Boeing Mesa – Electrical Center of Excellence (EcoE) has earned the Certified Neurodiverse Workplace™(CNW) designation granted by the International Board of Credentialing and Continuing Education Standards (IBCCES). This designation means that the Electrical Center team has completed a training and certification program designed to help managers and HR professionals understand and attract neurodiverse workers and assist team members to work better together.
My CAS credential helps clients quickly identify me as a professional proficient in ASD treatment in my field. The credential lets clients know that I have completed extra training to understand and treat ASD as a mental health clinician. My CAS credentials has helped me bring in many new clients from rural surrounding communities and for that I am thankful.
Boyertown Community Ambulance Service is now a Certified Autism Center™, designated by the International Board of Credentialing and Continuing Education Standards (IBCCES). This designation means that EMS staff and first responders have received position-specific training to enhance their understanding and sensitivity when helping autistic individuals or those with other sensory sensitivities. The Boyertown Community Ambulance raised $6,000 in funds to train staff and purchase sensory kits for their ambulances.
Dentists Commonly Work with Autistic Individuals (With or Without Autism Training)
Since autistic individuals typically have difficulty during dental visits, it is natural that autism and Dentist go hand in hand. With a rising diagnosis rate of autism, it is extremely valuable for Dental Practices to consider specializing in this area, or to at least receive specific training, in order to support autistic individuals.
Neurodiverse individuals often possess skills that are highly desirable, yet difficult to find, especially when it comes to areas like technology, math and science. For example, people with autism are sometimes skilled in analytics, pattern recognition, information processing, and are great at working with numbers and formulas. Many businesses desperately need these skills, but have trouble finding qualified candidates because they are overlooking the untapped resources that neurodiverse people have to offer.
Those who are neurodivergent tend to work well in predictable, steady environments and are extremely determined individuals along with loyal employees. They often prefer to remain with the same organization so companies can count on them as reliable assets rather than flaky employees who may jump at the next opportunity that approaches them.
Another significant benefit of hiring neurodiverse people is that they often think about challenges differently and can be great at using logical, straightforward thinking, which expedites the problem-solving process and increases overall productivity.
Forming a team that includes neurodivergent individuals creates a healthy, diverse ecosystem at work all while helping managers and bosses to become better leaders. If a boss can communicate with and lead someone with cognitive differences then they will be better equipped to work effectively with anyone.
Other employees will benefit as well because they will have the opportunity to step outside of their comfort zone and create relationships with those who may think and approach things differently. When we are able to spend time with those we perceive as “different” we begin to realize we are much more alike than we are different. This cultivates an open-minded, accepting culture that companies far and wide are striving to create.
Just because an individual may be neurodiverse, it doesn’t mean they aren’t capable of front-office roles. Many neurodiverse people actually thrive in these types of settings. For example, Shattuck shares his experience at the Department of Motor Vehicles in Philadelphia where he was greeted by a helpful, friendly employee with autism who effectively directed him on what steps to take next. Shattuck recalls, “He was amazing. It was actually good for me to see that because I suffer from my own stereotypes and biases, and I need to be challenged on those as well.”
Hiring neurodiverse individuals is a win-win-win situation. It provides those on the spectrum with the opportunity to pursue a career and positively impact their community while creating inclusive workplaces and providing managers and other employees the chance to work with a diverse range of people resulting in personal and professional growth.
While hiring neurodiverse people is highly beneficial, neurodiversity programs are a very important part of this process because they educate employees, including management and HR recruiters, about the importance of working with neurodiverse individuals and how to most effectively conduct the hiring process along with how to create an inclusive environment where everyone can thrive together.
IBCCES currently offers a Certified Neurodiverse Workplace program geared towards the general workforce as well as leadership and management to help build an inclusive and productive work environment.
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by Robert Jason Grant Ed.D, LPC, RPT-S, ACAS
Several years ago, I received a referral to provide therapy to a young boy diagnosed with autism spectrum disorder (ASD). This was my first referral to work with a child with ASD. I quickly realized that my mental health license and my training in play therapy were missing something to fully and effectively work with this child and his family. I began searching for established ASD treatments I could learn and incorporate into my work with this young person and other clients struggling with similar issues. Along this journey, I eventually integrated models and evidence-based practices to create a protocol for mental health therapists and especially play therapists called AutPlay® Therapy. This was satisfying in my individual clinical work, but I still felt somewhat isolated in terms of professional identity and accountability regarding my work with ASD.
As Autism Diagnosis Rates Grow, So Does Demand for Certified Professionals
The prevalence of autism is growing across the US, as is the demand for professionals who are qualified to work with people with autism. Becoming a Certified Autism Professional (CAS) has a host of benefits for the students, the OT, and their colleagues.
Here are 5 of the reasons for an OT to pursue an autism certification, with many of them straight from practicing OTs who have already earned the CAS credential themselves.
Since autistic individuals typically have difficulty communicating, it is natural that autism and SLPs go hand in hand. With a rising diagnosis rate of autism, it is extremely valuable for SLPs to consider specializing in this area, or to at least receive specific training, in order to support individuals who are on the spectrum.
The Greater Florence Chamber of Commerce is now a Certified Autism Center™ (CAC). This designation is granted by the International Board of Credentialing and Continuing Education Standards (IBCCES) and means Chamber board members have completed training and certification to enhance their ability to assist the community as a whole and better understand those with autism or other sensory needs.
