stanford neurodiversity summit day 3 part 2

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Christy Clark Matta | Program Manager at Stanford University 0:02

Thank you, Sarah. And I have a feeling you're going to get some interest in the in the connection just from some of the comments that I've seen already. So thank you for just a fascinating presentation. And there's so many pieces of it, the I sort of was thinking about this evolution of outreach that you've done from starting with baking, and then evolving into these bespoke workshops. It's just amazing transformation and evolution over over the years. So let me jump into some questions for you. And one is related to those workshops. There's a question, Are there plans to expand the bespoke workshops for mature students?

Unknown Speaker 0:55

Whoo, for mature students. Um, we haven't considered that yet to be honest, because we obviously still trying to raise funds just to do the ones for the, you know, for the younger students. So we're doing it really weren't the, you know, the idea for me is to do them for students that are in what we call primary school. And then for students in in secondary school before they go into university, but we haven't considered doing things. Hopefully, we would have some workshops. So we're hoping to have activities, things like hackathons that we do with our students, when we have our students from the Royal College of Art, Royal College of Music, and imperial, you know, I'm just can't wait to do some projects with all those neuro diverse students and staff.

Christy Clark Matta | Program Manager at Stanford University 1:55

Wonderful. On the on the topic of connection, we do have several questions about how how can people connect with you?

Unknown Speaker 2:05

Oh, well, my Twitter is just there. It's at ranking Prof. But yeah, just look me up, you'll find my email very easily on, you know, if you just search me, and just suggest drop me an email.

Christy Clark Matta | Program Manager at Stanford University 2:24

Okay, that sounds great. And how about, we have another question here about are there opportunities for neurodiverse? autistic United States citizens to go to graduate school at Imperial?

Unknown Speaker 2:39

Well, yeah, yeah. We have a lot of grad students from the US. Yeah, we have we have a lot of international students at Imperial. So yeah, there's there's lots of opportunities. And we have people that come on our masters courses, for example, if they're their grad students and PhD students, so yeah. Okay.

Christy Clark Matta | Program Manager at Stanford University 3:04

And in some of the facts and figures that you gave, do you have facts and figures on specifically female experiences or rates of females in STEM fields? we talking about neuro diverse females, I believe so I believe that's what the call Yeah, referring to.

Unknown Speaker 3:26

And I think it's really hard to actually get any of this information. But it's, it's something that I'm, you know, intended to look at at Imperial. I mean, I went to a great one day conference. in Cardiff name is gone. And I was, yeah, about the sorts of gender differences between things like ADHD and an autism. So yeah, I think, yeah, I think that's a really fascinating area. So yeah, something definitely to consider.

Christy Clark Matta | Program Manager at Stanford University 4:13

Okay, we have a question here. I'm currently attending school with the goal of finding work that combines sustainability with creativity. Do you know of neurodiverse scientists who are doing that kind of work?

Unknown Speaker 4:26

Yeah, um, we actually have a group at Imperial and then we have a lot of areas that are around sustainability. And we have a specific group, if they email me, I can send the details but it's, and they do a lot of citizen science. And again, you know, bringing creativity into that. But I think, you know, if you look at myself, you know, I'm a scientist, but I'm very creative. You know, it was one that those people in school, I could have have gone either way. But I wanted to kill cancer. But yeah, that never happened. So, but anyway. But I've used my creativity in other ways. So I can still apply my creativity I apply actually in the design and my experiments and the type of things that I do a lot of the things that very innovative or blue skies, people would put it. But also, you know, I'm drawn to arts or not, and I was work with artists on on my outreach project. So, you know, I do have the opportunity to get involved in other sort of, you know, so so I feel because I need that, you know, it's part of who I am I am creative.

Christy Clark Matta | Program Manager at Stanford University 5:48

Absolutely. And it is, yeah, many fields have creativity built into them that you don't, not necessarily obvious on the outside. So there are a couple questions here in terms of parents and engaging kids. The first one is, is there a playbook or resources for parents teaching kids at home for STEM?

Unknown Speaker 6:13

know, what a great idea. And that I mean, there are zillions for STEM activities. So you can go on the internet, and you can find loads, what there isn't, is how do you adapt them for your student, you know, for that particular student that, you know, maybe has an aversion to sticking their fingers in? I don't know, an identified substances or, you know, making slime or things like that. I mean, those are the sort of things we had to consider when we were dealing with the, with the with the primary school kids. So I think it's Yes, knowing how to adapt the activities to make them work. For young kids, I don't think that exists as such.

Christy Clark Matta | Program Manager at Stanford University 7:05

And I'm, and there was a follow up question that may have the same answer, but it was about content from middle school neurodiverse girls, for STEM that aligns with their coursework in school.

Unknown Speaker 7:20

Yes, I mean, yeah, I mean, there is, as I say, there are there are lots of there's lots of content, but what the sort of the unique thing of our workshops was having the whole, you know, and it was great for the students to actually feel normal, you know, there were, you know, students with ADHD that weren't, you know, they were allowed to get up and move. You know, we, when we were doing the workshop with the dyslexic and dyspraxia and ADHD, we did a whole fist, what we called physics, busking, and we got them to, you know, rather than reading anything, everything was sort of, you know, visual, and we had experiments that they had to work out how the experiment worked, and set it up, and then what was the impact of it, or what did it mean, and they had to present that in an interesting sort of way, actually back to their parents at a later time in the workshop. So, you know, that they could just be moving around the whole time and chatting the whole time, not being told off, you know, it's just something as simple as that is it which is pretty sad, isn't it? if, you know, it comes to it, but the fact that they all sort of, you know, swapped their contact details with each other, because so that parents network, the students network, and the other great thing is when I bring in professors to teach these students, you know, they are a bit sort of, you know, had their mind sort of opened a bit because they realized, you know, the, the, the strengths, and they, if they see them as a whole group, they really sort of notice maybe their sort of differences. And so it's a learning experience from them as for them as well.

Christy Clark Matta | Program Manager at Stanford University 9:23

And we're continuing to have questions about just this whole whole range from from younger kids Middle School, around connecting and then learning. And we have another question here is, are there internship programs for someone who graduated already from university?

Unknown Speaker 9:44

An internship What do you mean by internship? Is that somebody wanting to come and work at Imperial or is it I don't what

Christy Clark Matta | Program Manager at Stanford University 10:00

Yeah, that's a good question. It might mean something different in the UK, I'm not sure typically internship in the US is a is a program. For students. It's short term, it's meant to provide people with experience, but it's not technically a job. It's more considered sort of part of a extended learning where people go into the workplace as sort of a student. learner. I'm not sure what the would be.

Unknown Speaker 10:30

We have something at Imperial called Europe. Yeah. That's undergraduate research placements for graduates. Not that I know of, not that I now have we have it definitely for undergraduates that come and work in the summer. I'm not aware for graduates.

Christy Clark Matta | Program Manager at Stanford University 10:59

And then we have a question here about chemistry demonstrations. And I think the questions relating to while some of these demonstrations, I think you've touched on it a little bit in terms of how did you modify some of these activities that you did in your workshops? But it was a question kind of along those lines, that there are these chemistry demonstrations that might be engaging and interesting, but are also terrifying to some and how do you go about modifying some of those or making them more accessible?

Unknown Speaker 11:34

Yeah, I mean, I think a lot of it is so so I think, for me, it's it's doing, running these workshops made, it makes it very clear that if I'm running one with students that are dyslexic, you know, they love that they love things that get bang, they love the The, the, you know, and they love a source of Oh, changing things at the last minute or, you know, surprise, there's an exception. And then I have the polar opposite, if I have students that are autistic, and I'm trying to, you know, make sure we keep exactly to time and do exactly what we say and pre won them and and so if we were going to do anything like that, I think it would just be a case of we would say explicitly, right, we are going to do this, there will be a large bang at the end, there will be a strange smell, you know, if you are going to be uncomfortable with this, you know, stand away or stand outside the room come in afterwards. We're video it you can watch it, you know, it's just that sort of thing.

Christy Clark Matta | Program Manager at Stanford University 12:41

Yeah, preparing people is a big piece of the big piece of it. Yeah. So a Next comment is, thank you, Sarah. And it continues I've ADHD and work for a nonprofit in the US. Employers in the states want autistic candidates? How can we convince them that neurodiverse, dyslexic ADHD etc have skills to? How can you convince who the the employers are the employers? Yeah, I think that was the question.

Unknown Speaker 13:20

Well, this is why I guess I'm I using my position as a professor now to sort of go into STEM businesses and challenged them a bit on this because to sort of say, okay, you know, this is, this is me, and this will be also some of your employers here, even though they haven't. And I think that's, that's the main thing is taking away the stigma, because these people are lying, are not not lying, that that they are in organisations already, there are lots of people like myself that didn't really realize that they were neurodiverse. And there are people that know there are neuro diverse, and they're just masking it, because it's got such a sort of negative stigma. And so one of the things and one of the things has been really great, I've been going into, you know, AstraZeneca and GSK. And, you know, there are senior scientists there that that are coming out and saying, yes, you know, this is me as well. And that's really important for younger employees to see. And that's what I want, really hope will happen is that there will be more people like myself, you know, because it's fine having, you know, role models like Steven Hawkins and Steve Jobs, but you know, that's not sort of the average sort of Professor out or academic. And so we just want, you know, STEM professionals, people that are, you know, scientists neuro diverse just to talk more about that. I mean, it's it's almost, you know, celebrated in in the creative fields because you know, so many creative people and famous creative people and people living creative people are neuro diverse and they sort of acknowledge it. Whereas it's it's very tough getting scientists to actually come out and and talk about their neuro diversity.

Christy Clark Matta | Program Manager at Stanford University 15:32

Yeah, yeah, that makes sense. And I think we have time for one last question. And this one is just related to research. And this person is saying they're not having luck finding research articles, studies on ADHD, dyslexia and autism, on the commonalities and was wondering if you had thoughts on that, or had places where you were finding research or particular research suggestions.

Unknown Speaker 16:04

I think you probably got other people that could answer that much better than myself, to be honest. This conference.

Christy Clark Matta | Program Manager at Stanford University 16:14

All right, that sounds great. Well, thank you, Sarah, for your presentation. I'm sure we'll have that last question. Some of the other sessions, I imagine that we'll have people who can speak to that, but absolutely fascinating. And so such a pleasure to have you here and sharing everything that you are doing. And I will turn it over to Dr. Fung. Now, who will let us know what's coming up next.

Unknown Speaker 16:45

Great, thank you very much. And thank you so much for the invite. And it's amazing to hear all the really impressive work that everybody else is doing. And, you know, really, the companies and Stanford with their whole neuro diversity project. I mean, that's just incredible. So it's no, I think everybody is, you know that there is a, we're on such a good trajectory, it seems. So thank you again.

Lawrence Fung MD PhD | Stanford | Assistant Professor of psychiatry and behavioral sciences | child and adolescent 17:12

Thank you, Sarah. And we'll be partners on different continents. And yeah, yeah, collectively, we can do much more. So looking forward to continued continuing our conversation. Thank you for the presentation. I am going

Unknown Speaker 17:34

to have to just shut my computer off because I can't exit the screen. So I hoping it won't do anything horrible to your to your

Lawrence Fung MD PhD | Stanford | Assistant Professor of psychiatry and behavioral sciences | child and adolescent 17:43

that's fine. So yeah, was See See you some other time. So for everyone else that's in the conference right now, if you are signed up for a networking session, please. You can end your webinar, and then enter your own zoom link. If you already have one. Check your email for detailed instructions. If there are any changes by the speaker, they will send the emails to you directly. And for everyone else. That's not going to networking session. Please have lunch. This is lunchtime. And we'll be back at one o'clock for our employer session with five very experienced executives in the autism at work and neuro diversity at work initiatives. So we'll see you soon at one o'clock.

Unknown Speaker 1:18:52

Welcome to the Stanford neuro diversity summit. Some of you may have participated all along in the summit. For those of you who has just joined, welcome. We would like you to know that all sessions are recorded and transcribed. Please check our summit website for YouTube videos. All questions from the audience who will be submitted through the q&a function at the bottom of your screen. The moderators will try to cover as many questions as possible. So I like to welcome to the to our employer panel with big corporations. First, I would like to introduce Neil Burnett. Neil is the director of inclusive hiring for people with disability disabilities and Microsoft. Since the announcement of world autism day in 2015. Neil Burnett have been responsible for the program evaluate evolution of the Microsoft autism hiring process. Next person I'd like to introduce is Michael Fieldhouse. Michael is the director of emerging businesses and cybersecurity and program is that executive of T See technology at the center line. As a leader of GSC social impact practice, Michael worked with clients and the community to develop and run programs that benefit individuals and society. Next person who I would like to introduce is Anthony pasilla faciliate. Anthony is the Vice President at autism at work, JPMorgan Chase. In this role, he manages recruiting efforts as well as developing candidates pipelines and ensuring best practices for ongoing support. Anthony has been with JPMorgan Chase for eight years, serving in variety of technology roles in customer and community banking. Next person I'd like to introduce is hiring shoe club shoe clay is the automation and innovation neurodiverse. co Ed leader at Ernst and Young hiring experience spans more than 20 years across the field and accounting strategy, automation, innovation and information technology. He currently leads the internal automation and enrollment at your interesting young. And finally, I'd like to introduce Jose Velasco. Jose is the vice president president Product Management at SAP. Jose is the chief program manager and product engineering board area at SAP and autism at work ambassador, Jose 30 years Information Technology career career spans private and public sector and companies ranging from startups to fortune 500 Enterprises. And now I will introduce you panelists by one by one and you will able to share your story. So first I'd like to welcome Neil Burnett from Microsoft.

Unknown Speaker 1:21:51

Great, perfect. Thanks for Thanks for having me. I'm so good morning. Good afternoon. Good evening, I have one slide, I just want to level set some context on our program for everybody. Our Microsoft autism hiring program started five years ago, back in 2015. And at Microsoft, we have a very strong disability community. We have a very strong autism community at Microsoft, but we knew we could do more. And about five years ago, I saw some of the great work that SAP was doing. And I reached out to Jose and and had a chat with him to learn more about what SAP was doing. And as a technology company, I knew that we had a lot of roles and opportunity that we could do more than what we were already doing. So with that, we did a pilot program. And we started out with five software engineers for our pilot program, all local here in Seattle. And we quickly found that we were finding great talent and great success by just changing the way in thinking about our interview process by being a little more inclusive by creating more opportunities for candidates to showcase their skills in front of hiring managers. And so from that pilot, we've just been really iterating on our model. Over the last five years, we started out with a four week program, then went to a two week program, then two a week. And now we're at four days, we have over 100 full time employees across 95 teams and seven different role types. As I mentioned, primarily, our sweet spot has been software engineers, we've, we've hired roles in data data analytics, we've hired roles in finance, we've hired roles in our retail store, so customer service roles. So we're expanding the type of roles that we have at Microsoft. The other thing that was really interesting to me is that as we went about our evolution of our program, we clearly had to expand from just recruiting folks locally. So roughly 70% of our candidates, pre COVID had relocated to the Seattle area to our campus. We have just completed our first virtual cohort. A few weeks ago, we found great town and great success with this program, doing it virtually. And that's something that we're continuing to iterate on and figure out how to do a better job. And so, you know, we're really excited about what we're finding, I can tell you that a lot of our existing employees that were not hired through our program, they we've seen a lot of support from our employee base and not just creating the program, but mentoring, advising, having us come and educate their teams. So it's been it's been a really collaborative process with our existing employees. And obviously, we're finding some tremendous talent, and it has been a talent play for us by far. And then the last thing I'd close in the last moment is just talking about the Autism at work round table, which hopefully we'll be able to talk about a little later about too, but all of us, James Anthony, Michael Jose, we partner with other employers, there's over 30, I think it's like 35 today that also have similar type of hiring initiatives. And we spent a lot of time working with other companies to help them on their business case. And just trying to every company is different, every culture is different. But I think, you know, our Northstar Microsoft has changed is to change the unemployment rate for people with disabilities. And we know we can't do that ourselves. We need all companies to lean in and do something in this space. And so we're very eager to help any company of any size, or in any industry to think more inclusively. And, and, and to focus in this space. So with that, I'll turn it over.

Unknown Speaker 1:25:53

Thank you kneel. And now I'd like to welcome Michael Fieldhouse from the underlying program at GRC. Technology.

Unknown Speaker 1:26:04

Thank you, Ron, thank you for having me. And hopefully, I'm coming through loud and clear from Australia. So yeah, thank you again, to all my colleagues on the on the panel. So it's a long time since we've actually spent any time together, but hopefully wishing you all well. And so your deadline, obviously, it's been around since 2012. And we've kind of launched the program in late 2013 14. And we're really calling it 2.0. Now, because we've been very much focused on the last two or three years focusing on mental health and incorporating that into our program. So which has been a big piece. Just trying to work out how to tap through the slides here. So. So we'll come back to Well

Lawrence Fung MD PhD | Stanford | Assistant Professor of psychiatry and behavioral sciences | child and adolescent 1:26:54

said,

Unknown Speaker 1:26:56

oh, they're not looking that great. Do you want me to share my screen instead, you want to stop sharing? And I'll share my screen.

Unknown Speaker 1:27:08

I'll do that.

Unknown Speaker 1:27:16

Quickly, is now coming through. coming through now, guys. So yes, so we've been from a kind of an impact perspective, we've been with quite quite a few different models. So we've had hard over about 120 plus people at the moment, we've had over 40 plus graduate through the program. in various stages, we've done about 70, plus higher education, internships, and probably one of the biggest things we've been very focused on is open sourcing our or our kind of our material, and at research that we've had over 600 organizations download the material, Chris 99 countries, fire Cornell, we will continue to do our focus on our evidence based research, which we've been very big in. And that will be evolving our evidence where our research will be around mental health as mental health tools, which we'll be releasing, like next year. So our program really focused on really, probably the pillars of it is really executive functioning and life skills and, and, and mental wellness. So that's kind of probably the three big pillars in our program. Just a little bit about the platform. This is, you know, we've got a curriculum, obviously, we've been doing training and education, we've got a number of tools, which we've kind of mobility tools, mobile tools we actually use for help with mental health and routines, life chirper News optimize, which to help out with some of the CO training. And there's a bunch of, obviously, some key assets that came out that are available through the Cornell website that you might want to download. And there's obviously a COVID-19 plan and how we've actually operated in a COVID-19 environment. Again, this is a little bit about the assistive tech, we actually use in our assessment processes. Well, we use a machine or gamification, regards to playing games to really unlock from the talents to look at strengths based, we look at it very much a strength based hiring approach, and try to really kind of really unpack some of those strengths. So we also have mentioned before, mobility tools as well to help with coaching and also to help out with executive functioning, saying our program is very much very geographically spread across Australia. And this is just a little bit about the mental health framework, which actually we're releasing. It's actually been developed we're releasing next year, really talks about how to really to provide support into our employees. Assistance Program and also our, into our program in general. So there's a whole bunch of material in that. Really, that's where our biggest focus for the next couple of years is in building this thing, and really focusing on really providing the really mental support for the, for the people in the program, and also the organization more broadly. Well, thank you very much for having me. And

Lawrence Fung MD PhD | Stanford | Assistant Professor of psychiatry and behavioral sciences | child and adolescent 1:30:28

more personal.

Unknown Speaker 1:30:31

Thank you, Michael. And attendees. If you have questions for a specific panelist, please include the panelist name so it'll be easier to sort the questions. And now I would like to welcome Anthony Basilio from autism at work from JPMorgan Chase. Hello, everyone,

Unknown Speaker 1:30:52

I don't really know how a follow up Michael field houses NASA diagrams that were just showing.

Unknown Speaker 1:31:00

That was pretty impressive. So I'm gonna go with the the one to two slides scenario here. So So just like Neil and Michael, and you'll hear from Jose here, and I think we all have a combined effort and passion to get autism or neuro diversity programs off the ground ours started JPMorgan Chase five years ago. You know, we started with four quality assurance employees, and we're at 200 plus at this point. And I'll get into a little bit about our model of hiring in a moment, because it's kind of changed over the years, and we had to change by necessity of business as well. So I know that, you know, some of you can see that we're in eight countries and 40 different job roles. And I think the 40 different job roles speaks to the point of, you know, just not pigeon holing folks that are on the spectrum into one job category, whether that be technology, most of our jobs at this point, are almost, I should say, are evenly split, actually about 6040, about 60%, technology, 40% operations, we've really gone very strongly into the operations arena over the past year and a half. We, of course, are always looking for software engineers in that space. But we've kind of gone into compliance and audit. And we're really not, you know, set in stone about any particular jobs. I mean, we have everybody from an apprentice or internship all the way to a Management Director, who are on the spectrum. And I think one of the proudest things that that that we've done over the past five years is, when we first started, we didn't know what we didn't know, obviously, and we had vendors help us get training and education ready for our colleagues and managers. And we've since taken that over and done instructor led. Obviously, it's it's virtual at the moment. But you know, we hope to maybe in 2021 2022, I don't know, get back to the going on campus and doing those instructor led trainings, but we're over 6000. Now, that seems like a large number. But when you look at JPMorgan Chase with 250,000 employees, we're only hitting a small percentage of those. And it sounds like no one doesn't know us internally, it's managing to get out to that recruiting team, into those those colleagues and managers who want to have this train, we've actually embedded a piece of the training into our diversity, inclusion and onboarding training, which is great, obviously, we definitely want that DNI is a big piece of what we do, and all of these companies, actually, but I think that'll get us a little bit more presence inside the organization. We work really hard and making sure that we do have support mechanisms in place that kind of speaks to the greater than 90% retention rate that we have currently, we have support circles, we have the buddy program, we have the mentoring program. These are all key takeaways of things that Jose here and Neal, myself and Michael have done over the past five years to take a look at how do we best support folks that are on the spectrum, and not just folks that are on the spectrum, but all the people that are in the organization? Right? So that's a culture shift. And I'm sure we'll talk about culture shift a little bit later, in doing these types of presentations at Stanford, and thank you, Lawrence, in all of the people who put this together, it's an outstanding forum for all of us to get together and kind of talk about what we've done. But I think, you know, the greatest part of it is that we're going to tell you kind of what we're looking to do and some of the struggles that we may have had along the way. That's what makes our programs even stronger today. In a few other things before I turn it back, is the hiring models that I said that we talked about. So we originally started off as doing some contracting Then we were gung ho on the direct hire model, which is full time employees, which has been absolutely amazing. And now we've kind of turned right. So we're doing temporary workers as well in our government space. And, you know, what we realized was that the opportunities that we were missing to provide people a piece of let's say, JP Morgan Chase on the resume, we might not have that full time position available, but people need work. And it's also a good resume builder as well, if you can put, you know, one of our companies on on your piece of paper, or your virtual paper at this point. So I think, you know, changing that model has brought in a different skill set, which is absolutely wonderful. But again, we'll talk we'll talk about the culture and how it shifted in the five years since we started these different programs, and some of us a lot longer than five years. So with that, I will turn it back to our host.

Unknown Speaker 1:36:00

Thank you, Anthony. And now I would like to welcome hiren Shukla from Ernst and Young.

Unknown Speaker 1:36:08

Great, thanks so much, Mark. And super excited to be here today. Thank you all for joining us. Dr. Fong, thank you and the Sanford neuro diversity team for putting this great event together. I think particularly when we all need to come together and organize as a community around things that are really important. So thank you, again, if we can go to the first slide, please the next slide after this. But I'll call out a couple of things beyond the numbers that you'll see on this slide are the locations, there is a fundamental premise around neuro diversity at UI. And that premise is diverse teams produce incredible results. We all know this, nobody will ever argue or, or, or say anything contrary to that, what we proved out or wanted to prove out four and a half years ago when we started this journey. And we were very thankful for all of our colleagues who are on the phone today that really open sourced and shared information. So many calls with our friend Michael in Australia, at different times of the day or the evening just to share information. But when we started this journey four and a half years ago, I will be honest, it was not about neuro diversity, it was the power that you can unlock. When you have a true multi dimensional diverse team. We think that what happens in the neuro diversity space that we proved of all of this great value, and a sense of belonging is then applicable to every other group. At some point, you don't have a neuro diversity program anymore, because you don't need to have. And so what you're seeing on the screen right now, is what we believe is the point of view that says organizations today, more than ever need to stand up, speak out, include individuals, because it will make their companies and their communities even better. And so when we think about the pillars around digital transformation, or the workforce of the future, or the ESG agenda, in which the as the social side, has not gotten actually much attention at all, because climate change on the east side has gotten all of it. We think about what we can do today and what we can hopefully enable, inspire and activate other organizations to take their diversity and inclusion, commitment, and extend that to belonging and equity. And to some point, say you're not looking for individuals to conform, you're actually looking for individuals to come to work and be their best selves. Because when you do, you will unlock the power of intelligent innovation that is applicable across your organization. You will build in the agility and resiliency of transformative thinking. And effectively you will take a diversity inclusion conversation into diversity, inclusion, belonging, equity action. And so we think that this is an important time to build connections with your stakeholders. And frankly, we see our neuro divergent employee base as a fantastic way to activate all of this potential that we see with any why and other organizations. We can go to the next slide please

Unknown Speaker 1:40:00

What you're seeing here are the hard skills that we talked about. And while these skills will look very technical nature, I would be remiss if I didn't say neurodivergent individuals already exist at a why and every other organizations, they exist at all levels. And they do all kinds of jobs, marketing, finance, sales, business development, in addition to traditional accounting, and consulting, or even technology development. So what you're seeing on the screen is, as he Why has embraced the digital transformation journey that is pervasive across every single thing that we do at a why, how do we harness these skill sets to produce the future solutions that we need and who is going to imagine those solutions for us, and help us realize them. So our neurodivergent teams today, work hand in hand across all of epi, really working in this truly multi dimensional way to produce value. And one of the most beautiful stories that I think about when you look at this screen, is most recently, we helped to build a blockchain solution for a global financial services organization that needed to track the money it was handing out, so that a hospital in the Ivory Coast of Africa can buy ventilator equipment, to treat their COVID patients and our diverse team was part of a broader team to bring and imagine and realize great value that we have to provide. And so there's truly hard skill that is based in here. And part of the reason that we deliberately went down this route, is we talk about our HR and our DNI partners supporting us. But our program, like Neil said, is a talent Innovation Model. In effect, what we are proving is the workforce of the future, not workforce of the future includes everybody. And that's a really important piece to this. Let's go to the last slide, please. And the only things that I will call out as you briefly look at this is that this is a snapshot of a codified methodology. And the reason we have codified methodology is we realize that not every organization has the bandwidth, the time, the ability like a JPMorgan Chase, like a Microsoft and SAP, a DFC deadline, or EMI to go on a multi year journey, how do we take these learnings and put them into an actionable program that we can effectively enable other organizations to say, you too can go down this path, whether you are a large organization like UI or a small organization, but effectively there really is a process that you go through. And I would say one important thing. This entire process has been built and consulted with our neuro divergent team members, they are part of the process of defining what UI does and how we do it. And last but not least, many of our neural diversion leaders who have now come forth and will be publicly producing videos and other venues for E y are going to talk about neuro diversity and leadership levels. What does this look like? What is those challenges as well as the success and the value? And I say this because as an employer, it is not up to us neurotypicals to speak on behalf of neurodivergent individuals. And in fact, again, we know, neuro diverse talent pool exists across all of our organizations already. So with that said, the last slide is only some contact information, but really excited to be here. Mark, I will pass it back to you.

Unknown Speaker 1:44:34

Thank you, hiren. And now I would like to welcome our final panelist Jose Velasco from autism at work program at SAP.

Unknown Speaker 1:44:49

Thank you so much, Mark. And thank you, Dr. Fung, the entire Stanford team here in Michael, Anthony and Neil for the partnership Many years already, in trying to get neurodiversity off the ground in the enterprise world. Before I get started, I think that I would like to to address one important element that was mentioned by everybody already, but I want to reiterate it, and that is why do we hire folks that are neurodiverse? Why do we have a hiring program for individuals on the autism spectrum. And I would like to start off with that, at SAP, we thought that we wanted to attract the best possible talent that we could, for the company, across our industries, in the industry that we cover, we also knew that it would be extremely important for us to bring people into the company that have a different perspective, if you don't do that, and if you don't have a good representation of your employee base, as it relates to or maps to your your own customers, if you don't have that diversity, if you're reflected back to your install base of customers and partners, your ability to innovate is not going to be very strong. So we have a saying at SAP that is obviously known elsewhere, that we innovate because of our differences in north in spite of them, that's a very important thing for us. It we also again, feel that a different perspective is super important in our creative processes. And we've heard Alan Kay creator of object oriented programming, and many other things in computer science say once that a different perspective is worth 80 IQ points, including the artistic perspective. For us another reason why we want to bring folks into the spectrum because our new neurodiverse into the company is to tap into into an underutilized source of talent. We realized by talking to universities out there that there was a significant number of people out there that a were part of the university system. As a matter of fact, there were universities that were graduating, you know, hundreds of individuals on the spectrum, a only to be part of that hugely known unemployment problem at 85% that we know off today. So again, it was a combination for us starting this program of finding the best possible talent that we could find, number one, number two, being able to be able to mitigate an unemployment program in the community in And lastly, again, capturing the special skills of people on the autism spectrum. If we can go to the next slide mark, that would be great. So without this might work. The program today is deployed in 16 countries in 34 locations that you see here, we currently employ between 175 and 180. People This is a number that is always varying because we have people coming in different parts of the organization, different times of the year. All in all, we have provided approximately 600 opportunities for folks on the spectrum. It does include present and past beta opportunities. But we also launched what we called a training program mentorship program, where we have invited high school students also to participate in university students who have also taken opportunity to receive training from SAP as part of their assessment process in order to become employees of sa p some people have decided not to take a job, but they have taken jobs elsewhere. As a matter of fact, approximately 23% of those that were trained in the United States, as part of the autism I work program have taken jobs with other companies as well. We have a great retention rate above 90% on a global basis in the US approximately 92% over the last six plus years of the program. We employ people in 25 different types of roles 125 between 25 and 29. Today, in this is a very, very important thing for us. We started the program with the idea of hiring folks, software quality specialists in Data Quality Assurance individuals in the program very very quickly grew to not expanding beyond those those roles. We realized that we were getting so many great resumes. So people it was just impossible to say look, if you are neurodiverse you're going to be doing this to jobs. So we opened the floodgates very, very early on in again, we have representation of colleagues on the autism spectrum in just about every board area at SAP a board area for us is like a division in the company. So we have have individuals employed at sa p that are part of our human resources department, Office of the CEO, we have individuals that are part of the consulting organization, we have folks that are part of engineering, every division is represented in the company today. So our program counts with very well defined supports that include sourcing and screening processes that we do with our partners, they are specialized. In the United States, we have a pre employment training program that we call the enterprise readiness Academy. And that's an opportunity for us to get to know the individuals are applying without going through the traditional model of a typical interview where you have somebody sitting on one side of the desk, another one sitting on the other side, going through our resume, line by line. This training, this pre employment training program allows us to get to know the individual is less significantly more than one interview is a multi week training program. In again, we've had individuals that have taken it have decided to stay the course and apply for a job at sa p other individuals that have decided to take a job elsewhere, everybody has won in the end, from a retention. From a retention point of view, we have a a support circle that we have put into place, which includes a training for a manager, we assign a team body for the individual who has been just hired, we have an artist in my work mentor and we also have a job in life skills coach. So that support structure is something that really has allowed us to to create those sustainability elements for the program. Community wise, we've been extremely fortunate to partner with Microsoft, the why jpmorgan chase the xe by a bunch of companies out there that are like minded, we are part of the Bismarck werkraum Roundtable, which is administered by Neil Barnett from Microsoft, we have an opportunity to do some things outside of the company with customers of ours like Dell, where we have in SAP Dell hackathon, where we had approximately 200 people participating in a two and a half day event. In we are members of various different bodies out there that are trying to get this this message out there trying to get neurodiversity. Some mainstream element of diversity and inclusion in the workplace is a core part of cities of inclusion, we have our own altruism and inclusion pledge, I encourage you to, to Google that and find a webpage for that. We are part of the autism at work Eastern group in the United States as well. And we've had, we've been very fortunate to share our message with many of the companies that are now represented in the panel of the united nations of the world economic forum, United States Congress at the White House in the senate of Mexico to name a few. So very, very thankful for the opportunity to be here to share some of our experiences. And looking forward to the remainder of the panel. Mark, back to you.

Transcribed by otter.ai