Neurodivergence in the workplace
Neurodivergence (Autism, ADHA, Giftedness, Dyslexia, etc.) is common in our Brainport region. Partly because of the many technicians who work here.
It often emerges in conflicts that the neurodivergent person has to adapt to his or her environment, but these people are already doing that. Providing insight into how they do this and how parties can resolve the conflict together through a structured approach has brought a lot to my mediations.
As a collaboration partner of The Brain Hub and the Samenwerkingsverband Autisme Zuidoost Brabant, I can fall back on specific expertise of my partners so that I can offer a tailor-made approach and/or refer to the right people when it comes to additional coaching or training.
Labour disputes with a multicultural background
Working with people who have come to live in the Netherlands from a different culture (such as expats and migrant workers) often give a different dynamic. Not only the language but also cultural values, norms and customs are not well understood on both sides and this leads to confusion and misunderstanding in communication.
In mijn mediations haal ik deze verschillen in culturele normen en gebruiken naar boven zodat inzicht ontstaat met welke intentie de zaak is aangepakt zodat inzicht wordt verkregen hoe het conflict heeft kunnen ontstaan. Dit komt een gedragen oplossing van beide partijen ten goede zodat de mediation met goed gevolg wordt afgerond.
Hassle in the organization
In an organizational system, there are always dynamics (in the undercurrent) that make an organization or team function the way it does. In change processes, these dynamics can be disrupted and this can lead to labour conflicts.
Prevent labor conflicts before they arise and discover what lives under the surface. This is a tailor-made workshop in which I provide insight into how the organizational system works, how to recognize the undercurrent and what it takes to deal with it. That you get a grip on the invisible in your team or organization and when you need what help.
Employment mediation – Joost’s specialization
As a company or organization, you may have to deal with labor conflicts that cost a lot of time, money and energy. If and for an employee, a conflict can (also) have far-reaching consequences. For example, the functioning and motivation to go to work can suffer.
You may even suffer from physical or psychological complaints due to the disrupted employment relationship. All the more reason to tackle the problem expertly before it escalates.
Do you need help with a labour dispute between you and your employer? Or are you the employer who has a dispute with one (or more) employee(s)?
Mediation in a labour dispute can offer a solution quickly and efficiently. Together with the people or parties involved, I look for a solution that is acceptable to everyone and as good as possible.
For labor conflicts with a multicultural or neurodivergent background, such as ADHD, Autism, Dyslexia, etc., extra attention and space are often necessary within a mediation process for these types of backgrounds.
Research has shown that more than 70% of the problems that occur at work have their origin outside the work. What organizations find difficult is how do you talk to the employee about matters that are going on outside of work, but have an impact at work.
I can fulfil this bridging function together with providers, for example in the field of vitality.
In an employment matter, I conduct the intake interviews and investigate the possibilities of reintegrating the employee. After just one good conversation, it may be possible for employer and employee to come to agreements to resume cooperation. Sometimes, however, reintegration into the current position or with the current employer is not (or no longer) possible. Then we can look together at the possibilities of outplacement or so-called exit mediation if it is preferable to terminate the employment.
I then guide parties in these processes.
I always have contact with your case manager in advance so that you can discuss relevant information in advance. In any case, my working method is aimed at achieving the best possible outcome for the issue so that parties can continue in a future-oriented way.
When do you call in Joost?
- When something needs to be done NOW
- Prevention is better than cure, how do I prevent conflict
- Permanent work on a healthy organization