Automated decision-making systems carry a risk of algorithmic bias and inadvertent discrimination, but according to new research, switched-on employers can use those same systems to "strongly complement neurodiversity initiatives".
An employee called into "meetings upon meetings" about two workplace incidents, despite the fact she had already provided statements and received a final warning, has won her psychological injury claim.
Researchers are calling on employers and governments to protect workers from increasingly common "out-of-hours intrusions", after finding these "boundary infringements" elevate workplace stress.
Hustle culture is making a comeback in workplaces and possibly for good reasons, but employees can "only tolerate so much for so long", says a psychologist.
Too many workplaces now suffer from 'productivity paranoia', where leaders believe there's been a drop in work activity, and employees feel like their every move is being scrutinised.
Employers often don't respond well to disclosures about autism because they mistakenly think the employee wants workplace adjustments, when really they just want to be understood, a psychologist says.
Too many employees are burning out because they cannot be themselves at work, but a factor complicating this issue is that most people "don't know who they are".
Even high performers can only work in peak mode for about two hours at a time, and risk tipping the balance from "good stress" to "bad stress" when they don't, a leading coach warns.
Legal obligations around workplace s-xual harassment are changing throughout this year, but in many cases employers should already be complying, a specialist lawyer says. Watch this HR Daily Premium webcast to move beyond compliance to best practices.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
