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Autism & Aspergers Training and Consultancy for Employers

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.

Autism Works Well Poster

✔ 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?

Don't panic. First contact us for advice. In most cases we would encourage you to speak to your employee regarding applying to "Access to Work" for a work place assessment. In our work place assessment we spend time with both the employee and their manager in order to get to the bottom of the issues and recommend a way forward. This is likely to include social skills training for the employee and autism understanding training for managers and staff who work with your employee on a regular basis.

Thinking of Employing Somebody with Autism or Aspergers?

People with autism or asperger's can make valuable employees. Not only could they have hidden talents that would be a huge asset to your company, they tend to be loyal, hardworking and honest. Many are very focused on their work. Most importantly they tend to be very good at what they do. It is likely that some adjustments will need to be made but these are generally simple and not onerous as long as you and your other employees are prepared to accept your autistic employees as they are.

What are the Benefits of Employing Somebody with Autism or Aspergers?

Some employees with autism or asperger's can bring new perspectives to your company, which can be an invaluable aid for innovation. They may be able to solve problems with comparative ease that your other employees struggle with. Many have very good memories. Others may have very good attention to detail, and may be able to stay focused on a job for a long time. This is explained in our blog post detailing 11 reasons why you should employ autistic people.

What Reasonable Adjustments should be Considered for Autistic Employees?

The main requirement is acceptance of their autistic differences.The most important adjustments involve ensuring that their work environment is suited to their particular sensory issues and that you have made sure that they fully understand what is required. Their job may need to be modified so that they spend more time doing tasks at which they excel and less time doing tasks they struggle with. They may need support to handle social interaction within the workplace.

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.

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.

  1. Suitability of work environment in terms of sensory differences
  2. Modified instructions to take account of differences in ways of thinking. For example using diagrams wherever possible can be very helpful in some cases.
  3. Mentoring
  4. Allowing more time for processing of information and not insisting on immediate decisions.
  5. Careful change management
  6. Making sure work colleagues are aware of differences and take these into consideration.