There is a serious exclusion in the workplace towards people who have a disability, such as autism spectrum disorder. Therefore, the ASPALI team of professionals thought of creating an alternative, through a system that respects the pace of learning and improves the employability of these people, offering them, not only to contribute to society, but new opportunities in their lives that allow them to feel more fulfilled. As a collective with the capacity to work, they must seek to channel the full potential of people with Asperger Syndrome, specializing in tasks that fit their profile, and in which they stand out for their qualities. In addition, it is considered important to incorporate continuous training to be updated in the field of new technologies, sector where the demand for employment grows. Despite high unemployment, there are a number of essential characteristics that define ASD people. They are elements of great value in the workplace, and that is an advantage for the development of certain jobs (Howlin et al., 2004). For example, traits such as meticulousness, focus on what motivates them, attention to details, honesty, analytical thinking, creativity, preference for routine, memory, good skills in mechanical and repetitive tasks that require A high level of concentration makes people with ASD excellent candidates for positions that require tasks related to detail and rescission. On the other hand, you generally have to work and train with these people, all those social skills involved, not only in the acquisition of a job, but in the maintenance of this. The conventions and social norms in the works, the hierarchy, the time in the breaks, the management of conflicts, resolution of problems, personal image, as it is the relation with the companions ... etc., But also, how to carry out searches of effective work, or how to pass a job interview. Among the elements that make access to employment difficult for people with ASD, apart from their individual characteristics, they include: -The lack of superior training adequate to the characteristics and the way of learning of the ASD people. -School bullying and the social demands of higher educational contexts that favor absenteeism and demotivation. -The difficulty of overcoming job interviews or trial periods, either by not taking into account the characteristics of the ASD people, or by the lack of adequate support or guidance in the performance of new tasks. -The lack of specific programs and resources to promote employment in ASD -The problems in recognizing disability. Therefore, ASPALI together with AIJU, ALP, SCP and IIAPHS will design and develop a platform that will contain an application for mobile, and a Virtual Reality scenario. This proposal and the work of this consortium will be seen in the results that will be generated during the 26 months of duration. First, an ACTION GUIDE FOR THE WORK SEARCH will be generated. In this guide information will be compiled about what companies are looking for when hiring new personnel, what to put in the curriculum, types of job interviews, techniques and methods that can be used, etc. This guide will be fundamental for the achievement of the work in WOTICS. Secondly, the WOTICS APPLICATION will be carried out: it will be an easy access application, where through chatbots, scenarios and situations that we create, the user, in this case children with autism spectrum syndrome (ASD), will be able to deal with complicated situations when looking for a job, or when dealing with real situations that are difficult for them to solve. And finally, WOTICS VIRTUAL will be created, in which it is intended to create a scenario with Virtual Reality, where you have to face a first day of work, with new colleagues, with people in charge, with tasks to perform, etc., and where users will be able to prepare and train for a real situation. The benefit that we hope to achieve is to improve the employment statistics with respect to the ASD people that we currently have. The aim is to empower the group, useful training for real contexts, create an adapted, careful, innovative, motivating learning modality that respects the learning and understanding needs of ASD people. On the other hand, encourage companies to take into account the neurodiversity in their selection processes to create inclusive processes that take into account the values and the adjustment to the posts. In summary, favor the overcoming of personnel selection processes in the ASD population and their labor inclusion through innovative learning.
It was intended to influence the conditions that are related to the high unemployability shown by the group of TEA people. As specific objectives we can highlight: -Promote empowerment and socio-occupational competence through guided, visual training, adapted to real contexts. -Promote innovative, motivating teaching that respects the learning and understanding needs of people with ASD. -Include the direct vision of actors within the recruitment of personnel to know first-hand those skills that are most in demand and their knowledge about the group of ASD people to implement all the results in the preparation of the wotics guide. -Encourage the overcoming of personnel selection processes in the TEA population from technological tools for a more innovative learning. -Create tools that can be replicated by other entities and people with an ASD diagnosis, solving possible problems such as language or geographical distance. -Develop open and free multimedia material. -Involve the users themselves in the development of employability projects.
In people with Autism Spectrum Disorder (hereinafter, ASD) or Asperger's Syndrome (hereinafter, AS), an unemployment rate of over 80% was reported. This motivated ASPALI to present a project that focused on the most important conditions that hinder access to employment. The objective was to implement specific tools adapted to the needs of the group that would improve their employability. In addition, it was considered important to incorporate technological innovation to increase motivation. There are characteristics of great value in the workplace that define ASD people. Traits such as meticulousness, focus, analytical thinking, creativity, preference for routine, working memory as well as a good predisposition towards repetitive tasks In counterpoint, it is important to train the social skills involved in acquiring a job and in its consolidation, so that once they have access to a job they can keep it. Interrelated areas such as social conventions, hierarchy, coping techniques to face an interview, conflict management in everyday work, the distribution of rest time, an adequate personal image, are important and require specific training.
There is a serious exclusion in the workplace towards people who have a disability, such as autism spectrum disorder. Therefore, the ASPALI team of professionals thought of creating an alternative, through a system that respects the pace of learning and improves the employability of these people, offering them, not only to contribute to society, but new opportunities in their lives that allow them to feel more fulfilled. As a collective with the capacity to work, they must seek to channel the full potential of people with Asperger Syndrome, specializing in tasks that fit their profile, and in which they stand out for their qualities. In addition, it is considered important to incorporate continuous training to be updated in the field of new technologies, sector where the demand for employment grows. Despite high unemployment, there are a number of essential characteristics that define ASD people. They are elements of great value in the workplace, and that is an advantage for the development of certain jobs (Howlin et al., 2004). For example, traits such as meticulousness, focus on what motivates them, attention to details, honesty, analytical thinking, creativity, preference for routine, memory, good skills in mechanical and repetitive tasks that require A high level of concentration makes people with ASD excellent candidates for positions that require tasks related to detail and rescission. On the other hand, you generally have to work and train with these people, all those social skills involved, not only in the acquisition of a job, but in the maintenance of this. The conventions and social norms in the works, the hierarchy, the time in the breaks, the management of conflicts, resolution of problems, personal image, as it is the relation with the companions ... etc., But also, how to carry out searches of effective work, or how to pass a job interview. Among the elements that make access to employment difficult for people with ASD, apart from their individual characteristics, they include: -The lack of superior training adequate to the characteristics and the way of learning of the ASD people. -School bullying and the social demands of higher educational contexts that favor absenteeism and demotivation. -The difficulty of overcoming job interviews or trial periods, either by not taking into account the characteristics of the ASD people, or by the lack of adequate support or guidance in the performance of new tasks. -The lack of specific programs and resources to promote employment in ASD -The problems in recognizing disability. Therefore, ASPALI together with AIJU, ALP, SCP and IIAPHS will design and develop a platform that will contain an application for mobile, and a Virtual Reality scenario. This proposal and the work of this consortium will be seen in the results that will be generated during the 26 months of duration. First, an ACTION GUIDE FOR THE WORK SEARCH will be generated. In this guide information will be compiled about what companies are looking for when hiring new personnel, what to put in the curriculum, types of job interviews, techniques and methods that can be used, etc. This guide will be fundamental for the achievement of the work in WOTICS. Secondly, the WOTICS APPLICATION will be carried out: it will be an easy access application, where through chatbots, scenarios and situations that we create, the user, in this case children with autism spectrum syndrome (ASD), will be able to deal with complicated situations when looking for a job, or when dealing with real situations that are difficult for them to solve. And finally, WOTICS VIRTUAL will be created, in which it is intended to create a scenario with Virtual Reality, where you have to face a first day of work, with new colleagues, with people in charge, with tasks to perform, etc., and where users will be able to prepare and train for a real situation. The benefit that we hope to achieve is to improve the employment statistics with respect to the ASD people that we currently have. The aim is to empower the group, useful training for real contexts, create an adapted, careful, innovative, motivating learning modality that respects the learning and understanding needs of ASD people. On the other hand, encourage companies to take into account the neurodiversity in their selection processes to create inclusive processes that take into account the values and the adjustment to the posts. In summary, favor the overcoming of personnel selection processes in the ASD population and their labor inclusion through innovative learning.