Nothing about us, without us: A case study of a consumer-run organization by and for people on the autism spectrum in the Netherlands

Bosch, Karin E. van den; Krzeminska, Anna; Song, Eun Young; Hal, Lineke van; Waltz, Mitzi; Ebben, H.; Schippers, A.

doi:10.1017/jmo.2018.54

Cited by 43 publications

(19 citation statements)

References 50 publications

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“…They also emphasize the vast nature as to how autism can symptomatically manifest. Thus, as illustrated in the DXC case and the article by van den Bosch et al (in this issue), no two autistic people are the same. Both articles highlight that, in the absence of a neurodiversity-inclusive environment and autism employment program, autistic individuals are likely to conceal or mask their autistic traits during the recruitment and selection process as well as after obtaining employment.…”

Section: Discussion Questionsmentioning

confidence: 85%

The DXC technology work experience program: disability-inclusive recruitment and selection in action

Carrero

Krzeminska²,

Härtel

2019

Journal of Management & Organization

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With the rapid advancement of innovative technology, coupled with IT being a core function in contemporary business, there has been an upward trend of multi-national companies (MNCs) reporting a skill deficit in areas such as data analytics and cybersecurity (Columbus, 2017. IBM predicts demand for data scientists will soar 28% By 2020. Forbes; NeSmith, 2018. The cybersecurity gap is an industry crisis. Forbes). In a recent survey with over 3,000 CIOs, 65% indicated their organizations were unable to maintain par with the progression of technology in areas such as data analytics and security due to a lack of adequate talent (Harvey Nash & KPMG, 2018. CIO survey 2018). Although, organizations have recently started to expand their talent pipeline following a neurological breakthrough: research as well as anecdotal evidence suggests adults with mild forms of autism display above-average intelligence, increased attention focus, and high visual–spatial abilities; a combination in high market demand for roles such as software testing, data analysis, cybersecurity, and engineering due to their uncanny ability with pattern recognition, information processing, analytics, and attention to detail.These auspicious developments come at the helm of an increasing rate of governments around the world implementing provisions to their labour regulations towards equitable hiring of people with disabilities (Myors et al., 2017. Perspectives from 22 countries on the legal environment for selection. Handbook of Employee Selection. 659–677. Research Collection Lee Kong Chian School of Business.). Some, such as France, Japan, Kenya, Korea, and Taiwan, have gone so far as to set quota targets (Myors et al., 2017. Perspectives from 22 countries on the legal environment for selection. Handbook of Employee Selection. 659–677. Research Collection Lee Kong Chian School of Business.). The implication for organizations is that they need to develop disability-inclusive recruitment and selection systems along with work designs and environments that are disability friendly. But what does this mean in practice? What does a disability-inclusive recruitment and selection system look like?Enter DXC Technology (DXC): born out of a merger between global conglomerate Computer Science Corporation and Hewlett Packard Enterprise, generating close to $25 billion annually in revenue, with clients across more than 70 countries, they strategically became a pioneer in the digital transformation that was taking place globally. In the wake of the breakthrough in employment diversity, DXC recognized this as an opportunity to gain a critical edge within the increasingly competitive talent pool market. First, design a program of their own for recruiting and selecting adults with high functioning autism. Next, through a collaboration with various universities including the University of Queensland and Macquarie University, Neurodiversity Hubs were established; an initiative designed to assist neurodivergent students with obtaining work experience and internships. In doing so, they faced the following key challenges: How could they design a recruitment and selection strategy for neurodivergent individuals that was equitable, ethical, and efficient? In particular, where could they find suitable neurodivergent candidates, what criteria should they use to select them, and how should they handle unsuccessful candidates to ensure beneficial outcomes for all stakeholders?

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Section: Discussion Questionsmentioning

confidence: 85%

The DXC technology work experience program: disability-inclusive recruitment and selection in action

Carrero

Krzeminska²,

Härtel

2019

Journal of Management & Organization

Self Cite

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“…Others such as Turner (1994) further developed practice theory, elaborating the notion of both "tradition" and "tacit knowledge" and their importance in practices, but also pointing out the fuzziness of the concept of practices. Schatzki (1996) has been influential in theorizing the notion of practice.…”

Section: Practice Theory: a Third Waymentioning

confidence: 99%

“…A third theme is closely related to solidarity, reiterating Reckwitz's definition on practices that includes "states of emotions" (2002)-this theme can be labeled as "supporting each other" or "being in the community." Supporting each other is a known concept, relating to forms of peer-support that have been appraised in previous research (e.g., Brown, Shepherd, Wituk, & Meissen, 2008;Carter, Moss, Hoffman, Chung, & Sisco, 2011;Van den Bosch et al, 2018). Here, practices articulating forms of support and solidarity were mentioned in various contexts.…”

Section: Common Themes Of Practicesmentioning

confidence: 99%

“…CoPs are usually defined as "group of people who share a concern or passion for something they do and learn how to do it better as they interact regularly" (Wenger-Trayner & Wenger-Trayner, 2011, p. 1). CoPs-such as collectives or organizations where people share information, learn, develop skills, and so on-are also characterized by implicit forms of learning and tacit knowledge (Duguid, 2005), which are core concepts acknowledged by practice theorists as well (Collins, 2001;Schatzki, 2001;Turner, 1994). Tacit knowledge may be an important realm of skills or know-how that allows advocates and self-advocates to practice advocacy.…”

Section: Common Themes Of Practicesmentioning

confidence: 99%

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Redefining Self‐Advocacy: A Practice Theory‐Based Approach

Petri

Bradshaw

2020

Policy Practice Intel Disabi

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The disabled people's movements have successfully influenced public policies and laws. Self‐advocates who are autistic or have an intellectual disability have been working alongside other advocates for recent decades. Practice theory has rarely been used in disability research. This study explores “practice theory” through the analysis of interviews with advocates and self‐advocates within the autism and intellectual disability advocacy movements. This is a qualitative, empirical study based on interviews and focus groups with 43 participants in two countries. The data were collected in 2016–17. Content analysis was used to identify themes. Data indicate that everyday practices of self‐advocates and advocates such as parent advocates and professional advocates largely overlap. There are five major types of practices that are done by nearly all advocates: “informing and being informed,” “using media,” “supporting each other,” “speaking up,” and “bureaucratic duties.” Contrary to several previous studies on self‐advocacy that emphasized “speaking up” as the main activity in advocacy, this study found that most practices of advocates and self‐advocates are “para‐advocacy” practices that may or may not lead directly to “speaking up.” Practices of self‐advocates are often embedded in other everyday activities people do. The line between practices that belong to self‐advocacy and practices outside self‐advocacy may not always be clear even to self‐advocates. Findings also indicate that hierarchies in the disability movement influence strongly the position of self‐advocates.

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“…However, autistic 1 children grew up to be autistic adults, the increasing number of autism diagnoses included an increasing number of adults being diagnosed, and the rise of the Internet allowed autistic adults who were otherwise geographically dispersed to connect across space and time, with no need to read body language or make eye contact. Thus, was born the autistic self-advocacy movement, which prioritizes acceptance, support, and quality of life (Blume, 1997(Blume, , 1998Dekker, 1998;Harmon, 2004).…”

Section: Introductionmentioning

confidence: 99%

Autistic Adult and Non-Autistic Parent Advocates: Bridging the Divide

Rottier¹,

Gernsbacher²

2020

Research in Social Science and Disability

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Purpose: Due to the developmental nature of autism, which is often diagnosed in preschool or elementary school-aged children, non-autistic parents of autistic children typically play a prominent role in autism advocacy. However, as autistic children become adults and adult diagnoses of autism continue to rise, autistic adults have played a more prominent role in advocacy. The purpose of this chapter is to explore the histories of adult and non-autistic parent advocacy in the United States and to examine the points of divergence and convergence.Approach: Because of their different perspectives and experiences, advocacy by autistic adults and non-autistic parents can have distinctive goals and conflicting priorities. Therefore, the approach we take in the current chapter is a collaboration between an autistic adult and a non-autistic parent, both of whom are research scholars. Findings:The authors explore the divergence of goals and discourse between autistic self-advocates and non-autistic parent advocates and offer three principles for building future alliances to bridge the divide between autistic adults and non-autistic parents.

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Nothing about us, without us: A case study of a consumer-run organization by and for people on the autism spectrum in the Netherlands

Cited by 43 publications

References 50 publications

The DXC technology work experience program: disability-inclusive recruitment and selection in action

The DXC technology work experience program: disability-inclusive recruitment and selection in action

Redefining Self‐Advocacy: A Practice Theory‐Based Approach

Autistic Adult and Non-Autistic Parent Advocates: Bridging the Divide

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