The Employer’s Guide to Autism Spectrum Disorder Working with smart, talented people Who have trouble “fitting in” Recognizing a disorder that affects As many as 1 in every 59 people Solutions for employees with social, Communication or organization challenges Advantages of “the Autistic mind” The current unemployment rate for adults with Autism who have advanced degrees is 85 percent.1 When compared to the national average of 10.% for adults with physical disabilities, and 4.5% for everyone else. This is a huge number. With estimates of 500,000 children with Autism reaching adulthood in the next ten years, that is 425,000 adults who are unemployed because of eye contact and interviews. Autism is a neurobiological disorder, which is often falsely believed to be a developmental disability. People with Autism may have difficulty understanding and responding to social cues and maintaining eye contact, but often times they are very intelligent and diligent problem solvers. They are typically logical thinkers and will most likely be extremely drama free. There is a business case for diversity hiring in the United States. While employers, in large part are taking up the banner and hiring individuals with physical disabilities, the concept of nuerodiversity is a more recent approach to diversifying the workplace, especially in higher education, the public sector and a few technology giants. While this is a good start, smaller companies are missing out on an untapped pool of people who don't have any physical or mental limitations other than having a brain that is wired a little differently. The unique mind set of adults on the spectrum bring traits like honesty, focused effort and logical thinking to work places. Autism is a hidden disability with advantages far beyond just employment equity and nuerodiversity. 1 - 2/26/2018 Thinking Autism Guide - Maxfield Sparrow Is the corporate world Anti-Autism? Just by comparing the numbers of unemployed adults on the spectrum, the short answer is yes. In the United States, the total number of people diagnosed with Autism is 3.5 million (According to National Autistic Society). In the UK, statistics show that 4 in 10 adults with Autism have never worked at all. More than half of those who have been employed at one time or another reported workplace bullying or harassment, and more than one third claim recommended accommodations have been poor at best. Just look at current recruitment policies. Interviews are built on one's ability to speak comfortably and confidently about one's skills, which kicks almost all people on the spectrum out of the running for the job, despite really wanting to work and probably being one of the most dedicated employees ever hired. How many times have recruiters passed on a candidate who displayed lack of eye contact? As an employer reading this handbook, how many times have you passed on a qualified candidate who appeared to be overqualified, but failed to maintain eye contact? Part One What is Autism Spectrum Disorder? According to Autism Speaks, “Autism, or autism spectrum disorder, refers to a range of conditions characterized by challenges with social skills, repetitive behaviors, speech and nonverbal communication, as well as by unique strengths and differences. We now know that there is not one autism but many types, caused by different combinations of genetic and environmental influences." The term “spectrum” reflects the wide variation in challenges and strengths possessed by each person with autism. Autism’s most-obvious signs tend to appear between 2 and 3 years of age. In some cases, it can be diagnosed as early as 18 months. Some developmental delays associated with autism can be identified and addressed even earlier. Autism Speaks urges parents with concerns to seek evaluation without delay, as early intervention can improve outcomes. Some facts about autism : The Centers for Disease Control and Prevention (CDC) estimates autism’s prevalence as 1 in 68 children in the United States. This includes 1 in 42 boys and 1 in 189 girls. An estimated 50,000 teens with autism become adults—and lose school-based autism services—each year. Two-thirds of people with autism do not present as nonverbal. Two-thirds of people with autism don't have an intellectual disability. Autism Spectrum Disorder also confers specific strengths that make these individuals particularly well-suited for jobs requiring attention to detail and prolonged focus. Careers in computer programming, technical documentation, academic and scientific research, engineering, and academia are among the choices that make good use of their logic and analytical skills, excellent memory for facts, vast knowledge of specialized fields, tolerance of routine, and creative problem solving. Specialisterne, a Danish software company, specifically hires people with autism because, according to its founder, “…they are methodical and exhibit great attention to detail.”2 He also notes strengths in “motivation, focus, persistence, precision and ability to follow instructions.”3 The intelligence, tenacity, drive and often ingenious ways that people with Autism compensate for their limitations, employers should not think of the spectrum as a "condition" at all. Think of Autism as that of a computer. It isn't that we have a mental defect, we just use a different operating system. While most people operate using Windows, people on the Spectrum are known to operate using Linux, or simply a way of processing information that differs from the so-called “neurotypical” majority.* Or as Temple Grandin, Ph.D., an adult with autism known world-wide for the innovative design of humane livestock handling facilities, so forthrightly puts it, “What would happen if you eliminated the autism gene from the gene pool? You would have a bunch of people standing around in a cave, chatting and socializing and not getting anything done.” * NOTE: Within the Autism community the term “neurotypical” is used to refer to people whose neurological development is consistent with what is generally described as “normal” particularly when it comes to understanding social cues. 2,3 “A Danish IT consultancy is using the special skills of people with autism to the quality of its software testing,” ComputerWeekly.com, February 8, 2008, Reed Business Information. Strengthens of the Autistic Mind People with Autism are represented in all kinds of professions, including creative fields like music, writing and the arts; academia; law; science; accounting and finance; information technology; engineering and research. Like any other human being, each possesses a unique combination of talents, abilities, strengths and weaknesses. Differences in the way that the autistic brain processes information can be a terrific asset to the business community when individuals are placed in the right jobs and receive the right supports. Individuals with Autism have strengths in the following areas: Attention to detail and sustained concentration which result in accurate, high-quality work Excellent long-term memory with a recall of details that can be astonishing Tolerance of repetition and routine which is valuable in all kinds of jobs from telemarketing to computer programming Strong logic and analytic skills Vast knowledge of specialized fields Ability to think outside the box and discover creative solutions Absence of social filtering (will say when the emperor has no clothes!) Perseverance Honesty, loyalty, great desire to do well A greater sense of loyalty to the organization's mission and values Will work tirelessly to produce results in an efficient manner Part Two Common Workplace Challenges Individuals with Autism Spectrum Disorder (again, the word disorder is a misnomer) vary widely in their abilities, challenges and support requirements. Some may appear awkward in their interactions with others, unable to maintain eye contact or to smile, or talking too loudly, softly or quickly. Others are charming and talkative, but ask a lot of questions or alienate others with blunt comments or social gaffes. Still others who present as neurotypical can confound colleagues with an apparent lack of social sense, unusual naiveté or odd reactions. Autism challenges fall into three main categories: social and communication skills, organization, and sensory/motor issues. As one would expect, the communication category presents the biggest hurdle to competitive employment. This is largely because the social communication problems of people with Autism so often look like behavior or attitude problems. Social and Communication Challenges Interviewer to job candidate: “Why should I hire you over the other applicants?” Job candidate with Autism: “I don’t know how to answer that because I haven’t met the other applicants.” A large percentage of the workplace difficulties experienced by people with Autism have to do with deficits in social and communication skills, which can lead to serious misunderstandings and even job loss. Often the individual on the spectrum is shocked to hear that others consider him to be rude, insubordinate, or unhelpful. The negative reactions of neurotypicals are understandable. Trying to interact with someone who doesn’t make eye contact, takes expressions literally, delivers blunt, pointed remarks, or doesn't readily initiate conversation can be confusing or irritating. The interpersonal style of people with Autism is so contrary to the way that most people relate that it’s natural to attach a negative intention to the behavior. For example, when I am meeting with a co-worker to discuss a proposal or project, hidden agendas and subtext are lost on me. I take what people say at face value and assume others do the same. However, it has led to issues with neurotypicals who do not have experience with Autistic adults. When working with people on the spectrum it is critical to remember to assume good intent, but most of us do not understand the social nuances that we were supposed to learn intuitively in childhood. This means that someone with an advanced degree may literally forget to smile or greet co-workers in the morning. They may speak to the CEO in the same informal manner as a peer, or they may answer questions too honestly (“That idea won't work”) and take instructions very literally (sarcasm is often misunderstood). NONVERBAL LEARNING DISORDER Only about 7% of human communication is through the spoken word. The remaining 93% is non-verbal via body language, facial expression, tone and volume of voice and even physical proximity. Most people learn to comprehend this unspoken code during childhood. People with Autism, however, must learn these skills intellectually. 4 Many people with Autism (myself included) equate navigating the modern social world with being in a foreign culture. Imagine if you couldn’t tell whether someone’s facial expression or tone of voice was happy, sad, or mad when you tried to communicate with others. Or if you heard language very literally and thought, for example, that having a “bad hair day” at work was a grooming issue. 4 Nonverbal Learning Disorder (NLD) is a neuropsychological profile that includes difficulty processing visual information such as social cues and visual concepts such as time. A person with NLD who is not diagnosed on the autism spectrum can have many of the same difficulties as someone with Autism. Modern medicine has determined that eye contact avoidance by people on the spectrum is not due to a lack of caring or avoidance. Instead, it is a direct response to being over stimulated while maintaining eye contact. In fact, therapies that force eye contact could inadvertently induce anxiety or physical pain.5 Also imagine not understanding how to make small talk or casual conversation during a lunch break. Theory of Mind Theory of mind refers to the notion that many autistic individuals do not understand that other people have their own plans, thoughts, and points of view. Furthermore, it appears that they have difficulty understanding other people's beliefs, attitudes, and emotions. Many of the tasks used to test this theory have been given to non-autistic children as well as children with mental retardation, and the theory of mind phenomenon appears to be unique to those with autism. In addition, theory of mind appears to be independent of intelligence even though people with Asperger's Syndrome exhibit this problem to a lesser degree. Interestingly, people with autism may have difficulty comprehending when others don't know something. It is quite common, especially for those with savant abilities, to become upset when asking a question of a person to which the person does not know the answer.5 5 - Autism Research Institute - Stephen M Edelson - https://www.autism.com/understanding_theoryofmind Difficulty reading social cues and understanding someone else’s perspective means that a person with Autism may have: Difficulty explaining one's behaviors Difficulty understanding emotions Difficulty predicting the behavior or emotional state of others Problems understanding the perspectives of others Problems inferring the intentions of others Lack of understanding how behavior impacts others Problems with joint attention and other social conventions Problems differentiating fiction from fact Organizational Challenges Organizing and prioritizing information may be a challenge, especially when trying to abstract the main idea from a conversation, or understanding complex or abstract concepts. Another example is seeing "the forest through the trees" or seeing the big picture because of a detailed focus on the matter at hand. Previous research suggested that this was due to "weak central coherence", but modern research shows that is not the case. Researchers Francesca Happe and Uta Frith challenge the suggestion of weak central coherence, or a core deficit in central processing resulting in failure to extract global form/meaning. In other words, seeing the big picture isn't an issue depending on the information delivery. Someone with a sensory issue or difficulty with social cues and eye contact may not be able to process the big picture while trying to keep up with group conversation. Giving the same message digitally could yield better results because the social context and sensory overloading would be eliminated, allowing those with Autism the ability to fully process the information and grasp the big picture. Executive Functioning Executive function is another area that may impact organizational ability. Many individuals with Autism Spectrum Disorder have great memories for facts and details, but may have trouble organizing their thoughts and accessing and integrating the information they have to make it useful for them. This is called “Executive Function” (EF) difficulty. Executive Function can be considered the “epicenter” of the brain; it controls the integration of cognitive processes such as directing attention, verbal reasoning, inhibiting extraneous ideas, mental flexibility or shifting thoughts, multi-tasking, time management, and initiating and monitoring one’s actions. Individuals with EF difficulties can look very different from one another as no two people are exactly alike. Here are some examples of how EF difficulties may affect individuals with Autism: Difficulty seeing how pieces fit into a larger picture. Trouble holding onto a thought Struggle to shift gears from one thing to another. A delay in responses to questions Tendency to look away when searching for an answer, even when practiced on multiple occasions Clumsy or demonstrating a lack of dexterity Others with EF issues may have difficulty controlling impulses or regulating behavior when they are upset or frustrated. Sensory Challenges People with Autism may experience extreme sensitivities to light, sound, smells, and touch. These challenges can range from moderate to severe—from an aversion to bright lights to stopping short in panic every time they hear a loud noise or siren. Following conversation in a group setting can be more challenging than individual meetings and they may not recognize that he or she is speaking too loudly, too softly or in a monotone. Sensory anomalies can make it difficult or impossible for some individuals to pay attention to input from multiple sensory channels at once (for example, making eye contact and listening to what someone is saying). Visual-spatial problems can make it hard to find items on a desk or to notice that one is standing too close to others. Autism can also impact fine and gross motor coordination. The individual might be clumsy or have an awkward gait. Difficulty with sensory and motor abilities means that a person with Asperger’s Syndrome may: Require a workspace near a natural light source or illuminated with incandescent light bulbs Need noise-canceling headphones and/or a workspace in a quiet location Require written instructions Take longer to process spoken words and formulate a reply Benefit from visual clocks and timers Need breaks to avoid sensory overload Organize using color-coding or visual icons Part Three Optimal Jobs & Work Environments Although Autism exists on a spectrum and individual challenges can vary widely, we can make some generalities about the kinds of jobs and work environments that are most conducive to success. Optimal jobs/work environments tend to be those that: Cashier Server Casino dealer Taxi dispatcher Ticket agent Auctioneer Optimal jobs/work environments tend to be those that: Computer programmer/help desk technician Engineer Graphic/Web designer/Photographer/Journalist Librarian Mechanic Craftsman/Carpenter (jeweler, blacksmith) Accountant/Statistician Taxi driver Mathematician Clerk Physicist Working with People With Autism Spectrum Disorder There are a number of things that employers can do to help the production and success at work for individuals with Autism. Remember, only qualified medical professionals can diagnosis Autism (usually a neuropsychologist) and it is inappropriate, unethical, and illegal (under the Americans with Disabilities Act) to imply or ask someone if they have any medical condition. However, if you have an employee struggling with communication, organ-izational skills or other aspects of their job, it is perfectly acceptable to offer coaching from a specialist in social communication and organization. Should an individual self-identify as having a particular disability then an employer can discuss aspects of that condition with him/her and recommend interventions. Whether you know or suspect that someone has Autism, here are some general guidelines for making them productive on the job. Accept and understand that no two autistic people are the same It’s called a spectrum for a reason. The autism spectrum isn’t a straight line of severity of symptoms. Instead, think of it as a highly detailed color wheel. Ditch the assumptions and the stereotypes Don’t think because someone is a successful adult that communicates verbally that their diagnosis is "mild" or that they "don’t seem that autistic" to you. That is insulting to both the individual and every other autistic person on the planet. Ask how we would like to be referred to We have deliberately been using the term "autism" in this piece because there is a preference to use identity first language. Being autistic means the brain is different and the person was born with that brain. Autism is an integral piece of who they are, not an "affliction". Don’t take blunt remarks or social gaffes personally; rather use clarifying questions to understand the individual’s intentions. Be specific, direct and matter-of-fact in pointing out inappropriate or unacceptable behavior. (“When you tell people to ‘be quiet’ it’s considered rude. Instead, ask them if they’d mind lowering their voices.”) Assign a “work buddy” or mentor to explain social norms, encourage social interaction and answer questions. People with Autism may hesitate to ask questions out of fear that they’ll appear “stupid” (likely a byproduct of being bullied or ostracized in school). Educate human resources personnel, managers and employees about Autism. As mentioned earlier, the prevalence is estimated to be as high as 1 in every 69 people in the US. Chances are you have interviewed, hired, managed, worked with or maybe even fired someone with Autism. Increased understanding is directly proportional to increased employment success and retaining even one person more than covers the investment in training. Providing a coach to work with an employee and his or her manager (particularly a coach who is familiar with conditions like Autism) can prove highly effective for improving social and communication skills as well as organizational abilities. The pragmatic, goal-oriented nature of the coaching process combined with a personalized action plan assures that performance objectives are addressed along with skill development. About Shawn Sullivan and the Autism Society of Washington Shawn Sullivan is an adult with Autism Spectrum Disorder and was diagnosed at age 38. He is the President of the Board for Pathways for Autistic Adults and a Board Member for the Autism Society of Washington. Shawn specializes in helping adults with Autism find sustainable employment. He also started a bi-monthly support group for adults on the spectrum in Tacoma, WA. He firmly believes that the unemployment rate of more than 80 percent is a product of modern hiring practices ,and is striving to change the interview and application process to account for the needs of the Autistic community. Prior to serving on the two boards, Shawn worked as a hiring manager for healthcare, information technology, and commercial real estate companies. He led the effort to diversify Advisory Committees at a local college by engaging minority owned businesses to help develop curriculum that brings equity to the education process. The Autism Society of Washington's mission is to transform communities throughout Washington State to improve the lives of individuals with autism. They do this through education and advocacy, and by mobilizing local chapters to create safe and inclusive communities for individuals with autism throughout their lifetime. The vision of the Autism Society of Washington is that every person with autism has the opportunity to achieve his/her fullest potential and be fully included in communities across Washington State.