Neurodiversity: Integrating Autism into the Workplace

Sarah Taylor, Spectrum Advantage

Alberta Council of Disabilities Service Providers Spring Conference May 1, 2015

Presentation Outline• Disabilities and Employment

• Autism, what’s the big deal?

• Spectrum Advantage Program

• Success Rates for the future

• Other programs

• Questions

• Resources

Which of these workers has a disability?

National Statistics on Employment and Disability• Persons with disabilities are more likely to be either

unemployed or underemployed

• Federal government has estimated there are approximately 795,000 working age Canadians with disabilities who are unemployed, despite having a disability that should not prevent them working.

• Of these, approximately 50% have post-secondary education.

Provincial Statistics on Employment and Disability• Albertans with disabilities are more likely to be

unemployed or underemployed than Albertans without disabilities.

• The employment rate for Albertans with disabilities in 2006 was almost 15% lower than it was for Albertans without disabilities.

• Although these statistics are not yet available, it is widely believed that the economic downturn of 2008 had a serious and lasting impact on employment rates for certain underrepresented groups.

Autism and Employment• Recent statistics indicate that 85% of people living on the

Autism Spectrum are unemployed or underemployed.

• A study published in the September 2013 issue of the Journal of the American Academy of Child and Adolescent Psychiatry found that young adults with an autism spectrum disorder (ASD) have more difficulty transitioning into employment than their peers with different disabilities.

• The study found that only half (53%) of young adults with an ASD had ever worked for pay outside the home in the first 8 years following high school, the lowest rate among disability groups even when controlling for impairment severity, household income, and social demographics.

Employment Rates Comparison Chart

Em-ploy

ment

0

10

20

30

40

50

60

70

80

90

100

Chart Title

General Population Disabilities Autism

What’s so different about ASD?

• "Aren't people with Asperger's more likely to be geniuses? Isn't genius related to autism?“

• Television shows with gifted characters either identified with or assumed to have autistic traits: Alphas, Big Bang Theory, Bones, Rizzoli and Isles, Touch, and others. Some would include Sherlock Holmes and several other detective characters with keen observational skills but poor social skills.

• News articles on autism and genius. Examples include: Genius Locus (http://www.economist.com/node/13489714), What Genius and Autism Have in Common (http://healthland.time.com/2012/07/10/what-child-prodigies-and-autistic-people-have-in-common/), and The Key to Genius (http://www.wired.com/wired/archive/11.12/genius_pr.html).

*The estimated prevalence of savant abilities in autism is 10%, whereas the prevalence in the non-autistic population, is less than 1%.

What’s different about Autism?• Autism spectrum disorders (ASDs) are conditions that affect

how a person interacts with other people, experiences the world and processes information.

• ASDs are pervasive developmental disorders, meaning that they impact every area of a person’s life from early childhood onwards.

• The spectrum in ASD means that an affected person’s difficulties can range from barely noticeable differences to severe limitations.

• The vocational needs of people with ASDs depend on the individual and the degree of their abilities.

Social Communication/ Language Barriers

• Having eccentric or limited language abilities

• Interpreting language in a literal way

• Using formal or stilted language

• Struggling with using language socially and the dynamics of conversation

Social Communication Barriers - Nonverbal Communication • Not noticing or personally using gestures, facial expressions or tone of voice

• Not recognizing others emotions, preferences, motivations or expectations

• Not noticing other people’s signs of boredom, or irritation in conversation

• Unawareness of unspoken rules of behaviour such as rules of personal space

• Difficulty establishing or maintaining eye contact

• Difficulty developing or maintaining friendships

Imagination• Having trouble with seeing the bigger picture, and

abstract thinking

• Difficulty with flexibility in thinking, which affects ability to organize and plan ahead

• Feeling more comfortable with concrete facts than hypothetical situations

• Difficulty understanding other people’s perspectives or points of view

Other Common Features• May have sensitivity to certain noises, smells, tastes

or textures

• May sometimes exhibit repetitive motor behaviours such as pacing or arm flapping

• May experience anxiety if a routine, schedule or prescribed procedure is not followed

• May have special areas of interest that occupy a lot of their time and about which they remember large amounts of information

• Import youtube video clip

Spectrum Advantage Program• SPECTRUM ADVANTAGE is a 4 month work experience program

that helps Prepare People on the Autism Spectrum for Success in the workplace, and helps employers see the advantages of hiring people who live on the autism spectrum. 

• The program breaks down like this:

• There is a month of group based employability skills training followed by a 3 month work experience placement within the (digital economy) and supported by a job coach throughout

Qualifications/ Requirements• Candidates must be 18-30 yrs. old and not registered in any

academic program

• Candidates cannot be receiving currently, or within the last 3 years, EI (Employment Insurance) payments

• Candidates who are receiving AISH (Assured Income of the Severely Handicapped) payments are eligible for financial assistance only during the Employment Skills Work Experience portion of the program.

SPECTRUM ADVANTAGE IS NOT SIMPLY A PLACEMENT SERVICE. 

PARTICIPANTS ARE EXPECTED TO ACTIVELY SEEK EMPLOYMENT WHILE ATTENDING THE PROGRAM.

Group-Based Employability Skills Classes

• Accepted participants are paid hourly minimum wage for attendance at all classes

• Classes take place 4 days a week (Monday-Thursday), 5 hours a day from 9:00 – 2:00 for a period of 4 weeks

• In addition to assessing technical skills through the completion of tasks and assignments; we specifically try to focus on developing the social skills needed in order to increase employability.

• Some of the topics covered include:fundamental skills, interview skills, personal management, time management, communication skills, workplace and social media etiquette, digital privacy/security, understanding employer expectations, getting along with others, clarifying expectations, working as part of a team, and problem solving in the work place, etc.

Employment Skills Work Experience • 12 Weeks at an employment placement while supported by a

job coach;• Hourly minimum wage is provided to Employer to offset training

costs• Participants are paid weekly for one 5 hour coaching session (these

alternate between both group and individual sessions• Coaches touch base with Employers on a weekly basis to help to

bridge any gaps as well as to support the employers and their staff

For all placements, we:• Complete a site survey prior to the first day of employment• Meet with the participants’ direct supervisor to encourage honest

and open communication• Offer a Lunch ‘n Learn workshop for all interested employees• Attempt to secure opportunities that appeal to the participants area

of expertise/interest

Screening Procedure

1. Application Forms must be filled out by participant and emailed in

2. Resumes (most recent edition) is to be emailed in to us

3. Interviews are conducted by a two person panel

4. Candidate Rating Forms are used(A rating on a scale of 1- 5 is completed outlining the participant’s Motivation, Social Presence, Appearance, Education, Employability)

What we consider during screening• Evaluate motivation

• Evaluate barriers – Education, Job History, Independence

• Evaluate employability preparedness – Transportation, Ability to track/keep appointments, Ability to stay on topic

• Evaluate technological competence- Email etiquette, Cell phone usage, computer tasks

• Evaluate vision for future – Thoughts about employment placements, dream jobs, realistic goals

• Evaluate presentation- Appearance, Hygiene, Ability to answer questions

Advantages for Employers• Exceptional concentration: People with ASDs can persist and

focus on detailed work. They often find opportunities to concentrate on work for extended periods of time rewarding.

• Attention to detail: In addition to concentration, people with ASDs are very attuned to detail, and are often commended for their accuracy.

• Problem-solving skills: People with ASDs tend to be very logical, visual and structured thinkers and often enjoy the challenge of problem solving.

• Intelligence and aptitude: Many people with ASDs, particularly those with Asperger Syndrome or High-Functioning Autism – have average to above average intelligence levels.

Advantages for Employers – con’d• Specialized interests and skills: People with ASDs often develop

specific areas of interest or skills.

• Good memory: Their interest in certain areas often comes with an extensive knowledge of details, figures and facts about that area.

• Reliability: People with ASDs are very conscious of rules and employers often value their punctuality, low-absenteeism, honesty and trustworthiness.

• Retention: People with ASDs thrive in a work environment that is structured, has routine and predictability. This often leads people with ASDs to stay in one role for significantly longer than other employees.

• Repetition: People with ASDs often enjoy repetitive tasks, and may appreciate tasks shunned by others due to their social isolation and repetitive nature.

Myths about hiring people with disabilities • Myth: Considerable expense is necessary to

accommodate workers with disabilities

• Fact: Most workers with disabilities require no special accommodations and the cost for those who do is minimal or much lower than many employers believe. Studies by the Office of Disability Employment Policy’s Job Accommodation Network have shown that 15% of accommodations cost nothing, 51% cost between $1 and $500, 12% cost between $501 and $1,000, and 22% cost more than $1,000.

Myths about hiring people with disabilities • Myth: 40% of employers maintain that is is difficult or costly to

provide accommodations to workers with disabilities.

• Fact: The majority of employers who had made accommodations found that the cost of the accommodation was only $500 or less. The vast majority (73%) of employers report that their employees with disabilities did not require accommodations.

Myths about hiring people with disabilities • Myth: Employees with disabilities will use more sick leave and

won’t be as productive as other employees

• Fact: Employees with disabilities have the same absentee and sick rates as non-disabled employees. Industry reports consistently rate workers with disabilities as average or above average in performance, quality and quantity of work, flexibility to demands, attendance and safety. Myth: Persons with disabilities are unable to meet performance standards, thus making them a bad employment

Myths about hiring people with disabilities • Myth: Persons with disabilities are unable to meet performance

standards, thus making them a bad employment risk.

• Fact: In 1990, DuPont conducted a survey of 811 employees with disabilities and found 90% rated average or better in job performance compared to 95% for employees without disabilities. A May, 2002 VCURRTC National Research Study of Employer's Experiences found that employees with disabilities are as capable and productive (timeliness, punctuality, task consistency & work speed).

Outcomes so far…• First cohort began Group Based Employability Skills Classes on

May 20, 2014

• So far 30 participants have been accepted into the program – Pilot group of 6 participants, Cohort 2 & 3 with 12 participants each.

• Of those 30, 28 completed the GBES classes, 26 completed the ESWE (3 month employability skills work experience) and 19 have been offered permanent employment positions.

• We are currently recruiting for Cohort #4 set to begin on May 19, 2015.

Other Employment options specifically for people living on the Autism Spectrum• Meticulon – Calgary IT consulting company

• SAP Canada is a global market leader in enterprise application software with offices in Vancouver and Montreal.

• JVS Toronto offers a Asperger’s Job Readiness program geared to higher functioning individuals who have Asperger's Syndrome.

• The Denmark firm Specialisterne (which means Specialists in English) focuses on finding jobs for people on the spectrum.

ResourcesAutism Society of Minnesota. Working with People who have High Functioning Autism and Asperger’s Syndrome: Tools and Strategies for Managers and Supervisors.Forward Motion Coaching http://www.forwardmotion.info/ Email: Barbara@forwardmotion.info Prospects employment support – the National Autistic Society http://www.autism.org.uk/prospects/ Dr. Scott Standifer, author of Adult Autism & Employment: A guide for vocational rehabilitation professionals Hendricks, D. (2010). Employment and adults with autism spectrum disorders: Challenges and strategies for success. Journal of Vocational Rehabilitation, 32, 125-134. Hurlbutt, K., & Chalmers, L. (2002). Adults with autism speak out: Perceptions of their life experiences, Focus on Autism and Other Developmental Disabilities, 17(2), 103-111. Hurlbutt, K., & Chalmers, L. (2004). Employment and adults with Asperger syndrome, Focus on Autism and Other Developmental Disabilities, 19(4), 215-222. Smith, M., Belcher, R. G., & Juhrs, P. D. (1995).A Guide to Successful Employment for Individuals with Autism. Paul, H, Brookes Publishing.

References• http://

humanservices.alberta.ca/documents/alberta-employment-first-strategy.pdf

• http://dtpr.lib.athabascau.ca/action/download.php?filename=mba-13/open/negrychheatherProject.pdf

• http://www.autism.ca/readings/Employer%20Information%20Guide.pdf

• http://www.elsevier.com/about/press-releases/research-and-journals/young-adults-with-autism-found-to-have-difficulty-transitioning-into-employment

• http://healthland.time.com/2012/07/10/what-child-prodigies-and-autistic-people-have-in-common/

References – con’d

• http://www.elsevier.com/about/press-releases/research-and-journals/young-adults-with-autism-found-to-have-difficulty-transitioning-into-employment

• http://www.worksupport.com/research/viewContent.cfm/589

• http://meticulon.com/