"Make ability visible." Redesigning the relationship between autistic youth and corporate CSR — not as helping, but as collaborating. A pitch deck submitted to E&G in partnership with LoveXpress.
An awareness day tells us they exist — and stops there. This pitch pushes one step further: from awareness to acceptance, from "knowing about ASD" to actually working alongside ASD youth.
In Hong Kong, there are 22,400+ young people on the autism spectrum. Most of them are seen through a "support" lens — not through the lens of ability.
Mainstream workplaces remain largely closed to them; the few who are hired tend to land in marginal roles. "Inclusion" has been a word for years, but for many ASD young adults it still ends at "being allowed to be present."
What this proposal actually does is run one structured day of employee × ASD-youth co-assembly, turning inclusion from a slogan into a shared experience of finishing one specific small thing together. Date: March 21. Venue: LoveXpress Wan Chai.
"Letting him be in the room."
Allowed to be there. Not necessarily seen.
"Making him feel like he belongs."
Where being there means being one of us.
Misinformation · Prejudice · Isolation. We pulled them apart because each one calls for a fundamentally different intervention.
Distorted information labels ASD as "can't communicate" or "hard to work with." When authority figures echo it, the labels stop being challenged.
Prejudice runs from home into the workplace. A 2018 survey: 45% of LGBTQ+ employees feel anti-discrimination policies depend on their supervisor's attitude; 13% fear losing their jobs if they come out.
Isolation is the quietest, deepest harm. Safe spaces are scarce; hiding to avoid judgment becomes a daily kind of exhaustion.
From background to ethical commitment, the deck uses a clean logic chain to convince E&G to commit to a CSR collaboration day.
E&G provides the venue, the employees and the brand reach. LoveXpress brings the methodology and professional support. CSR Lead (me) owns the planning and the cross-org coordination.
Alignment to event day, each phase 1–2 weeks. Tight enough to ship; loose enough to not rush the actual collaboration.
Confirm scope, roles and the collaboration framework with LoveXpress.
Identify suitable ASD participants and confirm the employee volunteer roster.
Employee briefing — expectations, sensitivity training, task alignment.
Logistics, material procurement, full dry-run of the assembly task structure.
2,000 sets of structured co-assembly at LoveXpress training space. 8–10 employees and ASD young adults working side-by-side for 4 uninterrupted hours.
The biggest line is labour & professional support — because what we want is a properly facilitated collaboration, not ASD young people positioned as "event guests."
I led this proposal end-to-end (presented by Daisy). The point wasn't a polished meeting — it was compressing 8 weeks of reasoning into a 15-page deck that could convince a non-NGO mid-size company to greenlight a real collaboration day in 20 minutes.
This single CSR day won't change the situation of Hong Kong's 22,400 autistic young adults. But it will give 8–10 E&G employees one direct experience of "actually, they can." That feeling never happens on an awareness poster. It only happens when you tighten the same screw together.