Essential employment skills are typically taken for granted by many of us. However, for some neurodiverse students and young adults, or those with these learning difficulties, these abilities are not picked up automatically. They need to be expressly taught.
These abilities may include fundamental employability skills, digital skills, the interview process and basics, like time-management. As a result, parents are largely responsible for teaching their children these abilities.
Pre-employment training can be a lifeline for young people who are struggling with their job search, and take the burden off families who have been trying to provide this support for their children
In this guide we’ll explain what pre-employment training is and its benefits for supporting neurodiversity in the workplace. Read below for more on how pre-employment training can help everyone Thriive.
What is pre-employment training?
Pre-employment training offers employability support that equips neurodiverse job seekers with a set of abilities and knowledge before they begin working; it is intended to help them comprehend workplace expectations and employer standards.
Understanding mindset, critical thinking in the workplace, creative thinking techniques and conflict resolution are some of the subjects covered in pre-employment training sessions. This is especially important for neurodiverse employees who may struggle in these scenarios.
These talents, which are often referred to as transferable skills, include resilience, teamwork, communication and problem-solving. The training may entail learning new skills as well as honing existing ones that a job seeker has already learned from previous employment experience.
Pre-employment training has been shown to boost a job seeker’s self-assurance and deepen their comprehension of workplace culture, assisting them in doing their jobs more successfully.
Benefits of pre-employment training
Employers may struggle to find and keep talented employees, but one method is by giving your team the chance to further their careers. It establishes an employee’s perception of importance within the organisation, fosters loyalty and ultimately increases staff retention.
Investing in your staff’s professional development is also important since, according to learning and development professionals around the world, there is now a greater desire than ever for upskilling.
While pre-employment training sessions will help establish regular re-evaluation of people, abilities and processes, ongoing development activities can help keep staff motivated. Managers will be able to effectively build targeted development programmes that take into account any potential skills gaps by conducting an assessment of the team’s present skills and abilities.
Neurodiversity in the workplace
Cognitive disorders include autism, ADHD, dyslexia, and dyspraxia and are simply variances in how people naturally absorb information and think. They are known as neurodiversities.
The term acknowledges both the challenges that individuals with these diseases may experience at work as well as the distinctive advantages that can result from thinking differently.
If a worker’s cognitive profile differs from the cognitive profile of the ordinary or typical individual, they may be referred to as neurodivergent. A dyslexic person can be considered neurodivergent, as an example.
A compelling business case exists for inclusion. Employers need to get the most out of their workforces in a competitive labour market, and the skills that neurodivergent individuals may bring to the table are too valuable to ignore.
Employers who continue to use discriminatory tactics put themselves at risk of serious liabilities. Therefore, adopting a more inclusive approach by companies is motivated by both significant “carrot” and “stick” factors.
Neurodiversity workplace policies
Only 10% of businesses are known to address neurodiversity in their corporate policies, either through their equality and diversity policy or through a stand-alone neurodiversity policy, in spite of the fact there is growing awareness of the subject.
Putting in place a neurodiversity policy has definite benefits. It offers a clear framework for discussion of topics like capacity and disclosure of neurodivergent disorders between management and employees. Employers can also benefit by demonstrating they have taken “reasonable steps” to stop victimisation, harassment, and discrimination.by
Workplaces can kickstart their neurodiversity policies by investing in pre-employment training for their neurodivergent new starters.
So – how can pre-employment training support neurodiversity at work?
Employees who have neurodiverse traits may find it more difficult to land and keep a desired career. Many businesses are not built to accommodate and assist people with cognitive disabilities, from the hiring process to the obstacles they face on the job every day.
Unfortunately, because most companies still insist on hiring for “cultural fit,” it might be challenging for neurodiverse candidates to land jobs. Unjustified concern exists that bringing in neurodiverse staff may alienate current workers. These people may have trouble finding employment as a result, but their problems don’t stop there. Once employed, neurodiverse workers frequently experience prejudice and a lack of resources catered to their requirements.
Pre-employment training can prepare neurodiverse people for the typical workplace environment. Here are just a few of the things it can help with:
- Grow confidence, assertiveness and independence
- Develop interview skills
- Find volunteering, training or employment opportunities
- Talking about disability in the workplace
- Support with job searches and writing your CV.
Looking for workplace coaching or pre-employment training?
At Thriiver, we specialise in providing businesses with workplace coaching.
Employers can examine the challenges faced by their neurodiverse employees through co-coaching. enabling improved methods for teamwork, communication, and collaboration. When performance difficulties at work have developed into a performance management process, co-coaching is frequently beneficial. It is frequently given in conjunction with one-on-one coaching.