PLATINUM2024

SPECIALISTERNE USA

Employ different thinking

aka Specialisterne USA   |   Wilmington,, DE   |  https://specialisterneusa.com/

Mission

Our Vision A world where people are given equal opportunities in the labor market. Our Mission To enable 100,000 meaningful jobs for Americans on the autism spectrum and with other neurodivergent conditions. Our Values Respect Clarity Accommodation Accessibility

Notes from the nonprofit

Companies are in a war for talent and are currently screening out some of the best candidates. Hiring neurodiverse individuals is not a charitable cause, it is an essential strategy and business priority to win the war for talent. Companies must educate themselves to build and nurture a neurodiverse inclusive culture. A culture of understanding and accommodation, education and acceptance. There is no effective, trusted way autistic and other neurodiverse people gain meaningful employment. To end this, Specialisterne USA, which Harvard calls "the gold standard of neurodiversity" has partnered with Vanderbilt Kennedy Center to share their intellectual property with Pre-ETS teachers, social workers, speech therapists, occupational therapists, Community Agencies etc, and College Career Centers and Disability Centers. The Specialization Vanderbilt Kennedy Center WRaP online facilitator training program is the only Pre-ETS training course approved under the WIOA act.

Ruling year info

2012

CEO

Francesc Sistach

Main address

1601 CONCORD PIKE STE 62

Wilmington,, DE 19803 USA

Show more contact info

Formerly known as

Specialisterne Minnesota

EIN

45-3612906

NTEE code info

Employment Training (J22)

Business, Youth Development (O53)

Research Institutes and/or Public Policy Analysis (J05)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Specialisterne Foundation is an international, award winning social enterprise setting the “gold standard” for neurodiversity employment. Specialisterne was founded in 2004 by Thorkil Sonne after Sonne’s young son was diagnosed with the disorder, when he realized we should focus on the ability of neurodiversity: attention to detail, high accuracy, innovative thinking, loyalty and honesty rather than the “disability”. In 2012, Specialisterne USA, a 501(c)3 nonprofit organization began the Autism Advantage movement in the USA starting the highly successful SAP and Microsoft autism employment programs. Under Thorkil’s leadership, the momentum has grown across sectors throughout the US. Smart business leaders know they need to tap into the neurodiversity talent pool and are happy to work with Specialisterne USA to benefit from it. We are now ready to pioneer online training and stackable credentials to help the supply side keep up with corporation and employer demand.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Neurodiversity Hiring Initiatives

Specialisterne is an internationally recognized leader in harnessing the talents of neurodivergent individuals, providing businesses with talented employees, and providing qualified candidates with the opportunity to obtain meaningful employment and thrive in the workplace.

Population(s) Served
Adults

Whether you are just starting your journey towards building a neuro-inclusive workplace or you are ready to implement changes to your hiring and management processes, Specialisterne’s Advisory Services are designed to both meet you where you are at right now and support you in getting to where you want to be.

Population(s) Served
Adults

Specialisterne’s Workplace Support service connects employers with a Workplace Support Specialist (“coach”) who can offer direct, individualized support to neurodivergent employees and their managers. Our Workplace Support Specialists work in partnership with both the employee and their manager to create productive and inclusive work environments.

Depending on your unique workplace needs and context, Workplace Support hours may be made available as a resource to all neurodivergent employees or may be sought to support a single employee and/or manager. Consultation with the Specialisterne Workplace Support Program Lead is held to assess and determine support needs and an action plan, where relevant.

Population(s) Served

Specialisterne’s Neurodiversity at Work Webinar Series offers employers live, web-based educational sessions that support businesses in building a neuro-inclusive workplace. The series is comprehensive, covering topics that span the recruitment life cycle – from building awareness and understanding of neurodiversity in the workplace to inclusive recruitment strategies and inclusive management practices. Each webinar is supported by clear learning objectives with calls to action and opportunities for applied learning.

The Webinar Series is designed to be flexible and customizable to the unique needs and context of your organization.

Population(s) Served

A foundational online series to enhance awareness and understanding of neurodiversity in the workplace and promote neuro-inclusive approaches to recruitment, assessment, onboarding and management.

Population(s) Served
Adolescents
Adolescents
Adolescents
Adolescents

Where we work

Awards

Global Innovation in Autism Employment 2013

Community Services for Autistic Adults and Children (CSAAC)

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of diversity training courses conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

People with disabilities

Related Program

Neurodiversity Hiring Initiatives

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

These are awareness sessions about diverse abilities, accommodations, and best practices for managers and staff at stakeholder companies who are looking to hire on a neurodiverse population.

Number of participants attending course/session/workshop

This metric is no longer tracked.
Totals By Year
Population(s) Served

People with disabilities

Related Program

Neurodiversity Hiring Initiatives

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Neurodiverse individuals or managers / co-workers of neurodiverse individuals who took part in a Specialisterne USA workshop or program.

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

The goal of Specialisterne USA is to enable 100,000 jobs for autistic people in the US by 2025.

The strategy is to scale the autism advantage in a spirit of innovation, collaboration and knowledge sharing by:
• establishing center for research, development, documentation and education to ensure quality and scale of programs for education, transition, employment and career development for autistic people
• educating people involved in talent development (such as autistic individuals, parents, teachers) and career development (such as managers, councillors, coaches)
• training and supporting partners for distribution of operational programs for job creation

The impact will be significant:
• employers will be able to fill vacant jobs and grow their business
• autistic people will have career choices and become independent
• families will worry less about the future for their autistic family member
• society will give the labor market access to an untapped pool of talent

The social return of investment will be staggering for states that will reduce costs for support and get more tax revenue from employees and companies. As an indication, PriceWaterhouseCoopers has estimated an improvement of GDP by $ 158,000 per year per autistic person going from unemployment into a high tech job.

Ensuring that every autistic and other neurodiverse person who wants a meaningful career, gets a meaningful career.
Specialisterne is considered “The Gold Standard of Neurodiversity” by Harvard Business School because of our comprehensive and multi-tiered change management approach to recruitment and on-boarding. As companies undertake initiatives to improve their workforce by including neurodiverse individuals we are there to drive change through support in planning, training, sourcing, assessing and transitioning employees. We address change first internally by examining your company’s processes and attitudes. Our goal is to create an environment for diversity to thrive. Simultaneously we use our expansive network to source, recruit and prepare individual candidates, understanding their strengths and what they can offer an organization.

Specialisterne USA is a non-profit social enterprise that pioneered the Autism @ Work movement in the US. We partner with corporations, universities, high schools, and community agencies to create change by examining traditional recruiting, training and on-boarding practices to help companies to employ work ready neurodiverse talent.
Successful organizations realize standardized recruitment processes leave autistic and other neurodiverse talent behind. They know tapping into neurodiversity will bring new solutions to their teams, enhanced productivity and an increased bottom line. But understanding how to best access, recruit, onboard and manage neurodiverse talent can seem like an overwhelming endeavor.

By helping companies transform their traditional recruiting and talent acquisition models, and training managers to welcome and embrace neurodiversity, Specialisterne is helping systems across the globe to utilize the inherent skills of autistic and neurodiverse talent to create value for all.

In five years, we have placed over 600 autistic people in meaningful employment. We started the Microsoft, SAP, JPMorgan Chase, Bloomberg, IPG Mediabrands, CAI, IBM, PwC, Willis Towers Watson, ETS, Capitol One, The Precisionists (TPI), Hill Top Preparatory, Landmark Education, Currey Ingram Academy, NYU Nest to name a few.

We have a collaboration with Vanderbilt Kennedy Center to create an online curriculum, already approved under the Workforce Innovation and Opportunity Act, call the Workforce Readiness and Preparation (WRaP) course, aimed to train Pre-Employment Transition Teachers with the skills they need to have their autistic students become "work ready" and on a path to meaningful employment.

Financials

SPECIALISTERNE USA
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

SPECIALISTERNE USA

Board of directors
as of 02/05/2024
SOURCE: Self-reported by organization
Board co-chair

Mr. Francesc Sistach


Board co-chair

Mr. Steen B. Lohse

Ramon Bernat

Dr. Dhirendra Shukla

Thorkil Sonne

Founder, Specialisterne

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No