Why your TA strategy should include neurodiversity

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Companies innovate by hiring people with different strengths. Also called “cognitive diversity” and “diversity of thought,” neurodiversity imagines a workforce that uses varied and unique ways of ideating, problem-solving, and strategizing. Common examples of neurodiversity include ADHD, autism, dyslexia, and many more. But, these conditions shouldn’t be viewed as strict disorders and disabilities. 

Rather, you should view neurodiverse candidates and employees as advantageous, pushing the boundaries of your company’s work. These differences afford a competitive advantage since they mix candidate pools and, in doing so, increase the likelihood of reaching creative, competitive talent.

Unfortunately, something has stopped companies from

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