ASD. Autism spectrum disorder.
For those folks with ASD, it’s virtually certain they’ll be unemployed- or at best underemployed part-time. The basic fact is that 80% of those with ASD are unemployed.
That’s despite the fact that many of them have outstanding analytical skills, are detail oriented, and can be laser focused on task.
As I’ve mentioned many times, there are many folks with whom I went to school that clearly manifested Asperger’s-like symptomology. (I am unwilling to say that does not include me. Many tests demonstrate I am borderline [like this one].) And, they were among the brightest, most creative folks I’ve ever encountered.
Which is why a bunch of tech firms (and a few banks) have risen to the challenge and hired folks with ASD. Some firms assign these folks to teams to detect (and eradicate) bugs. Folks like Microsoft have set up special systems for interviewing those with ASD, because until those systems were in place, they hired none so affected.
But, it’s really no different that hiring folks who are blind, deaf, or other disabled- it’s finding the right position for these folks, to enable the firms to be more inclusive- and harvest the unique possibilities those so afflicted can bring to the table. It also involves training managers to provide literal descriptions, direct feedback, avoid open-ended questions, and to pick up the social cues that are manifested by ASD- which are different from the more traditional staff members.
JP Morgan Chase believes that their staff with ASD are 50 to 150% more productive than their more prosaic, typical coworkers. Mostly because they are more focused and not diverted by social interactions. And, these folks are not just working in software, engineering, or code-writing, but perform personal banking functions and serve as problem resolution officers.
To share information and tips, Microsoft, JPMorgan Chase, EY (Ernst & Young successor), Ford, Freddy MAC, SAP, and DXC Technology formed the Autism @ Work Employer Roundtable. This allows them to share “best practices”- not only among themselves, but with other companies. This is an outgrowth of the former US Business Leadership Network (USBLN), which now goes by Disability:IN.org
The site even lists jobs for those with ASD at the website.
(I am not meaning to state that these are the only firms hiring autistic workers. That roster includes may firms, such as HP, Google, Salesforce, among others.)
It’s time we all consider the possibilities these folks offer our firms.
My brother in law is among the 80percent. And, much of his working life was spent in sheltered workshops where he made below minimum wage and was even charged for his transportation (he doesn’t drive). I could write a lot on this topic.
I recall your describing your brother-in-law, Alana. It’s for him- and countless others, that I am passing along this information. To help employers understand the benefits they can obtain by seeking those outside the box.
I think this is excellent way to harness the special talent these extra intelligent people bring to.the table
You said it well, Dr. A! And, we could use their special talents to help our firms grow and succeed.
I wholeheartedly agree, most of the time employees with ASD are the most productive, most able person for a position, and it’s just about finding the right position to harness their incredible intelligence. It’s sad that social factors can act as a deterrent from hiring someone, but I’m really glad that we’re becoming more aware as a society, and that tech firms are starting to lead the way by recognizing the value in having ASD employees on staff. Thanks for the great post 🙂
Thanks, Megan- and you stated the facts well, to boot!