[Excerpt] The vision of the program is the establishment of a capability within the organisation to attract, recruit, on-board and sustain talent from people on the autism spectrum.
Why is this important? As we know we are in a war for talent to fuel our organisation with capability and innovation to service our clients and future clients. Organisations such as DXC, JP Morgan Chase, Microsoft and SAP have commenced programs to reach into untapped talent pools

DXC Technology

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DigitalCommons@ILR

© 2018 DXC Technology Company. All rights reserved.
April 26, 2019
Organisation
Change Plan
Getting started 
April 26, 2019 2© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Strategic partnership focused on:
• Provision of operational services to the Dandelion Program
• Assisting in the further evolution of the Program
• Provision of electronic operational tools, including e-learning and smartphone Apps
• Assistance with commercialisation of research outcomes
• Development, promotion and roll-out of Neurodiversity Hub initiative
www.untapped-group.com
April 26, 2019 3© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Background
The vision of the program is the establishment of a capability within the organisation to attract, recruit, 
on-board and sustain talent from people on the autism spectrum.  
Why is this important?  As we know we are in a war for talent to fuel our organisation with capability and 
innovation to service our clients and future clients. Organisations such as DXC, JP Morgan Chase, 
Microsoft and SAP have commenced programs to reach into untapped talent pools.
We must have executive sponsorship to make this happen 
April 26, 2019 4© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Key questions to ask from the start
Thinking about the end in mind?
• What is the purpose of the program/initiative? E.g. fill an immediate need, corporate 
responsibility initiative, pilot, systematic change to create organisation inclusivity
• Do you have permission or licence to change organisation processes?
• What type of support, time and funds are you willing to provide to managers, co-workers and 
individuals? 
– This determines the risk profile of the candidates that organisation can attract, recruit and 
support
– Determines the operating model
– Remember autism is developmental disorder, so the individuals will need time and support
• Do you want to move from the pilot / program to it being embedded within the DNA of the 
organisation e.g. inclusive hiring practices for autistic people within graduate program 
• How are you going to measure success of the program?
These question help 
provide the definition and 
mandate of the program? 
(which needs to reviewed 
annually)
April 26, 2019 5© 2018 DXC Technology Company. All rights reserved.
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Operating models
Program role:
• Attraction
• Recruitment / Assess
• Candidates then moved to, or show 
cased to business units (push model)
Program unit
Business 
Unit
Business 
Unit
Business 
Unit
Business Units:
• On boarding
• Support, development and training 
of individuals and managers
• Overall sustainment
• Organisational advantage: capability is built in multiple locations
• Risks: Inconsistent support model, varying levels of capability within the 
business units, difficult to define success
• What happens to candidates that are not distributed within the organisation?
Program is contained within the lead business unit.:
• Attraction, recruitment/assess, on-boarding, initial support and 
development (sustainment) is done within the business unit
• Organisational advantage: Allows for capability to build and 
refinement before scaling
• Program advantage for individuals: consistent level of support 
• Disadvantage: Capability is built in one area
Lead 
business unit
Business Unit
Business Unit
Business Units:
• Employees are transfer/selected at 
a time and/or development point 
(pull model)
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Key Elements to Success
• Establish a safe and inclusive environment for people on the 
spectrum
– Co-workers and managers have the appropriate training and 
support
– Individuals have the appropriate support and training to adjust 
and grow
• Promote social relationships / friends with other individuals on the 
spectrum
• Appropriate mental health support in place
• Provide support and training to assist with conflict resolution 
and performance management discussions
• Individuals have a mentor / support person
• Implementation of individual development plans covering not only 
technical skills, but executive functioning and adaptive skills
April 26, 2019 7© 2018 DXC Technology Company. All rights reserved.
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Streams of Activities
There are two main activity streams:
Preparing the organisation 
• GOAL: Create an inclusive and safe environment for the 
individuals coming into the organisation
• What is required to make this happen?
– Communication and change plan
– Create understanding about autism in the workplace
– Upskill co-workers and managers
– Ensure there is appropriate support for co-workers and 
managers
– Provision of organisational support tools and processes 
e.g. Employee Assistance Program
Attraction, recruiting, on boarding and sustainment 
of the individual 
• GOAL: Recruiting the best people possible for the 
organisation to sustain and leverage their strengths
• What is required to make this happen?
– Recruit and assess
– On-board them effectively
– Provide the appropriate support to help adjustment, 
development and growth
We need to be willing to change things to 
ensure we meet these goals
April 26, 2019 8© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Preparing the Organisation
Key activities
• Where is the need? Understanding which business units are to hire these individuals and the types of roles 
and scope of tasks 
• Establish a working group covering HR, Internal Marketing, the Business
• Develop and maintain an internal and external communications plan
– How will the current workers learn about the initiative?
• Executive messaging, press releases, town halls
• Front door communications e.g. call centre, website contacts
– Marketing assets
• Website, brochure, one pager, email address
– Existing employees who are on the spectrum
• What happens when they disclose? (Ensure their manager has access to training)
– Develop a summary of the initiative for executives
– How do people get involved in the initiative?
• Can they refer friends to the program?
– How do people refer to the initiative?
– How do we communicate to unsuccessful candidates?
• Establish a training plan for the location
• Define a support plan for the co-workers and managers
• Review our Employee Assistance Program to ensure that they have the appropriate skills to enable support
April 26, 2019 9© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Recruiting/Assessing, On-boarding & Sustaining 
Individuals
Recruit & Assess
Outcomes:
• Identify candidates
• Assess candidates
• Provide a 
recommendation and 
risk profile on 
candidates
On-boarding
Outcomes:
• Environmental concerns 
identified and addressed
• Build first phase of 
adaptive skills; e.g. 
travelling to work and 
arriving on time
• Build technical skills 
associated with the role
• Build social relationships
Skill & Experience 
Building
Outcomes:
• Develop technical skills
• Build experience & 
knowledge
• Improve executive 
functioning skills
• Build adaptive skills
− Life skills such as 
nutrition & cooking
− Financial planning
− Travel planning
Job Mobility
Outcomes:
• Self Advocacy
• Understanding the roles 
within the organisation
• Matching individual 
interests to jobs
• New manager and team 
training
• Transition plans
Sustainment
April 26, 2019 10© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Attraction
Change Plan
Outcomes:
• Existing employees understand 
the program
• Expectations are set with stakeholders
— Executives
— Community
— Co-workers
— Managers
Who are the stakeholders?
What are their current expectations?
What does success look like them?
How do we communicate to the employees?
- Brochure, website, email, town halls, press releases
Frequency of communication?
How do we handle internal and external queries?
Communication and 
Stakeholder Plan
April 26, 2019 11© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Attraction
Outcomes:
• Sourcing candidates that meets the profile of program
• A respectful unsuccessful process
What type of talent are you after?
What form of the talent/program? e.g. work experience, 
internship, employment
Does the program develop talent? If so what support and 
time is going to be given to the individuals? 
(remembering this is a developmental disorder); this is 
part of the definition of the program
What sourcing pools?  Universities and community 
colleges that have autism programs; or your existing 
sourcing pools
Are you willing to source raw talent?
Who is going to do the sourcing? Human resources, the 
program?
How are you going to be respectful in declining 
applications? 
Attraction
April 26, 2019 12© 2018 DXC Technology Company. All rights reserved.
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Recruit & Assess
Outcomes:
• Identify candidates
• Assess candidates
• Provide a recommendation and risk profile on candidates
What roles and tasks are we hiring for?
What skills are we are looking for?
What skills are most valuable?
What work examples could test out these skills?
What executive functioning skills are needed?  E.g. Able 
to work in an agile team
What are the potential stressors / blockers in the work / 
tasks that would be performed?
What accommodations and support are required for 
each of the individuals?
Are we looking for interns / Co-ops?
Are we looking at a ‘try before you buy’ scheme? 
e.g. contract arrangement
Recruiting / Assessing
April 26, 2019 13© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
On-boarding
Outcomes:
• Environmental concerns identified and addressed
• Build first phase of adaptive skills; e.g. travelling to work 
and arriving on time
• Build technical skills associated with the role
• Build social relationships
Who are the co-workers and managers?
Rollout training and education plan to co-workers, managers, 
mentors, HR officers and other areas e.g. physical security staff
What adjustments need to be done to induction processes to 
help with the on-boarding? E.g. how do we link context to their 
roles & tasks
Who are going to be the technical mentors? 
Who are the secondary / backup technical mentors?
Environment concerns and other accommodations (e.g. 
sensory) have been addressed
What are the unwritten rules that need to be explicit?  
E.g. Reading your corporate email in the morning, morning 
teas etc…
Establishing social relationships with other individuals in the 
program?  E.g. Pizza on Friday
Define the support boundaries and responsibilities with the 
individuals, managers and mentors
On-boarding
April 26, 2019 14© 2018 DXC Technology Company. All rights reserved.
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Sustainment
Outcomes:
• Job / career mobility
• Self advocacy
• Retention
• Job satisfaction
• Productivity
• Employee engagement
• Low stress on co-workers and managers
• Neurodiversity built into the DNA of the organisation
Understanding the roles in the organization.
Understanding the potential of the individuals.
Creating the ability to self advocate.
How do we define job satisfaction?
What skills are required for job / career mobility?
Executive functioning & adaptive skills.
What is the mental health support model?
What is the ongoing training plan / approach for new 
co-workers, managers and mentors?
How to assist them to deal with change and the anxiety 
associated with it?
How is performance management undertaken?
How is capability assessment done? E.g. SFIA.
Sustainment
April 26, 2019 15© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
• What training is going to be provided to co-workers, managers and mentors?
• How is the training going to be reinforced?
• What happens if there an issue?
• How will performance management reviews be conducted?
• What is the process to exit an individual?  And what support does that person get?
• What mental health training and support will the managers and mentors receive?
• What is the process to access the Employee Assistance Program?  And does the Employee Assistance Program 
have the appropriate support and skills. E.g. psychologists that specialise in autism
Co-workers, Managers & 
Mentors Support Requirements
April 26, 2019 16© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Individual Support 
Requirements
• What autism traits are going to be hard to support in our 
environment? E.g. focus on repetitive tasks 
• What support plan will be developed for the individuals?
– Technical
– Executive functioning
– Adaptive skills
• How will the individual be supported if there is an issue?
• How will the individual be supported in a performance 
management discussion?
• How will the individual be supported through change 
and anxiety?
• Is there going to be a centralised and/or decentralised 
model?
• How will support be provided initially and and then 
on-going?
• How will the support framework be reviewed?
• Who will provide the support?
April 26, 2019 17© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Phase 1 Timeline 
0 to 12 months
Obtain 
Executive 
Sponsorship
Where we 
are at?
Establish 
a working 
group
Discovery
Define 
the pilot
Understand 
work and 
tasks
Develop 
a plan
Kick off plan
April 26, 2019 18© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Phase 2 Timeline 
12 to 24 months
Review pilot
Make the 
adjustments
Develop plan 
broader rollout
Establish 
working 
group
Obtain 
executive 
sponsorship
Obtain 
business line 
endorsement
Kick off
April 26, 2019 19© 2018 DXC Technology Company. All rights reserved.
PD_1332a-19
Next Steps – Step 1
Defining Our Pilot
• Where do we want to hire?
• What types of tasks and work will be done?
• What skills are needed? What skills are most valuable?
• What does success look like in the job / task?
• How many people would be hired?
• Do the managers and co-workers have time to provide 
technical and on the job mentoring?  (Very important)
• Is there existing work to be done / backlog?  If not who will 
define the new work packages?
• What does the pipeline of work look like for the next 12 
months?
• Is there downtime in the work?  If there is downtime, what 
happens in the downtime?
• What are blockers / stressors in the work / tasks?  What 
creates anxiety?
• How are people rewarded for success?
April 26, 2019 20© 2018 DXC Technology Company. All rights reserved.
About DXC Technology
DXC Technology (DXC: NYSE) is the world’s leading independent, 
end-to-end IT services company, serving nearly 6,000 private and 
public-sector clients from a diverse array of industries across 70 
countries. The company’s technology independence, global talent and 
extensive partner network deliver transformative digital offerings and 
solutions that help clients harness the power of innovation to thrive on 
change. DXC Technology is recognized among the best corporate 
citizens globally. For more information, visit dxc.technology.
© 2018 DXC Technology Company. All rights reserved.


Organisation Change Plan

[Excerpt] The vision of the program is the establishment of a capability within the organisation to attract, recruit, on-board and sustain talent from people on the autism spectrum. Why is this important? As we know we are in a war for talent to fuel our organisation with capability and innovation to service our clients and future clients. Organisations such as DXC, JP Morgan Chase, Microsoft and SAP have commenced programs to reach into untapped talent pools.Dandelion_Change_Program_v2.pdf: 38 downloads, before Oct. 1, 2020

eCommons@Cornell

https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1039&amp;context=dandelionprogram

Organisation Change Plan

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