Spectra-cast

Dear listeners, I’d like you to meet Bob Schmus. Bob and I connected on LinkedIn and exchanged a few notes. It was clear that Bob has a real passion for both helping others directly through his day work and indirectly through the advocacy and awareness he’s keen to share with a broader audience.It was when I got underneath the ‘why’ of that and learnt more about Bob’s story and his purpose that it seemed only natural to want to share that with you too.Bob currently works as a youth therapist and counsellor and is keen to move towards spending more time working with adults as well as advocating for the autistic community.Bob and I talk about a range of topics, but at it’s crux it comes back to understanding that we’re all different, that there are both subtle and not so subtle nuances in how we can help each other and that everyone has a role to play in society.In our conversation, Bob talks about the value in having a ‘tool box’ of strategies that can be applied when working with different people. Not everyone will respond to the same approaches under similar circumstances in the same way. Relaxation could come in the form of drawing for one person and yet another person needs to take a walk to help reset themselves.As someone who is passionate about supporting and advocating for those autistic individuals who entering and well into adulthood who may need support around specific skills to help them navigate life successfully, Bob has plenty to offer the community and it set on doing just that!With a strong desire for constant personal growth and clear ambitions to further develop his therapy skills and to leverage speaking opportunities, domestically and abroad, to further promote awareness and understanding of autism, Bob is focused and dedicated to his cause!If autism were a painting - it’d be a masterpiece with contributions from multiple painters, genres, ages and styles - it would be some amazingly complex and intricate that it’d not only capture your eye it’d open your mind to how infinitely variable people can be.To get in touch with Bob for a chat, advice or for speaking opportunities, reach out at: schmus898@gmail.comps - Ever had to interview someone who you wondered or knew was autistic or otherwise neurodiverse? Grab a copy of my interview guide for neurodiverse candidates on how you can make some simple adjustments.pps - Ready to explore neurodiverse recruitment further? Looking for some guidance on how to get started or to better support existing staff? Book a call with me - I’m all yours!

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 BrisbaneJay Hobbs email address: jamonhobbs@gmail.comJay Hobbs, LinkedIn

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.

I have to admit, 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.Now I have to apologise for the audio quality, it was just one of those days! We had a fair bit of trouble getting and keeping a decent line in the beginning which we managed to resolve. However I did then lose the last few minutes of audio with Adam.If you’d like to know more about the police Autism group that Adam is a part of in the UK, then please check out www.npaa.org.uk and you can connect with Adam on Twitter - @autisticcopIf you’re interested in learning more about neurodiversity and how you could be recruiting talented individuals into your organisation I’m offering training and advisory support to make that happen!Hit me up on LinkedIn or email and let’s have a chat!

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.

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.

Rob’s bio from LinkedIn:Researcher, teacher, and experienced manager at major multinational corporations (automotive and technology companies) and also educational institutions (dean of a business school, CEO of an executive education foundation); experienced C-Level consultant to multinational companies; faculty chair and faculty member in executive education programs at Harvard Business School, Harvard Medical School, and elsewhere; author of several books and more than 100 articles and cases.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 North American corporates for the recruitment of individuals on the autism spectrum.Rob shares his thoughts on the critical elements that sit around the efforts to recruit and retain neurodiverse individuals. Leveraging the capabilities and networks of ‘social partners’ in finding and preparing candidates and supporting new hires once employed.

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.We also discuss how hiring and nurturing neurodiverse staff has had a profound impact on the leadership skills and approach for managers and how other staff are seeing value from that.If you enjoyed this episode, my ask of you is to share it with two people who you think might benefit from listening to the podcast.As always, if you’d like to hear more from me, please connect with me on LinkedIn or email me any time with any questions or thoughts you might have.Connect with Hiren on LinkedInDisabilityIn - Autism@Work Roundtable

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:www.timgoldstein.com

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.

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.LinkedInFacebookemail

In this episode, Mike Tozer talks about the impetus for starting Xceptional and the amazing start to their business journey. Mike also discusses how the demand for neurodiverse talent and the level of organisational experience of other employers is leading a growing number to Xceptional which has created a rapidly developing secondary business to their original software testing operation.Xceptional is one operator to keep your eye on, with many organisations of all sizes from around the world already watching and talking to them. These guys are going to go far!Reach out to Xceptional if you’d like to learn more about them at info@xceptional.io

Jeanette shares her perspective of what makes for a positive recruitment and employment experience as someone on the Autism Spectrum.Jeanette has years of employment behind her and has some useful tips for employers on supporting neurodiverse candidates and employees.

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