The New York Times’ Post

This is me. Masking is exhausting and disclosing can be frightful. Not to mention workplaces that seem hostile to anyone who is not neurotypical. Once again, I am grateful to work at an organization that values me and supports my needs to do my best work for them. Support Center for Child Advocates Gifted article access: Employees With Autism Find New Ways to Navigate the Workplace https://lnkd.in/epN85iiW #invisibledisabilities #nonvisibledisabilities #autismawareness

#DisabilityPrideMonth holds special significance and is deeply personal for me. In my 15 years of talent acquisition, I’ve seen how unconscious biases, often hidden in seemingly harmless terms like “awkward,”  ‘“intense/overly enthusiastic,” “robotic,”  or “weird,” can create hurdles for neurodivergent candidates. The statistics are a stark reminder of the work we still need to do: With 15-20% of the population being neurodivergent and unemployment rates for this group as high as 30-40%, it’s clear that our systems are failing.  This is not just a problem but an urgent call to action for everyone who participates in the hiring process. As this month comes to a close, I challenge all of us in the talent acquisition space to move beyond superficial fixes and honestly re-examine our processes. If you’ve ever used phrases like those above to describe a candidate, I encourage you to reflect deeply on the assumptions behind those words. What does the job truly require? Are we putting a stronger emphasis on conformity over competence?  Am I favoring candidates who fit a certain mold or stereotype? And, most importantly, am I open to being challenged on my assumptions? These are not easy questions to answer, and sometimes, it doesn’t feel good to admit when you have made a mistake or if you uncover a bias you didn’t know you had. But it is so important to celebrate the unique strengths and perspectives that folks can bring to the table. Their diverse communication styles, different ways of thinking, and the incredible innovation that neurodiversity fosters are invaluable.  As recruiters, we must build a hiring process that truly values these contributions. It’s so important to create workplaces where everyone feels seen, heard, and empowered to be their authentic selves ❤️ P.S. I love this article from The New York Times - if you are stuck behind the paywall, reach out to me, and I can gift you the article! #DisabilityPrideMonth #Inclusion #TalentAcquisition #Neurodiversity #UnconsciousBias #DEI

Several companies across the United States, including Microsoft, Dell and Ford, are taking steps to make workplaces more accessible and welcoming for neurodivergent employees as the number of autism diagnoses rises. Jessica Myszak, a clinical psychologist in Chicago who specializes in testing and evaluations for autism, said: “Workplaces with too much light and noise can overwhelm those who are autistic, leading to burnout. Remote work reduces the social demands and some of the environmental sensitivities” that autistic people struggle with.” Navigating the job market can be challenging for autistic people. Autistic job candidates hoping to make good first impressions might be reluctant to disclose their diagnoses upfront. Human resources departments at some companies are showing willingness to change and provide opportunities for people on the autism spectrum. #companies #neurodivergent #employees #asd #accomodations

Congratulations to Steven Kurutz on this excellent article about the challenges faced by neurodivergent people in the workplace, and practical strategies that benefit, truly, everyone. As a multiply neurodivergent employer of neurodivergent employees, a physician providing employment support for neurodivergent people integrated into medical care, and as someone who trains organizations on neuroinclusive employment, I share my additional commentary on All Brains Belong VT's latest blog post: https://lnkd.in/eErSYh6M #neurodiversityatwork #humanresources #inclusiveemployer #actuallyautistic

Steven Kurutz reports: A number of large employers across the United States, including Microsoft, Dell and Ford, are taking steps to make workplaces more accessible and welcoming for #neurodivergent employees as the number of #autism diagnoses rises. An increasing number of #autistic people are also identifying themselves publicly. Last year, the singer Sia went public about being diagnosed with autism as an adult. More recently, the author Mary H.K. Choi described in an essay for New York Magazine how, at age 43, she developed a greater self-understanding as a result of her diagnosis. Autism activists have praised companies that have become more accepting of remote work since the coronavirus pandemic. Workplaces with too much light and noise can overwhelm those who are autistic, leading to burnout, said Jessica Myszak, a clinical psychologist in Chicago who specializes in testing and evaluations for autism. Remote work “reduces the social demands and some of the environmental sensitivities” that autistic people struggle with, Dr. Myszak added. But navigating the job market remains a challenge for autistic people, who are more likely to be unemployed or underemployed, according to advocacy groups. “You don’t want them to see your flaws,” said Haley Moss, Esq., 29, a lawyer and #disability activist who has autism, likening the interview process to a first date. Back when Natalie Worden-Cowe, 32, was a professional musician, she struggled with the networking side of the business, a key to landing gigs. Her professional life changed when she discovered Microsoft’s #neurodiversity hiring program, which was established in 2015. The company’s program was modeled after a venture created by the German software firm SAP, and has since been adopted in some form by companies including Dell and Ford. So far, the initiative has brought in about 300 full-time neurodivergent employees to Microsoft, said Neil Barnett, the company’s director for #inclusive hiring and #accessibility. Wendi Safstrom, the president of the Society for Human Resource Management, a nonprofit organization, said that more employers should make an effort to recruit neurodivergent people and educate their work forces about them. For Murphy Monroe, communicating at work was never a problem. After he watched TikTok videos of people talking about their experience with autism, Mr. Monroe made an appointment with a psychologist in 2021 and received confirmation of what he had long suspected. That self-knowledge has changed how he approaches his current job as the executive director of the The Actors Gymnasium, a circus school in Evanston, Ill. “For me to be completely my authentic self while I am running a joyful enterprise,” Mr. Monroe said, “it makes me feel like I’m the luckiest guy ever.” #AutismAtWork #NeurodiversityAtWork #AutismSupport #WorkplaceInclusion #DisabilitySupport

#CraigBrownPhD: Autistic Employees Find New Ways to Navigate the Workplace: As diagnoses of autism rise, Microsoft and other large companies are working to better support autistic workers so they can thrive without “masking.” #Technology #Tech #FutureTech

4th Open Zoom Discussion Join us for our discussion on Autism & Employment, March 27 at 6.30pm GMT, Description: Stigma and outdated assumptions perpetuated by recruitment agencies and employers significantly impact the employment prospects and experiences of autistic individuals in several ways: 1. Limited Opportunities: Stigma and misconceptions about autism may lead to biased hiring practices, resulting in autistic individuals being overlooked for job opportunities despite their qualifications and abilities. 2. Lack of Understanding: Recruitment agencies and employers may hold outdated assumptions about autism, viewing it solely through a deficit-based lens rather than recognizing the diverse strengths and talents that autistic individuals bring to the workplace. 3. Discrimination: Autistic individuals may face discrimination during the recruitment process or while on the job due to stigma surrounding their neurodiversity. This discrimination can manifest in the form of exclusion from certain roles, unfair treatment, or even dismissal based on misunderstandings or biases. 4. Barriers to Disclosure: Fear of stigma and discrimination may prevent autistic individuals from disclosing their diagnosis to employers or recruitment agencies, depriving them of access to necessary accommodations and support. 5. Lack of Awareness: Recruitment agencies and employers may lack awareness and understanding of the specific needs and challenges faced by autistic individuals in the workplace, leading to inadequate support and accommodations being provided. 6. Retention Challenges: Without appropriate support and understanding from employers, autistic individuals may struggle with job retention, leading to higher turnover rates and decreased job satisfaction. Addressing these issues requires efforts to challenge stigma, educate employers and recruitment agencies about autism, and implement inclusive hiring practices and workplace policies that support the diverse needs of neurodiverse individuals. Additionally, providing training and resources to employers can help foster a more inclusive and supportive work environment for autistic employees. Be part of the discussion by sharing your insights, experiences, and expertise, or simply by listening in. Join Zoom Meeting https://lnkd.in/ex_K8ea8 Meeting ID: 865 0672 8912 Passcode: 793889 #neurodivergence #neurodiversity #autism #AutismEmployment #AutismWorkplace

As autism diagnoses rise, companies like Microsoft, Dell, and Ford are enhancing workplace support for neurodivergent employees. Chelsia Potts, a college administrator diagnosed with autism as an adult, initially kept her diagnosis secret and struggled with "masking" behaviors to fit in. Seeking accommodations led to a more flexible schedule, improving her work life. Microsoft’s neurodiversity hiring program, modeled after SAP's initiative, has successfully employed around 300 neurodivergent individuals, offering tailored interview processes and on-the-job support like job coaches and sensory-friendly workspaces. Experts highlight that remote work and flexible environments can significantly benefit autistic employees by reducing sensory overload and social pressures. Advocates argue that such accommodations do not hinder productivity but rather enhance workplace culture and inclusivity. Increasing awareness and support for neurodivergent employees are crucial as more individuals identify publicly with autism, pushing for broader acceptance and understanding in professional settings. Read More: https://lnkd.in/gBiw3zCA ID: Picture of Chelsia Potts, a college administrator diagnosed with autism #Inclusiv #InclusiveVoices #Acessibility #PeopleWithDisabilities #DisabilityInclusion #People #Stories #Infosys Microsoft Dell Technologies SAP Ford Motor Company The New York Times Rtn Veena Shenoy Srikanth Shenoy Angela David Adv. Shikha Uma Agarwal Nethra Somashekar Nilesh Singit Arvind Rao

Did you know that only 16% of professionals with autism are able to retain long-term, full-time employment? Autistic professionals have one of the worst unemployment rates among marginalized groups. Why? 💡 Sensory Sensitivities: Common workplace settings can be overwhelming due to noise, lighting, or the social dynamics of large teams. Being hypersensitive to light and being around large groups of people, I can find myself retreating to places that feel more comfortable to work. This means I am not a good fit for a workplace that limits me too much on where/how I work. 💬 Social Communication: Autistic individuals might find typical workplace communication and unspoken norms challenging, which can lead to misunderstandings. LOTS of them. More often than not, when I do not navigate a social environment the "right" way, others make assumptions about my capabilities or intentions. More often than not, they are wrong. It can be frustrating to have a professional narrative written about you entirely based around misunderstandings. 👊 Rigid Structures: A conventional work environment that does not accommodate flexible scheduling or adapted communication styles can be restrictive for individuals with autism. The more autonomy I am given in my scheduling and communication methods, the better I perform. When autistic individuals are commanded to comply with a rigid structure, they will more than likely just quit. It's endlessly saddening to me that many allow these challenges to overshadow the incredible strengths that come with hiring an autistic professional. Why do you need an autistic professional on your team? 👩💻 Attention to Detail: Autistic individuals often have the ability to focus intensely on details, producing high-quality and meticulous work. When we are "in the zone," it's easy to create work that brings intentionally elaborate details to every step of a workflow - making processes easier, products prettier, and employers happier! ✅ Consistency and Reliability: Once familiar with their tasks, autistic individuals can be exceptionally reliable and consistent in their job performance. Nobody loves routines, rules, and structure as much as we do. We are adamant about upholding policy, meeting deadlines, and maintaining productive routines. That's every employers dream! ❓ Innovative Problem-Solving: Unique perspectives on problems can lead to innovative solutions that might not be immediately obvious to their neurotypical peers. Most times when I build out a process, workflow, or proposal, it's common for me to hear "Wow! You mentioned things I didn't even think of!" I could probably think of a million more challenges and benefits to being autistic in the workplace. It's a unique and difficult circumstance to navigate, but when navigated correctly, a business can thrive exponentially.

💙A subject close to my heart on #worldautismawarenessday Several businesses in retail, hospitality, and entertainment work hard on this - “quiet” evenings in supermarkets, “sensory-friendly” showings at cinemas etc. ❓What about making it easier for people with autism or another sensory disorder to actually work in these businesses? I am aware of excellent programmes at companies like Microsoft and SAP, but I wonder if anyone in my network knows of any businesses in the frontline services sector that are good at this? (Let me know below ⬇️ ) Meanwhile, here are some ways to make work more accessible to individuals with Autism: 🌟Flexible Work Arrangements Embrace flexible work schedules and remote opportunities to accommodate the unique needs of individuals with autism. Providing options like telecommuting or flexible hours can create a supportive environment where individuals can thrive without the constraints of a traditional 9-5 office setting. 🌟 Structured Support Systems This could include mentorship programmed, peer support groups, or designated resource centres equipped with tools and strategies tailored to individuals with autism. Creating a network of support fosters a sense of belonging and empowers individuals to reach their full potential. 🌟Clear Communication Establish clear communication channels to ensure that information is conveyed in a way that is accessible to everyone. This may involve using visual aids, written instructions, or breaking down complex tasks into manageable steps. By prioritising clear and concise communication, you can minimise misunderstandings and empower individuals with autism to actively participate and contribute. 🌟Training and Awareness Offer training and awareness programmes to educate colleagues and employers about autism spectrum disorder (ASD) and how to create an inclusive environment. By fostering understanding and empathy, you can break down barriers and promote acceptance and respect for neurodiversity in the workplace and educational settings. 🌟Accommodation and Accessibility Invest in accommodation and accessibility initiatives to remove physical and social barriers that may hinder the participation of individuals with autism. This could involve making adjustments to physical environments, providing assistive technologies, or offering alternative assessment methods. By proactively addressing accessibility concerns, you can create an environment where everyone has equal opportunities to succeed. It’s hard to quantify the benefits of hiring autistic people, because not all autistic people are the same, but my experience is that autistic individuals bring great value to an organisation through their: 🌟 Original thinking 🌟 Creativity and 🌟 Attention to Detail #AutismAwareness #Inclusion #Empowerment #worldautismday #cvwriting #autismawareness Image: UKRI