Putting the “Neuro” into your Diversity & Inclusion Training

Many times, we’ve been approached by organisations who really want to include Autistic people but don’t know where to start. The idea is that Neurodiversity Training is all about making accommodations and this is true to some extent. AUsome Training can help your organisation to attract and promote Autistic talent.  Creating an inclusive workplace begins with a cultural change and by creating a place of Acceptance and understanding which will attract Autistic talent and unlock the amazing potential your Autistic employees and managers can bring to your organisation.

Autistic people are creative thinkers, natural problem solvers and brilliant at spotting patterns or issues with patterns. We are able to hyper focus and become experts in our fields of interest. We are a huge asset to any organisation.

So how do we create a welcoming and inclusive environment in the workplace? We begin by looking at the culture and the current understanding of Autistic people. Every change we make will stem from a new appreciation for the Autistic person inspired by AUsome Training.

Communication is key in any organisation and communication begins with thought, so we need to change how we think about Autistic people. There are many myths and misinformation about Autistic people. Some people think that we lack empathy or have communication deficits. The fact is that none of this is true and AUsome Neurodiversity Training will equip you and your organisation with the knowledge that you need to make those positive changes. 

Our tailored training includes:

  • One to one consultations.
  • A unique program designed to suit your organisation’s needs
  • Virtual training sessions for HR departments, line managers, diversity and inclusion managers.
  • Virtual training for all employees and management.

Virtual Training Sessions include:

  • Creating and Managing Cultural Changes
  • Advertising job opportunities
  • Designing an Autistic informed interview process
  • Interpersonal Communication
  • Departmental Communication
  • Organisational Communication
  • Evaluating the physical environment
  • Evaluating the social environment

Contact us to arrange a consultation

What Is Neurodiversity?

Neurodiversity is a fast-growing concept that humans have a variety of different brains. As humans, we all have different genes and experiences and so these genetic components and experiences will shape our brains and thought processes.

Neurodiversity simply means that there is more than one brain type. Some people think that Neurodiversity includes Autistic people, dyslexia, dyspraxia, apraxia, ADHD and it does, but in reality Neurodiversity includes everyone because it means all human brains are diverse.

Neurodivergent then refers to people who are seen to be deviating from the “typical” brain or typical way of thinking and interacting. This includes people who are Autistic, ADHD, dyslexic, dyspraxic, apraxic, intellectually disabled, have dysgraphia, dyscalculia, and so on.

At AUsome Training however, we question the ideas around the over-medicalised way we see these differences and also ask people to consider how much they are missing out on by focusing on the prescribed lists of deficits rather than developing an appreciation for different ways we have of thinking, perceiving, interpreting and creating.

After all, we already know that diversity brings many positive things to any organisation so seeing Neurodivergent people as a positive asset can make wonderful things happen. Different perspectives bring new ideas and neurodivergent people are highly creative and can offer a fresh perspective.

Contact us to arrange a consultation

AUsome Training specialises in training people and organisations about autism, or as we prefer to say about Autistic people.

If we stop believing the myths and deficit model we will begin to really see and appreciate Autistic people and the amazing advantages we can bring to organisations which have enough vision to see and realise our potential. Realistically with current figures between 1 in 59 and 1 in 30 people being Autistic, any large organisation is already going to have Autistic CEO’s, managers and staff,  so why not harness the creativity and forward thinking that Autistic people can bring to your organisation and discover ways to promote an inclusive and successful environment through AUsome Neurodiversity Training.

Here’s what you can unlock by creating the optimum environment where Autistic talent feels welcome and appreciated:

The wonderful advantages of being Autistic

  • Autistic people are very logical, and can spot more efficient processes quickly.
  • Many of us are visual thinkers which can make us effective planners, organisers and visionaries.
  • Our thinking is naturally analytical
  • We are independent thinkers, often not influenced by group think
  • Many of us are perfectionists
  • We are highly sensitive people, meaning that we have great empathy in team situations
  • We have great attention to detail
  • We tend to research and study ideas outside of our chosen fields to enhance our understanding and skills
  • We are highly attuned to patterns in our work and in our environment
  • We are natural problem solvers and are often first to offer a solution
  • We are great communicators when others adapt their communication
  • We see everyone as equal and are not drawn into social hierarchy games or rituals
  • We have sensory capabilities that are often misunderstood
  • We are fast learners as we have harnessed stimming as an effective way of learning.
  • We can hyper focus and concentrate on task for prolonged periods
  • We are resilient and determined
  • We are very accepting of differences
  • We are people with integrity, we are loyal, trustworthy and committed.

Does This sound like something you'd like for your organisation ?

We’ve put together some key points to start you on your journey towards creating an inclusive workplace which not only includes but appreciates and attracts Autistic talent. We expand and explain these key points in our AUsome Neurodiversity Training Programs.

5 Key Points to remember when advertising:

  1. Highlight the inclusive and welcoming environment for Autistic people.
  2. Highlight your organisational values around diversity and inclusion.
  3. Use the Neurodiversity Symbol to show prospective talent that you are neuro-inclusive.
  4. Avoid generic job descriptions such as “must be a good communicator, team player” etc . Of course Autistic people can be excellent communicators and team players but previous experiences and the lack of understanding around our communication may have lead us to believe this description does not fit us.
  5. Use the language of Acceptance.

Interview options need to be flexible. The only way to be truly inclusive is to offer choices so that people can select the option which will allow them to show themselves in the best light. Earlier I mentioned how Autistic people don’t naturally engage in social hierarchies and social games so an Autistic Attractive Interview will need to be adaptive to Autistic Culture.

5 Key Points to remember when interviewing Autistic Talent:

  1. Autistic Communication is different in delivery and purpose
  2. Offer options around communication methods
  3. Remember eye contact is not part of Autistic Communication
  4. Consider having an Autistic interviewer or “translator” present.
  5. Consider interview techniques for AAC users

Contact us to learn more about attracting Autistic Talent

Do’s and Don’ts for creating a pro-Autistic Organisation

  1. Do look for guidance from Autistic-led organisations
  2. Do celebrate Autistic Pride on 18th June
  3. Do ensure your autism or neurodiversity training has been designed by Autistic people
  4. Do evaluate your organisation’s understanding of autism
  5. Do create a social and physical environment which will lead to success for Autistic employees, mangers and prospective recruits.
  1. Don’t assume every Autistic person sees themselves as disabled
  2. Don’t assume every Autistic person is the same
  3. Don’t Light it up Blue for Autism Awareness
  4. Don’t forget that communication works both ways
  5. Don’t let myths and misinformation inhibit your organisational growth by excluding hugely talented and diverse minds.