We’re often asked if individuals on the spectrum should disclose at work. While we at ASTEP have our personal views on this topic, what we do is help each individual think through their situation and come to a decision that is comfortable for them. The below blog post is one of the best we’ve seen by an individual sharing their experience about being someone with autism in the workplace, and what that means when disclosed and when not disclosed.
You can find the original post from The Guardian here.
A late diagnosis of autism meant I struggled with the alien codes of small talk and office politics – until I started work at an autism charity.
I was sitting in a doctor’s office, describing yet again how a day at work could be hell. I told him why sharing the same space, listening to my colleagues’ music/small talk/breathing drove me mad and why someone saying “good morning” could feel like a personal invasion. The doctor was new, young; he gave a nod of recognition and then he said something strange: “I think you may be autistic”.
ASTEP offers an important list of resources for college students with Aspergers, who are looking for employment or internship opportunities. Read through the summaries of what each organization offers, and click on the names listed to go to their websites. You can find the original post on ASTEP here.
Career Opportunities for Students with Disabilities is a professional association comprised of more than 600 colleges and universities, and over 500 major national employers. COSD’s mission is to improve the employment rate of college students and recent graduates with disabilities on a national basis, by forming collaborative relationships between campus’ Disabilities Services and Career Services offices, and assisting employers in providing internships, recruiting, and hiring college graduates with disabilities.
Dr. Temple Grandin once told my son Sam: “when you’re looking for employment, you must show your work“. Indeed! For someone diagnosed with High Functioning Autism or Aspergers Syndrome, you must rely on the merit of your work, because oftentimes challenging social cues can override a large portion of the interviewing process.
Asperger Syndrome Training and Employment Partnership provides a very good checklist to review before you go through the interview process.
As part of our continued segment on Employment in partnership with ASTEP, today we bring you a sample of ASTEP’s training offerings for Employers.
Seeking employment is a crucial topic for those with Aspergers and High Functioning Autism. ASTEP offers critical tools, tips, and training for both employers hiring potential employees with Aspergers, and for those on the spectrum searching for employment.
Once you have written your “one-minute commercial” and are confident telling others about yourself, it is time to start building your network. What is a network? A network is any friend, family member, mentor, teacher, or professional that can help you in your quest for employment. Building a network takes time, but can be extremely beneficial.
Most people get jobs, because of someone they know. New employers usually feel more confident when they hire a person recommended by someone they know. Hiring a new employee is expensive so they want to go with someone, who others can personally attest to their skills.
So, who should be in your network? What is the best way to go about creating a network?
Last January after a fresh snowstorm, my 9-year-old son asked me to help him build a snowman. I told him that I would be out to help shortly.
A couple of minutes later he came running back yelling, “Dad, it’s melting!”
That got my attention. It was sub-30 outside, so how could a snowman be melting?
(Photo and Article originally from CNN)
I followed him as he ran down the hall to his bedroom. In the middle of his room was a 4-foot tall snowman, melting away.
While I removed the snowman and cleaned the remaining slush and mud, I asked him why he did it. He said, in a very matter-of-fact-tone, “It’s cold outside.”
My son has Asperger’s syndrome. For him, building a snowman in his bedroom because it was cold outside was a logical solution to a problem.
Because of my son, “Aspies” hold a special place in my heart. So whenever I hear someone in my industry talk about hiring an Aspie, I cringe just a little. Because in technology, saying you’ve hired an Aspie is like code to say that you’ve hired a machine.
I left school in 1994 and had my first job interviews in the same year. I was, like most Aspies both then and now, full of nerves fueled by a strong desire to make the right impression. What I hope to do here is outline what I did to overcome them and what helpful advice I was given, which will hopefully also be of use to you.
This article originally appeared on the Aspergers Test Site
My very first interview was in a hotel in my home town. My mother had a wee word with me the night before. Mum’s advice was very well-intentioned — keep your answers short, don’t mention any of your difficulties and make yourself come across as the best person for the job (some kind of receptionist-cum-general-dogsbody). So, off I went, smartly dressed, quite nervous and determined to make a good impression.
It has been said that transportation is the biggest barrier for individuals with or without a disability. This is a common barrier many adults seeking employment struggle with. Once all the assessments are done, and a job environment you feel you will thrive in is found…it is imperative that transportation be worked out.
In my experience it is vital to the success of obtaining and maintaining employment to have conversations before job searches or assessments are done with the job seekers, and their family/support system, to work out the logistics of how the employee will get to work. Once this plan is made then there needs to be a contingency plan set in place in the event something comes up that affects the employee’s ride.
Asperger Syndrome (AS) is such a recent diagnostic category in the U.S. that most of the individuals who carry it are children or adolescents. We are only now developing a fund of experience that can anticipate and meet schoolchildren’s needs; we know even less about the typical vocational functioning and other needs of adults with AS.
Since most children with AS appear to require some interventions, supports, or modifications to enable them to succeed in school, it seems reasonable to assume that many adults with AS will require at least some supports or special conditions in the workplace. One of the most common concerns adults report to AANE is work failure. Although many men and women with AS are succeeding in the workplace, many others have a history of being unable to get and hold on to jobs.