As Staffing Industry Analysts reported, last year “companies processed $82.4 billion U.S. dollars (USD) in spend associated with the human cloud on a global basis.” Today’s business environment is defined by the fluidity of globalization. In a short span of time, technology has eroded many of the barriers -- physical and social -- that have separated people throughout the ages. We’ve entered a new era of work where our tools, processes and people function in “the cloud.” Rigid structures and[...]
Eillie Anzilotti’s recent article for FastCompany highlights a Chicago-based nonprofit called Aspire, which provides services to people with developmental disabilities. Now, however, CEO Jim Kales wants to expand the company’s focus to incorporate a job training system that can place more disabled workers in roles.”For decades, people with autism or other developmental disabilities have been shut out of traditional jobs,” Anzilotti wrote. And Aspire seeks to achieve just that through workplace simulations, reminiscent of Microsoft. In past pieces on diversity, we’ve covered issues of race, gender, sexual orientation, gender identity and religious protections. Now it’s time to talk about workers with disabilities -- valuable yet underappreciated talent who also find themselves the victims of stereotypes and discrimination.
Promoting the benefits of diversity and inclusion is a hallmark of the contingent workforce industry. In many ways, it’s not just a core tenet of our mission to help client organizations flourish through exposure to new perspectives, cultures, ideas or ways of innovating -- it’s a passion. Some categories of diversity garner a lot of attention. Issues of fair practices involving race, gender and, most recently, sexual orientation shine brightly under the spotlight. Others, such as accommodating disabilities, attract less notice. We have written in detail about the advantages that exist across all layers of diversity, including disabled professionals. Now, as we prepare to attend the 2016 NMSDC Conference and Business Opportunity Exchangein Chicago this October, I’d like to discuss the exciting prospects of neurodiversity, which business leaders like Microsoft are exploring in hiring programs for autistic talent.