auticon’s neurodiversity training team will open your eyes to the possibilities of a growing neuro-confident workforce. We’ve combined a decade of experience working with neurodivergent adults into a modular and customizable 10-part education program. We can educate your human resources, DE&I, recruiting, resource groups, and leadership teams – online or in person – on how to be neuroinclusive at every stage of the employment lifecycle.
Employers face a global talent shortage – auticon can help. By 2030, the global talent shortage is predicted to reach 85.2M workers. (Korn/Ferry, 2021) Worldwide, 87% of organizations are already experiencing a talent shortage or are expecting to face it within a few years (McKinsey, 2020.)
Now is the time to attract and retain neurodivergent talent from a largely untapped talent pool. With proper support, neurodivergent employees can thrive in your organization, bringing fresh perspectives, and strengths in math, data and computer sciences.
Through actionable neuroinclusive training, our clients improve the economic and social conditions of neurodivergent adults by providing quality careers, unlocking opportunity, and transforming their workplace into a supportive environment.
Our Promise
You will leave each neurodiversity training session more confident to apply what you have just learned. You will receive practical solutions that can be applied to your workplace. We don’t just share our specific expertise, we collaborate with you to develop your teams and create a more inclusive working environment.
Our clients get experience working with our autistic teams first-hand, achieving diversity goals and breaking down stereotypes. As a result, auticon builds awareness around neurodiversity, improves internal practices, and contributes to our clients’ success through the work of our highly skilled consultants. “I now have a thorough understanding of the positive workplace contribution that an autistic individual can make,” responded one client in our recent Impact Report survey, “and what autism is.”
We share our decade of experience, intellectual property, coaching expertise and impact measurement, enabling our partners to become neuro-confident, neuro-accepting and ultimately creating, neuroinclusive workspaces, cultures and teams.
Getting started is easy. The first step is to contact our training team to learn more about your diversity goals. We look forward to hearing from you.
Mandatory before other modules.
Audience: Open to all
Attendee count: Unlimited
2 hours 15 mins
Summary:
• Have a new and/or improved understanding of neurodiversity.
• Have a greater acceptance and understanding of autism in particular:
– Psychology
– Medical & social model
– Learn about strengths and challenges
• Best practices on how to work well with your autistic colleagues
• Guidance on workplace accommodation conversations
Mandatory before other modules.
Audience: open to all
Attendee count: Unlimited
2 hours 15 mins
Summary:
• Build on what you learnt in Foundation Module 1
• Co-occurring conditions and their prevalence for autistic people
• Mental health
• Understand co-occurring neurodivergent conditions that can present alongside autism.
• A strengths-based support model
• Audience participation: Case studies
I joined auticon to support our neurodivergent community with my performance coaching, wellbeing practice (as a certified yoga teacher) and previous career in fintech. With personal experience of anxiety and having neurodivergent family members, I was familiar with the challenges and benefits of self-advocacy, disclosure and support for individuals and their managers.
Today, I lead auticon’s global initiative to support our neuroinclusion partners with services, tools and advice that will help teams to practice and embed the methods auticon has learnt be successful for universal inclusion.
What “autism masking” behavior can employers be aware of, and how can they respond?
The art of masking is that employers may never realise it. For many autistic people, they have this art form perfectly designed, and some won’t know where their masking begins and where it ends.
Some possible indicators could include always having the same response to traditional small-talk questions, such as repeating tone, body language, and the words used.
Masking drains energy and in a hyper-social setting causes cognitive overload and severe social anxiety. A solution is kindly being patient, compassionate, and understanding while someone tries hard to be a part of a team.
What do you think employers get very wrong about supporting autistic employees?
Fear is one of the most significant barriers to supporting autistic people well in the workplace. Employers may fear saying the wrong thing, getting support wrong, or simply not being prepared to work with an openly autistic person.
This is why building neuro-confidence is important. As a part of our neuro-inclusion education service, we help employers learn universal support strategies that make a huge impact.
What do employers need to know about performing job interviews with neurodiverse people?
Often, a neurodivergent person cannot be expected to showcase their strengths well in an interview because you’re testing all of their biggest challenges.
One solution is to provide interview questions in advance. This proactive measure allows autistic people to reduce processing time, reduce severe anxiety, and plan for the direction a conversation can take. It’s one small way employers can reduce the risk of losing the right candidate for a role.
How can organizations train their teams to better support autistic employees? What resources are available?
While a general understanding of autism is helpful for every team member, autistic colleagues go-to support people are their managers, HR, and DEI teams. These teams need to know how to confidently manage specific scenarios and challenges. When managers utilize our strength-based model of support, they can get the best of their neurodivergent colleagues and empower them to flourish.