Goldman Sachs

Ten people with Asperger syndrome have been on work placements over the past two years as a result of a partnership between investment bank Goldman Sachs International and Prospects, the National Autistic Society (NAS) employment service.

An estimated 535,000 people in the UK have autism or Asperger syndrome, a form of autism; only 6 per cent have a full-time job. Although the disability can cause social and communication difficulties, only a few reasonable adjustments may be needed to reap the benefits of skills that often include a good memory for facts and figures, attention to detail and technical ability.

The partnership began in 2003 when the parent of a Prospects client introduced the employment service to Richard Bremer, a knowledge manager in Goldman Sachs' investment banking division. Since then Bremer has driven the initiative, with the support of the firm's diversity manager, Annabel Smith, disability champion Trevor Smith and its European diversity committee.

Goldman Sachs has committed to providing at least four paid placements a year for the foreseeable future, although Bremer says there is already enough interest from departments to exceed this number in 2005. This commitment was recognised last year with the firm's nomination for an NAS Employment Champion award.

Placements vary from four to 11 months, in divisions such as technology and investment banking. The roles differ greatly, but in nearly all cases computer skills are valued; training is given if database skills are required. Some placements are developed to prepare a specific project; in one case an individual working in the technology division wrote a system still used today.

There is a clearly defined process for setting up placements. First, a Prospects consultant briefs interested departments, and then Prospects matches CVs to the job description. People with autism can find formal situations and change to routines daunting, so before starting candidates meet their line manager to gain a greater understanding of the role - an example of a simple adjustment to facilitate their employment. The consultant also provides awareness training for new colleagues - one of whom is assigned as a mentor - and support for everyone involved. The scheme is promoted on the firm's intranet and at events for department managers.

Several Prospects clients have since found permanent employment, and Bremer says the firm is looking at where it too could offer a job. One client said after his placement: "I feel my work is valued and in turn I feel good about what I have to offer." Others say that experiencing a work environment increased their self-confidence.

Goldman Sachs has also surveyed staff. "We've had extremely positive feedback," says Bremer. "People say it has helped to promote tolerance and increase understanding of disability. They also say it strengthens our reputation with clients and potential employees, and helps us to engage with the communities in which we do business."[1]

Some of the responses from the Goldman Sachs team:

• "Absolutely what we should be doing - imperative to put back into society and particularly to support people less fortunate".
• "It helps to breed tolerance in the workplace".
• "It opens our mind as a firm to see what people have to offer and is a fantastic opportunity for people to be part of an organization like Goldman Sachs and see how it works".
• "People with differing abilities and disabilities should be welcome here whoever they are. It was a refreshing thing to do and opens our eyes to a wider population".
• "Fosters team culture and a culture of cooperation".
• "An excellent way for the firm to involve a broader group of individuals. A way of engaging with the communities in which we do business".

Extract from Employers' Update Spring 2005