Neurodiversity inclusion projects
In an inclusion project, Specialisterne looks for, selects, teaches technical and social skills and includes people with autism and other similar conditions, as in the service model, but in this case it is our client who hires these people, who pass to be an integral part of your team.
Many people with autism have an ability for detail that is unsurpassed. We call this ability, added to others that tend to occur in these people, the “advantage of autism” and it is our key argument – but not the only one – in favor of the inclusion of these people in companies.
All the people who provide our services to companies have a condition within the autism (or Asperger) spectrum or some other within what is known as neurodiversity. At Specialisterne we see talent beyond diagnosis, and we value those characteristics by focusing these people on tasks that they like and in which they excel, turning what is often considered a disadvantage into the “advantage of autism”.
Tasks that other people often find boring, repetitive, or overly demanding in some ways are a perfect fit for our talented employees, who truly enjoy these types of jobs and bring their ability to:
- Pay close attention to details
- Concentrating for longer periods than usual
- Persevere in repetitive tasks or actions
- Recognize patterns
- Detect deviations in data, information and systems
But including people with autism has an impact that goes beyond just bringing in talent. Among other reasons, our clients experience -and we help to measure- a high loyalty of this talent, a professional growth of the teams and especially of those responsible for those teams, plus all the benefits of carrying out a project that also has a social impact. , generates brand pride and can be perfectly aligned with the CSR policy or compliance with the Sustainable Development Goals of a company.
Search for candidates
The first phase of an inclusion project aims to find a group of people with autism and other similar conditions who, a priori, are potential employees for our client, taking into account the specific requirements of the available positions.
This involves disseminating the project within the company, analyzing the jobs, adjusting and executing an outreach campaign to find interested people, interviewing and evaluating them, selecting a final group and preparing the training for the next phase.
Training and evaluation
In this second phase, the objective is to prepare the candidates to be able to join our client’s team, as well as to prepare the client for the incorporation of these people.
This implies, on the one hand, providing technical training in the tasks that these people will have to do as well as, above all, training in socio-labor skills where these people may have more difficulties. Combining group and individual sessions, we seek to improve the employability of these people, evaluate their skills and define future lines of work to continue improving that employability.
We also conduct awareness and training sessions here for team leaders, mentors, future colleagues and others who are already working on our client to explain what autism and neurodiversity is and how to better include people with these conditions in an organization.
Finally, we propose a match of the candidates -or most of them- with the available positions.
Support for inclusion
The goal here is to ensure the successful inclusion of people with autism and other related conditions. We basically do this through individualized coaching sessions with each of these people and with work sessions with their managers, the HR area and other people involved, such as mentors.
All this support helps all people to grow professionally, to better manage certain situations that occur in a business context in some cases and to better direct or collaborate with neurodivergent people in others, ultimately favoring the creation of a much more inclusive work environment -not just for people with autism-.
Two additional key features of this type of project are:
1. The selection and especially the technical training can be better adapted to the specific needs of our client and, in fact, at the same time it can be made shorter.
2. The client tends to become more involved in the whole process, participating in the training itself and, with the Specialisterne team, it tends to adapt HR and D&I policies and even the definition of roles to better adapt them to neurodivergent people.