The Neurodiverse Workforce: Tapping into the autism advantage

movement

Mrs Vicky Little

Employment Services Manager

Specialisterne Australia

Sept 2018

Agenda

1. Who is Specialisterne?

2. Common barriers to employment

3. Tips for facilitating success for the neurodiverse workforce

4. Engaging with employers to tap into the autism advantage

5. How Specialisterne can help students and jobseekers overcome barriers

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Who we are: Specialisterne

• Started the Autism@Work and Autism Advantage movements worldwide.

• Goal to facilitate 1 million careers by 2030.

• Promoting neurodiversity in the workplace because of the benefits to business.

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May 2018Project Dandelion: An update

AUSTRALIA GLOBAL

The history of hiring:The common challenges

The challenge

Employers aren’t accessing the autistic talent pool…. Why?

Why is it occurring?

Interviews

• Reply on rapport building

• Emphasis on non-verbal language

• Require ‘selling’ oneself as a good future employee

• Corporate/unclear terminology

• Require individual to verbalise skillset (fast!)

• Offer limited transparency on the actual role

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Neurodiversity as a

competitive advantage.

The Autism Advantage

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Moving forward: Working with individuals to

facilitate success

1. Understand strengths

One of Westpac’s newest recruits, Todd Cefai, has lostcount of the number of job interviews he’s been to sinceleaving university.

The 24 year-old studied biology and genetics at theUniversity of NSW, is a self-taught data analyst andadjudicates debating competitions in his spare time. Butlike many people on the autism spectrum, he’d beenunable to land a full time job.

"I've had up to 50 interviews, even got to second stagewith some, but in none of them got all the way. Gettingthe foot in the door is the difficult part,” Mr Cefai says.

Todd Cefai at Westpac in Sydney started his new career

in February 2018

Case Study

Perfectionist

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2. Understand individual workplace needs

Adjustments are helpful for all employees

• Environmental considerations

• Understanding learning style and preference

• Role preferences

• Type of work (e.g. part-time)

• Motivation/engagement

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3. Match strengths to suitable rolesTap into passions and interests

4. Gain experience and showcase skills

• Employers are now looking for unique talents – help them see skills in practice

• Develop skills for the workplace in real life context

e.g. Volunteering: “real” work that will showcase abilities such as Fighting Chance (Jigsaw), Social Enterprise

• Create opportunities through training programs or internships

Moving forward: Engaging employers to tap into

autistic talent

1. The “why”

• Why are employers wanting to hire autistic employees?

• What’s holding them back?

Ask the employer:

“What are your needs?”

“What are your hard to fill roles?”

2. Alterative recruitment strategies

• Move away from the traditional resume e.g. LinkedIn, videos

• Seek opportunities to showcase skills

• Request job trials

• Placements or internships with inclusive employerse.g. Australian Network on Disability (AND) Stepping Into Program

• Approach organisations who are mature in their Diversity & Inclusion e.g. AND members

3. Shared stories

4. Build employer capacity

Remove the perceived fear:

• Training is key• Disability Champions• Employee Management plans

• Internal support :

• Buddy support• Mentor programs• Manager support• HR• Employee Action groups

Tips for a neurodiverse workforce

Example of alternative recruitment :

The Specialisterne approach

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Consultant/Partner

Specialist Employer

Talent Recruiter

Educator and Trainer

1. Connect jobseekers with innovative employers

2. Offer an alternative to the interview

Giving people the opportunity to show what they can do

STAGE 1

Identify roles & understand workplace

STAGE 2

Sourcing candidates

STAGE 3

Training & Assessment

STAGE 4

Onboarding

STAGE 5

Employment

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Case Study: Westpac – December 2017

3. An opportunity to “show” your skills

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4. We remove the divide

Graduates(Supply)

Jobs(Demand)

It is not autistic people who need to change, but the way the labour

market is conducted

We connect individuals with employers who understand the employment of autistic people is an imperative not

an option

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Call to action

The employment landscape is changing…

What can you change in your service/school/university?

Can you create opportunities for showcasing talent?

What changes can you make to enable employers to see the skills of the neurodiverse workforce?

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Resources for learning more

Questions?

Thank you

Vicky LittleEmployment Services ManagerWeb: au.specialisterne.comEmail: vicky.little@specialisterne.comMob: 0406 371 066

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