Welcome Employers

Thank you for visiting our employers section of our website. Repploy are here to help you identify, source and gain insight in to the world of the autism spectrum employee.

By now you have probably asked your self some of these questions:

What does it take to make a workplace relationship work?

How can I support my employees so that we all gain the rewards?

What accommodations can I do and how hard are they?

Is there any major costing involved in supporting ASD employees?

Just been advised my employee has this diagnosis, what is it? How does it effect me?

All of the above & more can be answered and solved so simply, the accommodations are not hard or expensive. The worker you will gain can add beneficial foundations to your company.

Simply put Good Business comes from knowing your employees, Successful Business comes from harnessing the strengths of those employees.

Do you have what it takes?

Recently companies are starting to come to realisation that the untapped workforce of many with an ASD diagnosis is the path to new business growth...

 

We at Repploy have put the call out to companies ourselves to pick up the challenge, have a close look at the structure of your workplace, current employees and job roles.....

Are those pre - misconceptions working for you?

 

Are they meeting your industry, budget, skills,workforce and competency requirements?

 

Are you taking into account that the flexibility of hours, job roles, split criteria and underlying passion of your current workforce?

 

Do you underestimate the passion that repetitive positions in your company acquire?

Is it working for you?

 

By limiting your industry to what employers call the " employability norm" actually decreases your opportunity to access the overwhelming industry genius that many individuals on the spectrum bring to the workplace.

 

The under utilization of skills, knowledge and passion in Australia is criminal, industries through their lack of knowledge, understanding and insight are contributing to many individuals who come under the umbrella of an Autism diagnosis to a future of unemployment, or disability thus compounding into frustration, anxiety and low self esteem.

 

As company leaders currently fail to stand up and make minor adjustments to the everyday workplace norms so they can access the " genius of the diagnosis".

 

WELL ARE YOU UP TO THE CHALLENGE ?

Employers did you know?

How many employers really know or understand what Asperger Syndrome is? 7%

Remarkable isn't it! How do we as a community help employers to see the strengths of a person with an Asperger diagnosis?


NO TWO DIAGNOSES ARE THE SAME SO THEREFORE NO TWO CAREER PATHWAYS CAN BE THE SAME.
REPPLOY BELIEVES THAT HAVING A DIAGNOSIS IS EXACTLY THAT - A DIAGNOSIS - NOT A DISABILITY.

 

We can identify the strengths of an individual with a diagnosis through employment environmental assessments and compare those outcomes to their personal trigger assessments. 

This is a great tool for the client to see within-the-employment scope if and where they can achieve a higher level of success and workplace suitability. We can Take into account the individual's passion and fine tune these assets into employability opportunities.

Thus attaining the "right fit".

Recently companies are starting to come to realization that the untapped workforce of many with an ASD diagnosis is the path to new business growth...

We at Repploy have put the call out to companies ourselves to pick up the challenge, have a close look at the structure of your workplace, current employees and job roles.....

Are those pre - misconceptions working for you?

Are they meeting your industry, budget, skills,workforce and competency requirements?

Are you taking into account that the flexibility of hours, job roles, split criteria and underlying passion of your current workforce?

Do you underestimate the passion that repetitive positions in your company acquire?

Is it working for you?

By limiting your industry to what employers call the " employability norm" actually decreases your opportunity to access the overwhelming industry genius that many individuals on the spectrum bring to the workplace.

The under utilization of skills, knowledge and passion in Australia is criminal, industries through their lack of knowledge, understanding and insight are contributing to many individuals who come under the umbrella of an Autism diagnosis to a future of unemployment, or disability thus compounding into frustration, anxiety and low self esteem.

As company leaders currently fail to stand up and make minor adjustments to the everyday workplace norms so they can access the " genius of the diagnosis" .

WELL ARE YOU UP TO THE CHALLENGE ?

Visit our Employer Database Page

Sensory Demands within the workforce

It is important to determine a match between the communication, sensory, social, and organizational demands of the job and the needs of the individual with ASD.

The match between the demands of the environment and the needs of the individual does not have to be perfect. It is possible to introduce accommodations and instructions that will help create a better fit between the employee with ASD and the employment environment.Many individuals on the spectrum experience sensory processing difficulties of some kind within the workplace some of these may be apparent in the form of:

  • Sight
  • Audio
  • Smell
  • Touch
  • Textures

Certain noise, smells or feelings can cause extreme stress on the ASD employee, causing them to have trouble concentrating and coping with the employment environment. For this reason it is important to have a good sensory employment match for the individual and or good reflective accommodations and or reasonable workplace adjustments.

By identifying the personal sensory triggers matched against the employment environmental triggers you can ensure that this is a good job match for the individual. It is more beneficial for the person on the spectrum to have a work environment free from unnecessary distractors.

Some of the strategies and solutions to help individual's combat moderate sensory issues are:

  • Modifying the work area by clearing up clutter or adding dividers that block out distractions,
  • Moving the work station to a quieter location,
  • Wearing sunglasses or other tinted glasses,
  • Using head phones or ear plugs,
  • Pairing visual prompts with verbal ones, and
  • Encouraging slow introductions to environments that might be over stimulating.
Contact us today to discuss an environmental assessment of your workplace.

Workplace Advocacy

Many employment companies are not aware of the accommodations or communication styles required to work with many employees on the spectrum. To the industry HR teams this can seem like a legal nightmare, and it really doesn't need to be.

On occasion an individual or organisation may require the services of a specialised advocate who understands the requirements and challenges that many employees can face within the workplace. Most incidents derive from miscommunication and unclear insights as to the correct way of instructing, negotiating and implementing the required role tasks and expectations. 

Contact us today to discuss how our workplace advocacy can work for you.
 

Thinking outside the Box

During an interesting conversation I was engaged in with an employer earlier this week concerning an applicant that had been interviewed for a position within their company previously. It had got me thinking.

outside-thebox

What was it that had gone against this person? What in particular was it that had made this individual suddenly unqualified?

On paper according to the employer the applicants skills, attributes and experience were paramount to the position, he was well presented and a good match for the job order..................But didn't interview well

Through further discussion it became apparent to me that candidate could have possibly had Asperger's.

Why would this make a difference? I hear you ask.

Well people who have Asperger's can find the interview process very difficult (more than others) due to the fact that they find it difficult to embrace the simplicities of conversation that is so paramount to the interview process.

They have trouble understanding exactly what we as interviewers are asking of them especially through the behavioural interview questions. You know the ones where we will ask similar questions looking for different insights into a person's behavioural response.

Where as a person with Asperger's will look at you and most likely give you the same answer to all, let's face it by the end of that line of questioning they will probably be thinking "Do you not understand my answer? Why do you keep asking me the same thing over and over"? This then leads them to start concentrating on trying to work out more of what "your problem" is rather than concentrating on the situation at hand.

Candidates with Asperger's can easily be seen by interviewers as "unengaging", a true "aspie" trait is that they don't like to hold eye contact; they may fidget, and have trouble interpreting facial expressions.

They will give you Yes or No answers unless you make it clear that you are looking for more. They can be very literal in their answers as well ....

Disclosure: Revealing a Diagnosis

Revealing a diagnosis is a personal choice and to be honest there is no right or wrong answer in a potential employee doing this.

Many people are concerned about revealing their diagnosis, why? So many people feel that it will go against them that employers won't feel that they are up to the job so to speak.

If a potential employee decides to disclose their diagnosis whether that is in their resume or during the interview I would recommend that you ask for additional information on their particular diagnosis as well as how it affects the individual themselves. Each diagnosis and have a different impact on the person's strengths and abilities.

Instead of just dismissing this candidate out of hand think about how their strengths can have essential impact on the role you are interviewing for.

Contact us today to discuss how Repploy can assist you and tour HR team to find the right for the job.

ASD Strengths

Aspergers, High Functioning Autism, Attention Deficit Hyperactive Disorder and Autism Spectrum Disorder

Individuals on the autism spectrum have many strengths and unique capabilities attached to the diagnosis. These can include:

  • The ability to comprehend multiple levels of meanings and words
  • Have a great sense of humour
  • They make very loyal friends
  • They do not manipulate but rather speak honestly and frankly.
  • They are sincere truth- tellers who due to their sincerity are incapable of bitching or back stabbing others
  • Have the unique ability to focus on the details and not necessarily the " big picture " which allows them the insight to be a great problem solver, whereas others may overlook the solution.
  • They have advanced vocabularies and are able to recognize patterns others do not
  • They are not easily swayed away from ideas and or projects they are passionate about but have the determination to follow through.

Professional Development

Repploy trainers can facilitate the following workshops:

  • Workplace shadowing
  • Role definition and modelling
  • Workplace mentoring program
  • Understanding Autism
  • Communication Autism's hidden language
  • Transitions within the workplace
  • The art of flexible thinking
  • Social Implications of employment
  • An Introduction to Autism Spectrum Disorder
  • How to support individuals with ASD
  • Workplace accommodations
  • Intervention strategies to reduce stress and anxiety
  • Strategies to increase social understanding
  • How to deal with bullying
  • Autism and OHS
  • Enhancing workplace communication
  • Developing social understanding
Contact us today to book your individual or group customised PD's. Hosted at your organisation.

Employer Database Form

We are offering employers an exciting opportunity to join our extensive free data base.

Repploy, formed in 2011, is a company based in Victoria which offers a ground breaking service through supporting individuals on the Autism Spectrum, their families, carers, educators and employers.

We are seeking companies who are willing to take on individuals on the Autism Spectrum for work experience and /or employment opportunities.

Autism Spectrum is a neurological disorder. Some of the difficulties faced by those on the Spectrum include social skills, fine and gross motor skills, emotional deficits and sensory issues.

Repploy staff understands, respect and support all our clients' individual, social and emotional needs. We strive to identify strengths and provide tools and strategies to ultimately achieve independent life skills.

As a company we have identified a gap within the current services available to individuals on the Autism Spectrum, their support network and employers.

Employers and companies in the past haven't always been given the support to meet the needs and understanding of individuals on the Autism Spectrum in the workplace.
Repploy aims to break down these barriers.

Join our other businesses in supporting those on the Autism Spectrum to become valued and independent members of the community.

If you would like more information or to join our data base please contact Repploy.

 pdfDownload our Companies Database Form

 

Employers