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Mari Altshuler — General

Hi Elsie!
You've got a lot going on in your research design canvas! There are two clear routes you could take--focus on design research for the employers or focus on design research for the young people with ASD. Which are you most interested in? It's a win-win situation, but you definitely have to pick! No matter which group you choose, your task needs to be super specific- I think that the suggestion of resume design is a good example of a specific task because it is something very tangible and small-scale. Maybe something tangible on the employer front could be along the lines of collecting information about what is working for companies that do already hire people with ASD? Take a "find out what's out there before designing something new" approach? Looking forward to hearing about your next iteration!

2 years ago

1 person agrees

Mari Altshuler - Hello again!

-Research venue: Some sort of popular venue? Or a journal relating to research on ASD?

-Stakeholder: My gut is that you should choose a very specific employer- maybe a company that has already done some work in this area? Or a company that does work similar to another company that has already done work in this area? For example, if Microsoft already has some information on inclusive hiring, could you build on the work they've done by specifying tools for hiring people with ASD?

-Learner: If you can narrow in on a specific stakeholder, then that would help with narrowing in on the learner-- for example, your learners might be the HR team at Microsoft.

-Learner task: I wonder if "Successfully/efficiently tap into large pool of talent for company innovation" is too broad because "success" and "efficiency" are both rather vague terms. Maybe something like, "Understand the accommodations a person with ASD would need to have a productive interview experience." or "Understand the accommodations a person with ASD would need in order to do X in your company."?

-Learner mistakes & challenges: If employers don't understand the accommodations needed, then their mistake is... They don't hire potentially good-fit candidates with ASD?

-Fixable root cause: WHY do "Employers have hard time attracting, identifying, and retaining neurodiverse employees."? Is it because they are missing key knowledge or key experiences?

-Value proposition: I think that what you have ("Help employers efficiently attract, identify, hire, and keep employed people with ASD") is the start of what you need, but in order to make this a value proposition you have to get at why your stakeholder (the company) would want to hire/retain employees with ASD. What benefit do they get out of your product or suggested change? (Maybe you're suggesting that they're missing a large sector of the talent pool, so this "tool" would give them access to that missing sector?)

Design argument: You've got a solid start with this, but what specifically are you going to choose to design? A guide for interviewing a person with ASD? A guide for making work place accommodations? And how is it going to work?

Hurray!

2 years ago

1 person agrees

Xizi Zhang - Research venue: I think maybe psychology, or special education, something like that.

Stakeholders: Maybe give some reasons why you think employers and young adults with ASD. Also, I agree with Mari that you can specify what kinds of employers.

Learners: Maybe choose one learner, employers or young adults with ASD? In this way, I think you also need to pick which your focus is, so maybe choose one research question.

Fixable root cause: To me, it seems like that "Employers have hard time attracting, identifying, and retaining neurodiverse employees" is not the root cause. Maybe there is something behind this issue can explain why this happens.

Design argument: I like the two possible strategies you provided, but what you are going to design, a toolkit for employers to interview or a new training program.

2 years ago

1 person agrees

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