Page 38 - PERFORM_MODULE_1_TRAINER_GUIDE

Finally, think about workflow adaptations. Clear routines, advanced notice of changes, and

breaking tasks into smaller steps are incredibly effective. Matching tasks to someone’s
strengths — rather than trying to “fit them into” a generic job description — is often what
unlocks true potential.

In short, small changes can produce big outcomes when we intentionally design environments
for neurodiverse teams.

Slide 27:

Trainer’s Notes:

This slide is your opportunity to tie everything together. After exploring challenges,
opportunities, and practical solutions, we now highlight four core ideas participants should

take with them moving forward.

First is the strategic value of inclusive employment. Hiring autistic staff isn’t about charity or

compliance — it’s a business-smart approach. Inclusion improves innovation, strengthens
customer relationships, and builds more resilient teams. It’s not just the right thing to do —

it’s the smart thing to do.

Second, a tailored approach is key. There’s no one-size-fits-all solution. Inclusion works best

when we adapt hiring, onboarding, and management practices to reflect the reality that people

37 | P a g e
Project Number 2023-1-IT01-KA220-VET-000152721