Our experienced coaches support your neurodivergent employees and their managers by providing actionable guidance and support.
Our coaching expertise can be offered as a service to support customers with stand-alone scenarios or integrated into a broader Neuroinclusion Services program.
Your Neuroinclusion Coach will recommend a series of sessions with the neurodivergent employee to understand their traits and underlying causes for the situation. They will work with the manager to educate and offer recommended support. Where appropriate, formal training may be suggested for the manager/wider team.
At the end of a coaching agreement, a report can be provided with an overview of the collaboration and recommendations for moving forward.
Our coaching approach is tailored to the individual and can cover a range of topics with the overarching goal of thriving at work:
Our Neuroinclusion Coaches are subject-matter experts with backgrounds in clinical psychology, neurodiversity support, and neurodiversity in the workplace. They can be a positive, neutral source of support that can improve individual scenarios and set up sustainable working practices that allow neurodivergent employees, their managers, and their colleagues to thrive as a neurodiverse team.
While working with the neurodivergent colleague, they can also support the manager in understanding and being educated about underlying causes, accommodations, and workplace practices.
At the end of a coaching agreement, a report can be provided with an overview of the collaboration and recommendations for moving forward.
Neurodivergent colleagues are often misunderstood; some may struggle to navigate workplace challenges alone, and communication between the manager and employee can prevent positive working relationships.
Our coaches directly support your neurodivergent employees and their managers, helping them both to thrive.
There is still much work to do in providing equality to our autistic colleagues in the workplace. The traditional job interview remains a barrier for neurodivergent people, and once hired, few are comfortable disclosing their autism and asking their employer for support. As a result, many will painfully mask their autistic behaviors to fit in at work.
The following results from our annual Impact Report show that our consultants are succeeding at work, and in life, due in part to our amazing coaching teams:
Reshma joined auticon after a long career as a special education teacher, emphasizing Community Based Instruction. Being the first Coach in the USA has been a rewarding experience for her, and she has loved watching the team grow. Reshma’s journey to auticon began when she had a passion for Community Based Instruction and how it could lead to better career outcomes for adults on the autism spectrum. Her curiosity led her to become a Coach at auticon in 2020, and she is now our Neuroinclusion Coaching Director.
“I work with our team on advocating, communication, well-being in the workplace, and executive functioning, to name a few. I also work with our clients to teach them best practices when working with adults on the spectrum and support our technology managers in managing our autistic teammates. The Coach position acts kind of as a bridge between everyone. Being a Coach has been the best job title that I have ever held.”
What is a typical day like when supporting our autistic consultants?
There are no two days that are ever the same, which is something that makes my job unique. I work with our team on communication, well-being in the workplace, and executive functioning, among other topics. I also support our technology managers in guiding their autistic teammates. For our clients, I teach them best practices for working with adults on the spectrum. The coach position acts as a bridge between everyone.
What “autism masking” behavior can employers be aware of and how can they respond?
Masking is the idea of hiding autistic behaviors to blend in. This behavior can be exhausting for someone on the spectrum and present itself in various ways. Some of our teammates at previous jobs also never felt comfortable disclosing that they were on the spectrum, which is unfortunate. Masking behaviors can include something as simple as needing a question repeated but not wanting to request it, managing stress, and taking an appropriate break. I tell our clients to build that relationship with their teammates in order to create that safe space. I also recommend weekly check-ins with a supervisor or coach on your team to make sure the well-being of your autistic teammate is being addressed.
What advice do you give autistic workers experiencing stress and anxiety from daily events?
Recent years have been stressful for all of us. I tell people to take breaks from the news, including social media, and to take some things with a grain of salt. I suggest increasing self-care during these stressful times and being kind to themselves. I also remind our team that we are all here for each other and to lean on our support systems. We hold a weekly support circle during the workday where our teammates can take an hour-long break to voice their frustrations and talk to their peers.
What do you think employers get very wrong about supporting autistic employees?
I think employers forget that most of the accommodations that someone on the spectrum may need can be helpful for everyone. This includes flexible work hours, sending information in writing, building trust with your new teammate, allowing processing time, or providing advance notice when there is a change in deadline.
What do employers need to know about performing job interviews with neurodivergent people?
Interviews can be difficult for anyone! Making the interview more of a casual conversation rather than a formal interview can help to ease anxiety and make the process more enjoyable for your potential employee. I would allow flexibility, such as keeping the camera off on a video call or sending interview questions in advance.