Our Impact

Tips on adjusting recruiting and hiring processes to more effectively attract and interview neurodivergent jobseekers are shared by Susanne Bruyère, academic director at ILR’s Yang-Tan Institute on Employment and Disability.

Disability Statistics, a website created by the Northeast ADA Center – which is housed within ILR’s Yang-Tan Institute on Employment and Disability – is referenced in this article about accessibility at Pictured Rocks National Lake Shore, in Michigan. [Syndicated from MLive]

“Without strong federal enforcement, New Yorkers with disabilities are at greater risk of exclusion,” said Wendy Strobel Gower, executive director of ILR’s Yang-Tan Institute, as part of her May 6 testimony to the New York Senate Standing Committee on Disabilities and the Senate Standing Committee on Labor.

Susanne Bruyère, academic director of the Yang-Tan Institute on Employment and Disability, discusses how prominent companies are adapting hiring practices to support neurodivergent employees.

“Employers are recognizing they may be unnecessarily eliminating applicants,” said Susanne Bruyère, academic director at the Yang-Tan Institute on Employment and Disability, sharing how health issues can create gaps in a job candidate’s employment history that may cause an AI to screen out a qualified job candidate.

“I think all of us find identity in our job, in our work. … We want to make sure that what we’re doing and how we’re spending our time matters,” said Wendy Strobel Gower, executive director of ILR’s Yang-Tan Institute, in a keynote speech covered in this article.