Supervisor-supervisee relationships can be complex, tense, and downright uncomfortable. Yet, many such relationships can also be highly rewarding, where both supervisor and supervisee feel respected and validated in their respective roles. Research suggests much depends on perspectives and perspective taking. For example, do supervisees not communicate on-the-job difficulties because they are afraid that it will be interpreted as incompetence? This session will discuss supervisor perspective-taking when working with individuals with both reported and undisclosed ADHD and/or Autism.
Presenter: Manju Banerjee, Ph.D., Vice President of Educational Research and Innovation,
Employees with ADHD and autism frequently experience co-occurring issues with anxiety. As a result of this anxiety, job performance can suffer. This session will examine common situations in which anxiety can be heightened for individuals with ADHD and autism. Proactive strategies for supporting these employees will be discussed.
There’s a talent shortage coming that affects us, and it affects our customers as they experience digital transformation. There will be 1.1M computing-related job openings in the U.S. by the year 2024. Yet only 45% of these jobs could be filled based on US graduation rates. Expanding the pipeline and bringing in traditionally underrepresented groups is critical for our business. Dell is dedicated to building the most innovative team and culture, which means bringing forward different perspectives and preparing the next generation with the skills for a digital future. The Dell Neurodiversity—Autism Hiring Program was launched with the intent to provide career readiness training and possible full-time career opportunities for individuals on the autism spectrum. In partnership with HMEA, the Arc of the Capital Area and Neurodiversity in the Workplace, the program rethinks the traditional interview process and removes barriers that may limit an individual from fully showcasing their true abilities and potential. Dell Technologies believes that everyone has unique strengths and skills to contribute in the workplace.
Krish Gupta, M.S., J.D., Senior Vice President
It is normal for managers to have many questions before managing their first associate on the spectrum. Together we will discuss how the answers to these questions benefit more than just the manager and the employee on the spectrum. They benefit ALL managers and ALL associates who want to improve their collaboration and to drive innovation through inclusion.
Parinay Malik, Inclusive Experience Lead
Hale Pulsifer, Customer Accessibility Lead
Neurodiversity is often excluded from corporate inclusion programs. Neurodiversity refers to neurological differences that exist within our society. This session will provide tools for working with individuals with autism, ADHD, and learning disabilities. A number of corporations recruit neurodiverse talent including JP Morgan Chase, EY, and Microsoft. Participants will learn strategies to equip their clients facing barriers to employment, as well as ideas on employer education and mentorships.
Jan Coplan, Director of Career Connections, Landmark College