Module 6: Onboarding and Training

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Module 7: Workplace Culture Building

schedule Learning Time: 7–8 Minutes

Learning Objectives

By the end of this module, the learners are expected to be able to accomplish the following:

Facilitate the adjustment process for neurodivergent employees and their coworkers

Ascertain inclusive and considerate conditions for employment

Direct compassionate and tolerant communication towards neurodivergent individuals in addressing misconduct

Determine the working conditions conducive to retention and promotion

Orientations

The initial support from the partner school or organization must be continued during the company orientation. In the case of a neurodivergent job seeker who is hired based on diploma credentials, the employer may want to tap the parent/guardian for support in conducting the orientation.

It's important to note that the orientation period and pacing should be individualized according to the new employee's tolerance and ability to adjust to changes. This will ensure that the new employee enters the workplace with a welcome atmosphere and ease any anxieties.

Orienting Neurodivergent Employees

Flow Chart of Orientation for Neurodivergent Employees: 1 Welcome to the Company 2 Tour of the Facilities 3 Introducing Management and Co-workers 4 Work to be done 5 Basic Procedures and Policies 6 Discipline 7 Workplace Support 8 Organizational Culture 9 Paperwork Finalization

To illustrate further: Based on an experience with having a partner school, the school designated a job coach to accompany and assist the neurodivergent employee during the orientation for the period of two weeks. The job coach from the partner school assisted in communicating with the neurodivergent employee about the specific tasks to be done and demonstrated any physical or manual tasks required. Additionally, the job coach also assisted in touring the company, setting expectations, and transitioning the neurodivergent employee for greater independence in the work environment.

Orienting Coworkers

Apart from orienting new employees, an orientation for the current employees should also be arranged. As stigma among coworkers of neurodivergent employees has been observed, orientations aim to address this before any possible mishap or tension arises. This entails informing the etiquette, behavior, and accommodations in working with the new employee. Other topics to be included in this orientation are crisis management, triggering behaviors, flexibility, and patience towards the new employee.