leave management or job separations from a neuroinclusive lens means understanding and adjusting to the diverse needs of neurodivergent employees. This ensures that transitions are handled fairly and respectfully, preserving both employee dignity and the employer’s reputation for equity, diversity, and inclusion. ➡️ By taking a neuroinclusive approach, you’ll foster a respectful environment where transitions are handled with care, benefiting both employees and employers in the long run. ➡️ This blog post, provides insights on how employers can create fair and equitable transitions and neuroinclusive approaches to employee leave and separations. 🌟 👓Check it out here: https://lnkd.in/gmzjRkdM This Disability Employment Awareness Month (#DEAM) – in partnership with The Sinneave Family Foundation, the Social Research and Demonstration Corporation is conducting research to explore how employers can create more neuroinclusive workplaces. The research aims to identify evidence-based practices and real-world examples that help employers support neurodivergent people and people living with disabilities to uncover opportunities to further improve workplace inclusion. View the research summary in its entirety here: https://lnkd.in/gzbtPi22 #Neurodiversity #Neuroinclusion #NeurodivergentTalent #InclusiveHiring #Recruitment #RethinkingRecruitment #InclusiveEmployers #InclusionMatters #EmployeeLifecycle #EmployeeSeparation #ExitInterviews #DEAM

This week is Inclusion at Work Week. We’d like to encourage all employers and managers to reflect on how well you and your organisation are doing diversity and inclusion in your workplace, particularly for your autistic employees. There are huge benefits in having a truly diverse workforce, which includes autistic employees! Evidence proves there are significant improvements in employee health and wellbeing, innovation, and organisational performance. So why are autistic people 8 times more likely to be unemployed then their neurotypical peers? Why do autistic people experience much higher underemployment and job turnover? And how can you change this at your workplace? At Empower Autism, we understand the unique potential of neurodiversity in the workplace. We're a community-based organization with a 30-year legacy of success in empowering autistic individuals and educating employers and the community to create positive social change! If you’d like this Inclusion at Work Week to be the catalyst for real change in your workplace, speak to us about how we can help you build an autism-affirming culture. Empowered Minds - Empower Autism #InclusionAtWorkWeek #DiversityCouncilAustralia #Autism #Autistic #Neurodiversity #Neurodivergent

How can digital accessibility help people who are Neurodiverse? In this webinar, Jonathan Hassell shares the research and key learnings from research done with the National Autistic Society to deliver ‘the missing neurodiversity guidelines’ for the digital world. He shares what the guidelines could bring for your organisation – how they can improve your recruitment and onboarding processes, the tools your staff use, your internal communications, and how your external websites and apps connect with more of your customers. Watch the webinar here https://lnkd.in/eWY9CFrE #Neurodiverse #Autism #Neurodiversity #Inclusion #WorkplaceInclusion #HR #Recruitment