RESOURCES for employers
The opportunity for employers to participate in this community of practice, gain access to a great set of resources to support them in their journey of increased awareness and understanding of this cohort - and ultimately achieve a more accommodating working environment and inclusive work force.
1. NEURODIVERSITY: DEFINITION AND INFORMATION
Neurodiversity is an approach to learning and disability that argues diverse neurological conditions are a result of normal variations in the human genome. This portmanteau of neurological and diversity originated in the late 1990s as a challenge to prevailing views of neurological diversity as inherently pathological, instead asserting that neurological differences should be recognized and respected as a social category on a par with gender, ethnicity, sexual orientation, or disability status.
More information on Dyslexia, Dysgraphia and Dyscalculia.
2. “Neurodiversity As a competitive advantage”
Harvard Business Review article by Prof Robert Austin and Prof Gary Pisano
Many people with neurological conditions such as autism spectrum disorder and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. Yet they often struggle to fit the profiles sought by employers.
A growing number of companies, including SAP, Hewlett-Packard Enterprise, and Microsoft, have reformed their HR processes in order to access neurodiverse talent—and are seeing productivity gains, quality improvement, boosts in innovative capabilities, and increased employee engagement as a result.
3. SOME TIPS FROM TEMPLE GRANDIN FOR NDH EMPLOYER PARTNERS
“To help students with autism be successful, they need to learn job skills before they graduate. Below are tips for employers:
Never give vague instructions.
Mentor employees with autism. When they make social mistakes, explain to them in private what they did wrong. Be direct.
Provide a pilot's checklist for tasks that have many steps. This helps with working memory problems.
My books The Autistic Brain and Different, Not Less may be helpful.”
TEMPLE GRANDIN
4. TIPS FOR EMPLOYER EXPOS
Employer Expos or Career Fairs can be daunting events for many students and job seekers. The following guide aims to make exhibitors more aware of neurodiversity, dispel some misconceptions, and provide tips & strategies to make the interactions more inclusive.
5. CONCISE INFORMATION FLYERS AND DOCUMENTS
These information flyers and documents have been designed to build employer skill and confidence when supporting autistic employees in their workplaces.
What is autism? Information on myths and misconceptions, setting up for success and what autistic employees would like employers to know.
Information to assist employers to understand roles that may suit (and not suit) an autistic employee and why
Tips for working with an autistic employee: sensory sensitivities, uncertainty, executive functioning, working memory and communication
Communication tips for working with autistic employees. Communication is the most needed, and easiest, workplace accommodation.
‘What is executive functioning?’ and some strategies to assist when working with an autistic employee with executive dysfunction
‘What is working memory?’ and some strategies to assist when working with an autistic employee with working memory difficulties
It is common for people on the autism spectrum to have hyper- and/or hypo-sensitivities to one or more senses
Information to better understand the levels of autism and how that may relate to employment opportunities
6. LIVED EXPERIENCE FROM Orion Kelly - THAT AUTISTIC GUY
Orion identifies and discusses different ways your workplace could be discriminating against autistic employees. From open plan offices, strict dress codes and mandatory social gatherings, he shares his own insights and experiences and how being autistic in mainstream workplaces has led to devastating outcomes, from meltdowns and angry outbursts to unwilling detachment. He also provides solutions to improve your workplace for autistic employees. See Orion’s other YouTube videos here.
7. NEURODIVERSE EMPLOYMENT RESOURCES
A. AUTISTIC PEOPLE STILL FACE HIGHEST RATES OF UNEMPLOYMENT OF ALL DISABLED GROUPS. A report released in February 2021 by the UK Office for National Statistics shows that autistic people are the least likely to be in work of any other disabled group. Just 21.7% of autistic people are in employment.
B. '“WELCOMING NEURODIVERSITY AT WORK”
This article and concise research report considers the benefits ‘neurodiverse’ employees can bring to an organisation and how they can best be supported.
C. “CREATIVE DIFFERENCES” - A handbook for embracing neurodiversity in the creative industries
Neurodiverse (ND) and neurodiversity refer to the infinite variation in cognitive functioning that can lead to differences in thinking, attention and memory. This fabulous handbook explores the experiences of people with specific facets of neurodiversity such as ASD, ADHD, dyslexia, dyscalculia, dyspraxia and Tourette Syndrome. (There is also a link to an article about the booklet by HRM.)
D. FIVE BENEFITS OF HIRING NEURODIVERSE STAFF. Neurodiverse people bring many valuable and unique strengths to the workforce.
E. HOW TO BE INCLUSIVE OF AUTISM IN RECRUITMENT PRACTICES. Traditional recruitment processes can make it difficult for neurodiverse people to bring their best selves to the table. Learn how to recruit with greater inclusivity - in four steps.
F. HIRING MANAGERS’ TOOLKIT FOR NEURODIVERSITY - DUBLIN CITY UNIVERSITY. Organisations that create inclusive working environments, where neurodiverse individuals can thrive, may in turn reap rewards such as higher levels of team creativity and innovation. This toolkit is intended to provide the starting point for greater awareness and action around neuro-inclusive hiring practices by ensuring the hiring process is not a barrier to success.
G. JOB READINESS WORKBOOK. Traditional interview and recruitment processes can be challenging for autistic candidates. This workbook is designed as a guide to prepare autistic jobseekers in seeking a job.
H. INTERVIEW QUESTIONS. (Autistica article) Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions
I. HIREVUE TIP SHEETS. Tip sheets for using the HireVue video interview platform - developed jointly with Integrate Advisors
J. CURRENT RECRUITMENT PRACTICES DON’T WORK. From an Australasian Talent Conference Panel session - June 2019. Current recruitment practices don’t work for neurodiverse people, such as those on the autism spectrum, and companies are missing out on hiring raw talent who are proven to be highly effective and productive.
K. HOW TO SUCCESSFULLY ONBOARD YOUR NEW AUTISTIC EMPLOYEE. When hiring autistic people, transitioning them into your organisation through a great onboarding experience is critical to both their success and yours. Keep your autistic talent happy, in six easy steps.
L. STRATEGIES FOR MANAGING REMOTE AUTISTIC EMPLOYEES. An extremely useful, and very topical, webinar by Integrate Advisors - Tracy Powell-Rudy, VP Corporate Engagement, and Marcia Scheiner, President. Also a downloadable tip sheet resource.
M. DISCLOSURE AT WORK THOUGHT PIECE: REVEAL OR CONCEAL? THE PROS & CONS OF DISCLOSURE IN THE WORKPLACE. This thought piece is for neurodiverse young adults in the workplace. It has been written and edited by autists. Deciding whether to disclose is a sensitive part of identity management with many questions to consider. Fears may include perception by others post-disclosure, access to supports, and concerns around wellbeing.
N. DISCLOSURE AT WORK RESEARCH ARTICLE: “PEOPLE MIGHT UNDERSTAND ME BETTER” (Autistica article) Diagnostic disclosure experiences of autistic individuals in the workplace.
O. COMPANIES THAT HIRE NEURODIVERSE. In today’s workforce, many companies and organisations are learning the value of neurodiversity at work.
P. WORKPLACE ADJUSTMENTS. Autistica have released a report about the findings of a survey focused on workplace adjustments for neurodiverse employees. As well as an extensive list of workplace adjustments, the report shares the major discoveries of the survey, ways to improve how workers seek adjustments, and the resources required and a suggested framework for implementing adjustments. The report is very comprehensive and would be beneficial for organizations seeking to create a more inclusive workplace.
Q. SENSORY PROCESSING AND DESIGN. A research blog from Group GSA about Neurodiversity and Mental Health in architecture and interior design. Follow the link to “Sensory Processing and Design” - a research essay about how our senses are engaged in a built environment.
8. UPTIMIZE
High Impact Neurodiversity Training Solutions
Uptimize, the global leader in neurodiversity training, helps deliver more inclusive cultures where neurodivergent people can thrive. Uptimize neurodiversity training solutions customers include Salesforce, Deloitte, IBM, and Google.
9. “Be YOUR BEST” LIFE SKILLS AND WORK-READY SKILLS TRAINING
"Be Your Best" is an educational curriculum of materials to support life skills and work-ready skills learning within neurodiverse populations in their transition to study and transition to work. The materials are evidence-based, researched topics with therapeutic aims for engaged learning. Some of the topics covered include organizational skills, cooking and health and presentation skills.
These materials can be undertaken individually or in a group. Groups could include interest groups at universities or in the work place. For groups, there is also a facilitator's guide available to support the learning objectives.
Follow the link to the learning platform where you can access these great course materials.
10. NEURODIVERSITY AT WORK
(CIPD - Chartered Institute of Personnel and Development (UK) / Uptimize)
This guide is for HR professionals and leaders across functions who want to learn more about neurodiversity, the benefits for their organisation, and how they can support neurodivergent people to be comfortable and successful at work.
11. “dear dyslexic”
Dear Dyslexic is a foundation that helps people with learning differences achieve their full potential. This is done by bringing awareness and educating the population about Dyslexia, sharing personal stories and engaging in research. Click on the link below for a curation of some great resources.
12. ADHD
ADDITUDE - This is an excellent website that provides strategies and support for Attention Deficit and related conditions.
The social and economic costs of ADHD in Australia - refer to this Deloitte Access Economics report from July 2019.
ADHD Australia is an organization that is working to improve the quality of life for people with ADHD. The link below provides information on ADHD that would be useful to any employer who is looking to learn about this neurodiverse variation.
13. EMPLOYER TRAINING PRESENTATIONS
(Landmark College)
Two useful presentation decks for employers from Landmark College, Putney, Vermont USA: “Managing a neurodiverse workforce” & “Hiring and working with individuals that learn differently”.
14. EMPLOYER GUIDE TO SUPERVISING INDIVIDUALS WITH ASD
(Rochester Institute of Technology - Spectrum Support Program)
Many employers are interested in hiring a group of capable yet under-utilized individuals: those with Autism Spectrum Disorders (ASD). You may encounter students on the Spectrum when recruiting and hiring RIT students for your organization. This guide will help you work effectively with these students as candidates and employees.
Objectives include:
Understanding the characteristics of ASD
Understanding the benefits of hiring individuals with ASD
What can you do as a manager, interviewer, co-worker, or recruiter
15. BOOks for employers from integrate advisors
(By Marcia Scheiner (Integrate Autism Employment Advisors) and Joan Bogden)
A. AN EMPLOYER’S GUIDE TO MANAGING PROFESSIONALS ON THE AUTISM SPECTRUM
This is a comprehensive reference guide for managers and colleagues of people with Asperger's Syndrome. The book outlines the day-to-day workplace challenges faced by those with AS and then provides practical strategies to solve them in a respectful way. This book will help anyone engage with and support co-workers with AS to ensure mutual success.
B. THE NEURODIVERGENT JOB CANDIDATE - RECRUITING AUTISTIC PROFESSIONALS
This book provides guidance on recruiting, interviewing, and onboarding practices that will allow employers to successfully hire neurodivergent professionals into inclusive, competitive employment.