In this episode I have a great conversation with Jay Hobbs on the value of hiring for neurodiversity and some of the potential barriers and hurdles that existing recruitment practices put in place.
Jay has an extensive background in working with individuals and families of autistic people. Jay has also spent a considerable amount of time working on various employment programs and organisations to support the recruitment and employment of autistic job seekers.
There are many talented individuals out there who are both keen to work and highly capable. If it weren’t for the trouble they often face with interviews and selection processes, the vast majority would be working and delivering value.
If you’re likely to be around Brisbane in May or could make it there, I highly recommend you check out the 2019 conference - link below.
If you’d like some simple tips on better interviews for neurodiverse candidates, grab a copy of your free guide.
Links:
Thriving Now Conference, 31 May 2019 in Brisbane
Jay Hobbs email address: jamonhobbs@gmail.com
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It was a real privileged to be able to get some time with James and talk about the experience at JP Morgan of exploring the recruitment of neurodiverse staff.
James talks about how the business is seeing real value being created, with new autistic employees getting up to speed faster and being substantially 40-80% more productive than their neurotypical peers.
The performance of their neurodiverse staff underpins the original premise for the JP Morgan Austism@Work program and that was Talent.
However, the bank has also seen the enormous social gains that an effort to be more inclusive can bring. Staff who had previously gone without a drivers licence for 10 years or more had gone and got their licence. Staff had moved out of home and were making inroads in their romantic lives!
It is these simple changes in the daily lives of people that can truly lead to profound and lasting impacts. The increase in confidence, self worth and freedom cannot be measured.
Well done to JP Morgan and I for one look forward to seeing the continued growth and success of their autism hiring efforts.
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I have to Adam has certainly been one of the most interesting people I’ve had the pleasure of speaking with.
To think that something such as police work as a real and meaningful career path for Autistic and other neurodiverse people is pretty cool.
Adam spills the beans from his perspective on what makes Autistic people at least highly suitable for policing and the ways in which the unique strengths of the Autistic mind can create real value in that environment.
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Now here is someone who’s a little different to the other guests that I’ve had on the show to-date.
Nip doesn’t work for some large corporate and isn’t a self advocate paving her own way.
However, she is one driven individual with a big heart and a big dream and she’s certainly making amazing inroads towards that dream!
Nip and her mother along with support from her family opened a floristry business with the underlying purpose of providing an employment opportunity for her sister. This is a real family affair and a very personal mission that is touching the lives of so many other people in Nip’s community.
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In this week’s episode I get to spend some time discussing the ANZ Bank foray into neurodiversity employment.
After a period of assessment and evaluation ANZ made the leap with a partner, DXC Technology, (check out my interview with Michael Fieldhouse of DXC to hear their story) and have gone from strength to strength since.
It’s encouraging to hear the progress that prominent Australian companies are making when it comes to setting the pace for neurodiverse inclusion at work.
If you’re interested in learning more about hiring a broader range of people, connect with me on LinkedIn and let’s start a conversation.
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Chris is a an inspirational guy. Someone who saw a serious gap in the way that young autistic people were being supported to self advocate and see their strengths and what they ‘can do’. In a world where too many young autistic people are told what they can’t do (by often well meaning people), like all young people they need to be encourage to discover and focus on the things they can do.
The I-Can Network works hard to empower young people across primary, secondary and tertiary education settings and also provides a range of speakers and mentoring opportunities.
Check them out and take a look at the various profiles of speakers and staff, many of whom are autistic themselves.
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Rob has worked extensively with a number of organisations in the US who have been paving the way when it comes to neurodiverse recruitment and realising the value and benefits of having a more diverse workforce. Rob published an article entitled “Neurodiversity as a Competitive Advantage” following his study of the programs being adopted by a number of US corporates for the recruitment of individuals on the autism spectrum.
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A fantastic interview with Hiren Shukla from Ernst & Young who is demonstrating the real commercial value of taking a broader view when hiring talent.
Hiren talks about the path to success at Ernst & Young and where the program is looking to head for them in the future.
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In this episode I talk through the opportunities for employers to leverage the unique talents of neurodiverse employees. We also talk about a framework that Tim has established for assisting neurodiverse people to better breakdown their messaging, and frankly this is a nice simple way of helping to level set your messaging for anyone to use.
To see more on Tim and to connect check out Tim’s website at:
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In this episode Sean Langton, the Chief Technology Office of Bankwest shares his experiences of facing the fears of the unknown and how embracing neurodiversity was key part of their organisational approach to broadening the available talent pool they could draw on.
Sean also talks about the importance of connecting with local support organisations who can bring knowledge of recruitment process adaptations and to provide education and support as required to staff and managers.
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In this episode I speak with Laurel Lau on the both her back story but also the amazingly innovative and creative minds of neuorodiverse people.
It’s a firm reminder to not underestimate the ability of someone who is different to you to bring real value to a problem or opportunity.
Creating the right environment that encourages that creativity and provides the opportunity to express the thoughts they carry around is critical to including neurodiverse people.
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Jeanette shares her perspective of what makes for a positive recruitment and employment experience as someone on the Autism Spectrum. We also cover disclosure and reasonable adjustments and how these can often benefit everyone and don’t need to be specific for one individual alone.
Read MoreIn the first episode for Spectra-cast I spend some time discussing the Dandelion Program at DXC Technology with the Dandelion Program Executive Michael Fieldhouse.
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