ALT A graphic showing a man, with his right-hand index finger touching his right temple, looking into his laptop screen on a table that has also a tea cup on a saucer. The laptop and the man's face are highlighted by an overhead spotlight.

ALT An image of a tired worker wearing a hardhat leaning on a work bench with his eyes closed. The description reads, "Jorge is a diligent worker but has called out of work a few times. HR is informed about Jorge’s situation and company policy requires firing Jorge after the 3rd shift cancellation. As his manager you inform him that if he calls out again, you will have to let him go. Jorge has been juggling multiple personal and professional responsibilities that have affected his health, but he is too scared to talk to you about it. Should you fire Jorge?" Additional items are: Neurodiversity Pathways organization logo, a large title that reads, ""The Power of Intentional Inclusion"", and a web address, ndpathways.org/awareness-sessions

ALT Background - An image of a tire warehouse - a forklift operator picking up a tire pallet from top rack of a very tall rack structure. Foreground - An illustration of two people standing - Woman on left explaining while pointing to forklift - Man right wide eyed and looking worried. The description reads, "Mark is interested in applying for a full time position at a warehouse but is concerned about his ability to perform the physical requirements of the role. Mark is worried that if he takes up the new job after quitting his current job, he could end up unemployed if the new job isn’t a right fit. Mark wants to observe current employees in the warehouse before deciding to apply. Your company has not received such a request in the past. Should you give Mark a chance to observe?" Additional items are: Neurodiversity Pathways organization logo, a large title that reads, ""The Power of Intentional Inclusion"", and a web address, ndpathways.org/awareness-sessions

ALT A road leading toward and around a tall mountain. Awareness Session. Neurodiversity in the Workplace. "A journey of a thousand miles begins with a single step." Logos of Neurodiversity Pathways and Goodwill of Silicon Valley.

ALT "An illustration showing two women standing. One on the left is looking worried. The one on the right looks annoyed. A chart on the wall shows a trendline going up. The description reads, ""Anita has always been an accountable and hardworking employee. You’re surprised to find several customer complaints about Anita’s conduct and behavior in response to questions about business operations. HR policy requires a warning before a PIP. On closer look at the complaints you realize that the influx of customer questions was due to an error on the company website that made customers confused and frustrated when speaking to Anita. Should you write Anita up?"" Additional items are: Neurodiversity Pathways organization logo, a large title that reads, ""The Power of Intentional Inclusion"", and a web address, ndpathways.org/awareness-sessions"

ALT A conference room with a woman sitting and a man standing. A wall mounted monitor showing a man. The description reads, "You and your manager interviewed a job candidate over a video conference. You could see the candidate but not hear him and it took over 10 minutes before the issue was resolved from your end. You could see the candidate was deeply flustered because of the episode. He was unable to answer questions in a cogent manner. After the call, your manager expressed his deep disappointment and started asking about the next candidate. Should you move on to the next candidate?" Additional items are: Neurodiversity Pathways organization logo, a large title that reads, "The Power of Intentional Inclusion", and a web address, ndpathways.org/awareness-sessions

ALT An office scene with a woman sitting at her work desk with her arms crossed and a man standing with a handheld mirror and a thought bubble above him with words, "Hmm?" The description reads, "Lisa is a new junior animator who has great skills in animation and graphic design but with minimal work experience. Each team member has a monthly quota of design tasks to complete. Lisa’s work at the end of the month does not meet the requirements. She has not approached you with any challenges she faced during the month. You don't have the time to coach and support Lisa and HR tells you to fire her. How would you proceed?" Additional items are: Neurodiversity Pathways organization logo, a large title that reads, "The Power of Intentional Inclusion", and a web address, ndpathways.org/awareness-sessions