Have you just fired Steve Jobs or failed to hire the next Albert Einstein?
Can your business really afford to miss out on tapping into the genius that may already be hidden within your organisation? Or that has just walked out the door after an awkward interview?
We are the only autism led autism training and consultancy organisation in England.
We help businesses to discover the hidden treasure of the autistic workforce by tapping into the amazing skills and unique characteristics they possess. Our profits go towards helping the skilled and talented autistic induviduals into employment.
We provide training, workplace assessments and mediation packages for employers to enable them to tap into the unique skills and character of an autistic workforce. We have a proven record of using simple, effective strategies to get the best out of an autistic employee.
✔ Workplace assessments
✔ Autism understanding training for the workplace
✔ Neurodiversity understanding for the workplace
✔ Bespoke services to tap into the amazing hidden talents of autism
✔ Social skills training for autistic employee
✔ Ongoing support
✔ Assistance with making recruitment processes more autism friendly to avoid missing out on talent.
"You never really understand a person until you consider things from his point of view – until you climb inside his skin and walk around in it.”
Atticus Finch in Harper Lee’s To Kill A Mockingbird
Employee Disclosed Autism or Aspergers?
Thinking of Employing Somebody with Autism or Aspergers?
What are the Benefits of Employing Somebody with Autism or Aspergers?
What Reasonable Adjustments should be Considered for Autistic Employees?
Managing an Employee with Autism
Autistic people have strengths and weaknesses just like everybody else, but the gap between their strengths and their weaknesses may be extremely large. For example, your employee may show a very high level of ability at the main task of their job but is unable to fill in what seems to be a simple form. He or she may have difficulty following HR procedures, or be unable to cope at a work-related social gathering.
There are published guidelines for managing somebody with autism, but these are of limited use because autistic people are so different from each other and there can be no one size fits all guidelines. The details on how to deal with each case depend on the specific circumstances and the individuals involved.
If required we can provide training and tools so that a nominated person (or persons) is able to assess autistic people and determine appropriate reasonable adjustments.
Although there are some common principles within the reasonable adjustment procedures that should be considered, we have to emphasise that each autistic person is different and that the reasonable adjustments have to be tailored specifically to them. Below are some adjustments that may have to be made. These are for general guidance only.
- Suitability of work environment in terms of sensory differences
- Modified instructions to take account of differences in ways of thinking. For example using diagrams wherever possible can be very helpful in some cases.
- Allowing more time for processing of information and not insisting on immediate decisions.
- Careful change management
- Making sure work colleagues are aware of differences and take these into consideration.