From environmental niches to unique contributions: Reconsidering fit to foster inclusion across neurotypes
From environmental niches to unique contributions: Reconsidering fit to foster inclusion across neurotypes
复制标题
从环境利基到独特贡献：重新考虑适合性以促进跨神经类型的包容性
DOI：
10.1017/iop.2022.98
复制
发表时间：
2023
期刊：
影响因子：
--
通讯作者：
Rosen, Christopher C.
中科院分区：
文献类型：
--
作者：
Ezerins, Maira E.;Vogus, Timothy J.;Gabriel, Allison S.;Simon, Lauren S.;Calderwood, Charles;Rosen, Christopher C.
许多研究都集中在人与组织之间的匹配的挑战（Kristof，1996）。考虑到失业和就业不足的普遍性，找到自己和组织之间的契合点，以及被视为融入组织的挑战，对于神经分歧的求职者和员工来说尤其严重。在LeFevre-Levy及其同事（2023）的基础上，在当前的评论中，我们强调尽管残疾的社会模型越来越被接受，神经分歧优势的观点越来越积极，（例如，den Houting，2019），研究和实践需要超越在神经系统中寻找利基，在那里神经分歧的人可以生存并茁壮成长到跨神经类型这意味着将机会扩展到广为人知的专业神经多样性招聘计划之外，这些计划在全球总共雇用了不到1，500名员工（Bernick，2021年）。这样做需要更好地理解神经分歧个体“不适应”的基础，并确定是什么促成了正确的工作环境来纠正它。为了推进这一讨论，我们阐述了“双重同理心问题”（米尔顿，2012）和神经分歧人群的异质性（Bury et al.，双重同理心问题和神经分歧个体的异质性Misfit植根于“双重同理心问题”，或跨神经类型理解的脱节（米尔顿，2012）。在这里，神经分歧者--特别是自闭症谱系的个体--和神经典型的个体以不同的方式看待和体验世界，因此，往往很难相互同情和理解。缺乏同理心的理解意味着组织和个人对工作场所的期望、关系以及什么是“好员工”有不同的理解（Martin et al.，2022年）。此外，自闭症等神经多样性形式的表现具有很大的异质性（Bury等人，2019年），与就业偏好的相应异质性。最近一项针对自闭症大学生的研究发现，尽管大多数神经多样性招聘计划都集中在信息技术领域，但与计算机或数学专业相比，以帮助为导向的就业更受欢迎（Cheriyan等人，2021年）。事实上，神经分歧者的能力和抱负与神经典型者一样多种多样。因此，双重共情问题表明，神经典型的努力，以确定域的神经分歧就业可能是基于误解。此外，神经学上不同的人在兴趣、需求和偏好上的巨大异质性，
Much research has focused on the challenge of fit between people and organizations (Kristof, 1996). Given the prevalence of unemployment and underemployment, the challenge of both finding fit between oneself and one’s organization, and being seen as fitting in, is especially acute for neurodivergent job candidates and employees. Building on LeFevre-Levy and colleagues (2023), in the current commentary, we emphasize how despite the growing acceptance of the social model of disability and increasingly positive views of neurodivergent strengths (eg, den Houting, 2019), research and practice need to move beyond finding niches within neurotypical systems where neurodivergent people can exist and thrive to systems that are collaboratively constructed across neurotypes. This means extending opportunities beyond well-publicized, specialized neurodiversity hiring initiatives that in total employ fewer than 1,500 globally (Bernick, 2021). Doing so requires better understanding the underpinnings of “misfit” for neurodivergent individuals and identifying what makes for the right workplace conditions to redress it. To advance this discussion, we articulate how the “double empathy problem”(Milton, 2012) and the heterogeneity of neurodivergent populations (Bury et al., 2019) requires rethinking traditional—and, most frequently, neurotypical—approaches to fit in research and practice.The double empathy problem and neurodivergent heterogeneity Misfit for neurodivergent individuals is rooted in the “double empathy problem,” or the disconnect in understanding across neurotypes (Milton, 2012). Here, neurodivergent—notably individuals on the autism spectrum—and neurotypical individuals see and experience the world in different ways and, as a result, often have difficulty empathizing with and understanding one another. The lack of empathic understanding means that organizations and individuals have different understandings of workplace expectations, relationships, and what makes a “good employee”(Martin et al., 2022). In addition, forms of neurodiversity like autism have a great deal of heterogeneity in their manifestation (Bury et al., 2019), with corresponding heterogeneity in employment preferences. A recent study of autistic university students found that—despite most neurodiversity hiring initiatives being focused on roles in information technology—employment in a helping-oriented role was most preferred compared to a computing or math-based profession (Cheriyan et al., 2021). In actuality, the abilities and aspirations of neurodivergent individuals are as varied as neurotypicals. As such, the double empathy problem suggests that neurotypical efforts to identify domains for neurodivergent employment may be based on misunderstanding. Further, the vast heterogeneity across the interests, needs, and preferences of neurologically diverse
登录
查看更多内容
影响因子：
3.9
作者：
Dreaver, Jessica;Thompson, Craig;Falkmer, Marita
通讯作者：
Falkmer, Marita
招聘作为文化匹配
DOI：
--
发表时间：
2012
期刊：
影响因子：
--
作者：
Lauren A. Rivera
通讯作者：
Lauren A. Rivera
DOI：
--
发表时间：
2016
期刊：
影响因子：
--
作者：
Anne S. Miner;Olubukunola Akinsanmi
通讯作者：
Olubukunola Akinsanmi
影响因子：
3.8
作者：
Cheriyan C;Shevchuk-Hill S;Riccio A;Vincent J;Kapp SK;Cage E;Dwyer P;Kofner B;Attwood H;Gillespie-Lynch K
通讯作者：
Gillespie-Lynch K
“有时你只是需要有人给你一个机会”：英国德意志银行针对自闭症毕业生的实习计划
影响因子：
3.3
作者：
A. Remington;E. Pellicano
通讯作者：
E. Pellicano