update (#984)

* update

* Cancel Feb ITACM

_data/iaaf_sessions.yaml

@@ -236,7 +236,7 @@ iaaf_2022:
         time_end: 2022-10-12 12:30:00
         session_id: day2panel1
         subtitle: 'Using Technology to Enhance Intersectional Neurodiverse Accessibility at Work'
-        description: Neurodiversity/Neurodivergence has been defined the range of differences in individual brain function and behavioral traits, regarded as part of normal variation in the human population.  Neurodiversity also describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits ( Singer 2016, Mottron 2004, Harvard 2022). As more companies broaden their investment in DEIA programs, more leaders are adding neuodiversity/neurodivergence to their business vocabularies and programming (DICE, 2021). However, while a growing number of companies are still refining HR processes to hire and retain neurodivere talent; at present, however,  there are still many barriers and more work needs to be done. This panel will briefly discuss what intersectional neurodiversity means, the business case for neurodiversity, how each panelist is expanding accessibility though technology for DEIA and for Neurodiverse people with the workplace, how success is measured, best practices and next steps to create  holistic inclusive workplaces.
+        description: Neurodiversity/Neurodivergence has been defined the range of differences in individual brain function and behavioral traits, regarded as part of normal variation in the human population.  Neurodiversity also describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits ( Singer 2016, Mottron 2004, Harvard 2022). As more companies broaden their investment in programs, more leaders are adding neuodiversity/neurodivergence to their business vocabularies and programming (DICE, 2021). However, while a growing number of companies are still refining HR processes to hire and retain neurodivere talent; at present, however,  there are still many barriers and more work needs to be done. This panel will briefly discuss what intersectional neurodiversity means, the business case for neurodiversity, how each panelist is expanding accessibility though technology for Neurodiverse people with the workplace, how success is measured, best practices and next steps to create  holistic inclusive workplaces.
         roles: #list each roles as you intend the display on the page
           - name: Moderator #use in order, case-sensitive: Moderator, Speaker, Introduction, Presenter, Instructor, Panelist
             who: rhonda-moore #bio_id for this person