The Black Book Experience

To catch last month's episode, click to watch!
https://www.youtube.com/watch?v=plhXJqb9Ntg

Happy Friday!!!
If you missed the premiere episode last Friday click the link to watch:
https://www.youtube.com/watch?v=plhXJqb9Ntg&t=385s
Its free and it’s a resource with information you can use now. It is likely you work with an autistic or neurodiverse person and may not know it. You don’t have to either but we all need reminders to respect differences because we are wired to look for and gravitate to sameness or what is familiar. Even I need that reminder sometimes. There are some fantastic episodes coming up and some great guests will be joining me in these much needed discussions on . Listen while you work (you can “whistle while you work” too because it is Friday, and you made it!)
Subscribe while you’re there so you can get the notifications!

Just a week away from the first episode! The podcast premiers next Friday. It will be a limited episode series packed with thought provoking topics, facts, observations and information. If you are a HUMAN you should watch it. Everyone will learn something and walk away with a new perspective.

While our audience is business leadership, everyone will learn something. Even if you are not a decision maker at your job, you can help the autism community and all businesses by watching and sharing the video.

Autistic persons should watch as well, as this work is about you and opening up employment opportunities for you.

All are needed at the virtual table because that is how the best efforts work! Progress and forward movement is made by the efforts of everyone.

Support the work…subscribe and watch. It easy to do and most of all this is FREE!

today https://www.youtube.com/

The podcast is almost here, and our first episode will air on September 27th!

These points speak for themselves. It's about social justice AND longevity of your business. It can really be both, and everyone wins!

today https://www.youtube.com/

It’s Fireside Friday and I’m back with a tip to help equip your business!

Everyone is talking about the social justice aspect of in the . That is important but I also know that businesses are in to make money. No business can keep its doors open if they don’t. Companies make money and that money also pays employee salaries, including employees that happen to be autistic. This week’s post addresses that with the numbers. This topic will be explored in detail on a future podcast episode.

The podcast debuts later this month. Click the link to subscribe to the YouTube channel: https://www.youtube.com/

Why would you miss it!

We have arrived at the Final Friday in August and presses forward!
This week we're discussing hiring practices and how they align with the current market.
This will be one of the many topics part of broader discussions we will have on the podcast that makes its debut in September. Head over to the YouTube page and hit that button. It's free to help the !
https://www.youtube.com/

returns for the conclusion of another week with important tidbits to support your inclusive hiring process to not just attract but maintain skilled talent!
Continue to follow us for the date drop of the . Head over to our YouTube page to subscribe and receive notifications: is where you can find us on YT!

Our snippet this week discusses micromanagement! There’s a difference between when you need to check in versus “helicoptering” your employees. Remember, your job is more than just checking up on your team. I’ve been a manager and leader for most of my years in my career. Even in those capacities I’ve been micromanaged, so I’ve been on both sides where I’ve seen it done to others (coaching them through the challenges) and been on the receiving end. Discussion is needed around this very common occurrence in the workplace and we will discuss its impact on autistic persons in more detail on a future podcast episode but meanwhile you can always email us to discuss training for your organization: [email protected]

is sending you off into the weekend with important considerations for your current job openings as well as a notification about our starting in September. Continue to follow us for the date drop of the podcast. Head over to our YouTube page to subscribe and receive notifications is where you can find us!

A small snippet about salaries this week where we will talk more on a future podcast episode but meanwhile you can always email us to discuss training for your organization: [email protected]

We are on YouTube to subscribe. The need for remains important and to hear it from and lens. returns!

I am an 💙 and

The question posed in our post for this week’s is one that I would literally love EVERYONE this post reaches to all speak on at once! What we are doing in our workplaces should be so impactful, that we run to the comment section on this post to share those practices.

Even though that will not happen, I do hope that it will give you pause… to think about the fact that this study from the is from 2014 (10 years ago), so it means the percentage is higher. Most for persons with a , such as , are reasonable to implement and often are not costly. In some cases, it can be as simple as open-mindedness to make physical adjustments to the environment or a altering a process. Example: change of seating (physical) or providing an outline for a meeting with a bit of “meat” about what will be covered or the questions that will be asked to allow them time to process and contribute beforehand.

Think about it, do you perform better when you have been provided an environment and the space to prepare versus moving from task to task that requires a significant amount of your mental capacity? We do that often in this society but it does not mean we are performing optimally. Knowing a task or role, along with space to perform and execute is what sets many apart in being great at what they do. Some persons with autism need this more. Question: What is keeping you from putting the necessary steps in place to bring them on board and benefit from the value they offer? should be one of the many reasons your company is an amazing place to work!

It’s a WIN-WIN…if you are not winning in this area, there’s a simple solution. Click the link, fill out the survey, WIN at and in your …they’re not mutually exclusive!
https://bit.ly/3LsZcBm

Beta launch for our online training will be available in June and spots are limited. Click the link to fill out the survey to get started. Or email us to schedule a free 15-minute consultation. Time is precious, let’s make it count!: [email protected]

Website: https://bit.ly/44XhT6X

It’s and as you in preparation for the weekend, I want to add to a point made in last week’s post!

Companies that do not explicitly state their commitment to inclusivity for neurodiverse individuals, particularly those with autism, ARE definitely missing out on this pool of talent. Focus on mutual value as expressed by your job descriptions and inclusivity statement will make this crystal clear to applicants wondering about fit….neurodiverse or not.

I’ve read quite a few inclusion statements in the past month. Many focus on specific demographics and could use clarity around disability related inclusivity such as autism.

Individuals with autism often possess unique skills and perspectives that can be valuable assets to an organization. In today's competitive job market, companies need to actively attract and retain top talent, which includes neurodiverse individuals.

Companies have a responsibility to create an inclusive and equitable workplace for all, regardless of neurodiversity. Having a clear and concise inclusion statement demonstrates a company's commitment to diversity and inclusion, making it more appealing to potential candidates.

Reminder… growth often lies beyond the familiar. By embracing diversity and inclusivity, you not only create a more welcoming workplace but also tap into a wider talent pool, gain loyal customers, and foster a more innovative and dynamic organization.



Website: https://bit.ly/44XhT6X