Advanced Manufacturing employers

Neurodiversity and Advanced Manufacturing

 

Do you finding it challenging to keep your staffing levels high enough?

Does this affect your company’s productivity?

Have you considered hiring from the neurodiverse talent pool?

In partnership with the NRC and IRAP, we’re exploring interest from the advanced manufacturing community to hire from the neurodiverse talent pool. Why? Because we believe the neurodiverse talent pool could be a great solution to the talent gap in advanced manufacturing!

 

Addressing the skills gap in manufacturing is a perennial topic at industry trade fairs and conferences. Whether it’s the cohort of retiring workers, the challenge of attracting young people, or the increasingly automated production line that affects the types of roles available, there has been a lot of talk about the future of the workforce. But what are we really doing about it?

BY KRISTINA URQUHART

This article originally appeared in the June 2019 issue of Manufacturing AUTOMATION.

It is estimated that there are over 6,000 individuals with autism in Halton Region. Currently, there is almost zero involvement between the autistic community and advanced manufacturing for the purposes of selection and training.

Our primary focus is to  use a well planned process consisting of proven concepts from WBLC’s screening and selection process in conjunction with Spero Careers expertise in working with the autistic community. Combining the expertise and experience of these two organizations will help to demonstrate the strong business case for hiring from the autistic talent pool.

Meet Titan and Tyson Gilroy. A father and son team who are showing the world what autistic individuals can accomplish in advanced manufacturing.

Organizations across North America are recognizing the value of the autism talent pool. Stereotypes are being turned in to myths when autistic individuals are given the opportunity to connect their interests and talents to the right job.

Meet Jeff Gebhardt and Ed Loften who fill very different roles at Ford and Shawn Bohlsen, an autistic Canadian who works at CIBC.

Sometimes, all it takes to find the right employee is being willing to embrace a different interview and skills process. We’re helping with that through the use of two different assessments which help identify key skills and personality traits for success in advanced manufacturing.

We’re working to help you improve your workforce through this project. The project includes:

Information Sessions

One to One Discussions

Debrief Sessions

Ongoing Coaching and Support

Why the interviews?

We want to learn more about the issues you’re facing in hiring and retaining employees. The employers we’ve spoken to identified that their hiring practices might be part of the problem. We can help you with that.

Learn about the benefits of the work based learning competency program and how the autism community can help solve the growing employment gap within the advanced manufacturing sector. Currently at 45%, it’s expected to get worse in the next 5 years. Get ahead of the problem and keep your workforce strong!

Get in touch!

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Funding provided by the The National Research Council of Canada Industrial Research Assistance Program. (NRC IRAP) is Canada’s leading innovation assistance program for small and medium-sized businesses.
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