8 step process to enable your organisation to build and sustain a neurodiverse workforce.
Build and Sustain
8 step process to enable your organisation to build and sustain a neurodiverse workforce.
JP MORGAN CHASE
92%
MORE PRODUCTIVE
Than non-autistic employees
48%
FASTER
Than non-autistic employees
Westpac Group
"One of our Tailored Talent interns solved a problem we've been trying to solve for 3 years."
HEAD OF INCLUSION & DIVERSITY
TYPICAL STRENGTHS
As with all of us, strengths and traits will vary, however, typically the following are common among the neurodivergent community.
Attention to detail
Thoroughness and accuracy
Methodical approach
Analytical, spotting patterns and repetition
Acceptance of difference
Less likley to judge others and may questions the norms
Observational skills
Listen, look, learn approach and fact finding
Novel approaches
Unique thought processes and innovative solutions
Integrity
Honestly, loyalty and commitment
Absorb and retain facts
Excellent long-term memory and superior recall
Creativity
Distinctive imagination and expression of ideas
Deep focus
Concentration and freedom from distraction
Visual skills
Visual learning, recall and detail focus
Tenacity and resilience
Determination, challenge opinions
Expertise
In-depth knowledge and high level skills
1
DEFINE
NEURODIVERSITY
A critical first step is to define what "neurodiverse" means to your organisation. Neurodiversity can refer to a range of conditions such as autism, ADHD, dyslexia, and more. It's important to define what neurodiversity means to your organisation to ensure as an organisation you begin on the same page.
2
ASSESS CURRENT WORKFORCE
Specialisterne assess current workforce and identify areas where more neurodiversity can be achieved. Our aim is to identify those areas of the business most suitable to pilot a neurodiversity hiring program.
Here you will gain valuable internal capacity and understanding. You can also consider conducting an employee survey to better understand the needs and preferences of your current employees. We can help develop internal resources to be used.
3
DEVELOP POLICY
It is important that neurodiversity is underpinned by a policy framework that is clear, concise and recognises that this is a whole of business activity.
The policy should include, but not be limited to:
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A policy statement
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Training and development programs that are accessible to all employees
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Recognise and allow for accommodations that can be made
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Diversify the recruitment and engagement strategy
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Offer mentoring and support
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Monitoring and evaluation
4
INITIATE HR, DEI AND LINE MANAGER TRAINING
Training to develop understanding of neurodiversity in the workplace but also to engage the core middle management team with Specialisterne.
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Depending on the size of your organisation and experience with neurodiverse cohorts training can vary, typical options include
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General neurodiversity awareness
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"You can ask that"
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Enable autistic and neurodivergent people to thrive
5
DEVELOP AND COMMENCE PILOT
Depending on your readiness as an organisation, it is possible to commence activities with Specialisterne at Pilot stage.
Hiring programs include more than recruitment. We will
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Identify needs, assess business capacity
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Develop early education, foundational training and program readiness for those directly involved in Pilot
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A Pilot must be for a minimum of 5 roles and we recommended no more than two hiring managers, locations
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You will build valuable internal capacity to support future hiring programs
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You will gain wonderful candidates to contribute towards a culture of inclusion and diversity.
6
EVALUATION
Lessons learned. What went well and what needs to be improved upon.
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Sourcing
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Pre-selection
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Program
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Onboarding
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Communication
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Other
Identify gaps, agree on next steps to address any areas of concern from either party (Specialisterne, You, and the Candidate). This assessment allows for the following programs to be managed more effectively.
7
TWO YEAR MONITORED PHASE
Your organisation is now equipped to work toward its goal to achieve the agreed target for neurodiverse hiring.
Specialisterne co-design an in-house program that is underpinned by the neurodiversity policy.
Two further hiring programs are conducted in this period with Specialisterne co-designing the first and you taking the lead on the second.
Additional to the hiring programs. Specialisterne to enable your organisation across:
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Training and development programs that are accessible to all employees
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Recruitment and engagement strategy
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Mentoring and support
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Monitoring and evaluation.
8
BEYOND THE PROGRAM
Specialisterne to enable your organisation with a suite of licensed educational tools.
E-Learning tools will be developed and co-branded. It’s best thought of as a “powered by model.” Specialisterne deliver the tools, expertise and education to enable you long into the future.
Assessment and monitoring to be designed and implemented to allow organisational visibility of sentiment from neurodiverse and neurotypical staff regarding programs, tools and support functions delivered by Specialisterne.
The Specialisterne Alumni program will also be available to assist current neurodiverse employees to stay connected with Specialisterne. Whether they need to seek advice, share stories or praise the great environment that has been created, the Alumni program will contain a dedicated space for the continued conversation.
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NEURODIVERSITY AT WORK
Specialisterne Australia assists organisations in recruiting and providing autistic and neurodiverse inclusive workplace practices and cultures. We recognise that neurodivergent individuals offer a range of skills that can be of benefit to any job.
We also recognise that the traditional recruitment process disadvantages those on the autism spectrum.
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Founder Thorkil Sonne developed the Dandelion Methodology and approach to help identify and observe the talents autistic individuals can offer in the workplace that may not be immediately visible or observable through traditional recruitment and selection processes that generally present as a barrier to employment for autistic people.