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We aim to provide employment opportunities to Persons with Disabilities for them to achieve some degree of financial independence and personal autonomy as a central driver of our business activities.
Our goal is to have a more inclusive work environment for a segment of society which has been grossly under represented on the employment scene.
Autistic traits are valuable in the workplace as they offer unique skill sets and intense attention to detail. They are particularly useful for problem-solving tasks as they consider a broader range of possibilities and avoid making assumptions.
Many autistic individuals find the recruiting process challenging and end up getting screened out before their job skills are even assessed as selection processes often emphasise eye contact, small talk and rapport. Autistic candidates are missed out when soft skills are not required as an integral part of the job when work ethic, technical and perception skills matter.
The US Center for Disease Control and Prevention estimates that about one in 68 American children is on the autism spectrum. Globally, the World Health Organization said studies indicate that about one in 160 children has an autism spectrum disorder. Their interpersonal skills may be weak, but many autistic individuals are quite intelligent and high functioning
On this occasion, it came from a seasoned business owner, “but, why would I employ autistic people?”
This is not an uncommon question, given that 15-20% of the population are neurodiverse (an umbrella term to cover people with autism spectrum, dyspraxia, dyslexia, attention deficit hyperactivity disorder (ADHD), dyscalculia, tourette syndrome and others!).
Technology companies such as Microsoft and Dell have autism hiring programmes focusing on the technical abilities of candidate and includes observing team-building exercises.
German software company SAP launched an initiative in 2013 to recruit more people on the autism spectrum and showcase the benefits they bring to the company. Their chief executive, Christian Klein, said:
SAP teams who have colleagues with autism report a rise in patent applications, innovations in products, and an increase in management skills and empathy.
Diversity and Inclusion are increasingly recognised as an important part of business across sectors and borders and has been championed as integral to business success.
Awareness is key – The desire to improve diversity and inclusion exists in businesses, but D&I initiatives are not always being implemented and even if implemented, are not always successful.
In Australia, unemployment of Autistic people sits around 31%, three times higher than the unemployment rate of other disabilities and six times higher than people who don’t have a disability at all. In the United States, it is estimated that 85% of people on the spectrum are unemployed, compared to 4.2% of the overall population. In many other countries, there is no data – autistic people of working age are invisible.
Autistic persons, with an innate ability to memorise large amounts of information, see patterns as well as detail and have a determination to get the job done. These new ways of seeing problems have led to innovations for the company and have encouraged managers to look beyond the neurotypical skill set.
People with autism are:-
Logical thinkers, curious, evidence-based decision-makers, tenacious, persistent at solving problems and focused.
Offer different perspectives and don’t succumb to the sort of group think or non-evidence-based decision
Have a tendency to be direct and honest in social interactions that can sometimes get them into trouble but this is refreshingly direct and honest. It also stops them getting bogged down in office politics.
Good for software testing and quality assurance; they can concentrate a long time on a repetitive task and spot mistakes better.
On this occasion, it came from a seasoned business owner, “but, why would I employ autistic people?”
This is not an uncommon question, given that 15-20% of the population are neurodiverse (an umbrella term to cover people with autism spectrum, dyspraxia, dyslexia, attention deficit hyperactivity disorder (ADHD), dyscalculia, tourette syndrome and others!).
Technology companies such as Microsoft and Dell have autism hiring programmes focusing on the technical abilities of candidate and includes observing team-building exercises.
German software company SAP launched an initiative in 2013 to recruit more people on the autism spectrum and showcase the benefits they bring to the company. Their chief executive, Christian Klein, said:
SAP teams who have colleagues with autism report a rise in patent applications, innovations in products, and an increase in management skills and empathy.
Diversity and Inclusion are increasingly recognised as an important part of business across sectors and borders and has been championed as integral to business success.
Awareness is key – The desire to improve diversity and inclusion exists in businesses, but D&I initiatives are not always being implemented and even if implemented, are not always successful.
In Australia, unemployment of Autistic people sits around 31%, three times higher than the unemployment rate of other disabilities and six times higher than people who don’t have a disability at all. In the United States, it is estimated that 85% of people on the spectrum are unemployed, compared to 4.2% of the overall population. In many other countries, there is no data – autistic people of working age are invisible.
Autistic persons, with an innate ability to memorise large amounts of information, see patterns as well as detail and have a determination to get the job done. These new ways of seeing problems have led to innovations for the company and have encouraged managers to look beyond the neurotypical skill set.
People with autism are:-
Logical thinkers, curious, evidence-based decision-makers, tenacious, persistent at solving problems and focused.
Offer different perspectives and don’t succumb to the sort of group think or non-evidence-based decision
Have a tendency to be direct and honest in social interactions that can sometimes get them into trouble but this is refreshingly direct and honest. It also stops them getting bogged down in office politics.
Good for software testing and quality assurance; they can concentrate a long time on a repetitive task and spot mistakes better.
Our mission can be achieved through a simple and straightforward plan
We will embrace a more holistic approach in our production of the gelati made inhouse. We will use only fresh ingredients without the addition of artificial preservatives or stabilizers or other chemical substances for our base mix. By making our own base mix we can guarantee that our gelati are made in the traditional and most authentic way without sacrificing taste and texture.
Sugar which makes up a substantial portion of the mix (about 16 to 22%) will be replaced with fruit sweetener (which have zero calories) which are more expensive to source but better healthwise. Whenever in-house production is not possible we will source from another production company that shares our vision and practice.
As a responsible corporate citizen, we will follow industry practice to pay employees fair wages together with applicable statutory contributions (EPF & SOCSO) due to them.
We will endeavour to provide a safe workplace for those with similar diagnosis in hope of minimising areas of conflict and help promote better understanding amongst them.
For teenagers and able PWD to acquire the necessary work discipline and ethics during their leisure time, by allocating some internship places and part-time slots, we want to serve as a place for them to hone their skills before they formally entering the workforce.
We also provide on a weekly basis group Cognitive Behaviour Therapy (CBT) for those who need emotional support and the ones having difficulties settling into working life. This would form integral part of the work philosophy and benefit of the company to ensure the mental well-being of our employees.
We will likewise offer employees of interested companies which place importance of practising neuro-diversity to work alongside and support them for short periods of time.
We pledge to put aside up to 10% of our audited net profits to be donated to an aligned charitable cause. If no cause is identified then this fund will be distributed to the PWD as bonus.