Lisa Dubler’s 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

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

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

As workplaces around the globe grow increasingly diverse, one subset of the population that often gets overlooked in the inclusivity dialogue is individuals on the autism spectrum. Autistic people bring unique strengths and talents to the table, but to harness their full potential, workplaces need to be proactive in fostering a supportive and inclusive environment. Autism is a neurodevelopmental disorder that impacts communication and behavior. As more autistic individuals enter the workforce, businesses have a crucial role in adapting their environments and practices to be more accommodating and supportive. Let's delve into strategies and approaches that can help accomplish this. 1. Promote Understanding and Awareness The first step to fostering an inclusive workplace is to educate staff about autism and neurodiversity. Misconceptions about autism abound, and debunking these through informative training sessions can go a long way towards creating a more accepting environment. Highlight the strengths often associated with autism, such as excellent attention to detail, unique problem-solving skills, and creativity. 2. Flexibility in Communication Communication plays a central role in every work setting. For some autistic individuals, non-verbal cues and social nuances might be challenging to understand. Providing clear, concise written instructions can often be more beneficial. Further, encourage open conversations about preferred communication styles and adjust accordingly. 3. Adapted Recruitment Processes Traditional recruitment processes, such as panel interviews, can be daunting for autistic individuals. Businesses should consider modifying their recruitment techniques, making them more structured, predictable, and less reliant on social interaction. 4. Creating a Suitable Work Environment Sensory sensitivities are common among autistic people, with certain sounds, lights, or even the temperature causing discomfort. Simple adjustments, like providing noise-canceling headphones, offering quiet rooms, or allowing remote work, can significantly enhance comfort and productivity. 5. Establishing Employee Resource Groups Employee Resource Groups (ERGs) can provide a platform for sharing experiences, discussing challenges, and promoting a more inclusive workplace. An ERG for neurodiverse employees can provide valuable insights to employers and foster a sense of belonging among employees. Each workplace has unique needs and requirements, and as such, these strategies should be adapted accordingly. However, one thing is universal: an inclusive workplace is a better workplace – not only for autistic employees but for everyone. #AutismAwareness #Neurodiversity #Inclusion #AutismAtWork #AutismInTheWorkplace #AutismEmployment #AutismAcceptance #AutismSupport #AutismRights #AutismAdvocacy #AutismAlly

💙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

The employment challenges faced by individuals with Autism Spectrum Disorder (ASD) can be attributed to a variety of factors, and it's important to note that many companies are actively working to overcome these barriers. However, there are still barriers and misconceptions that may contribute to lower employment rates for people with autism. Here are some reasons: 💡 Lack of Awareness and Understanding: Employers and hiring managers may not be sufficiently aware of what autism is, the strengths individuals with autism may bring to the workplace, and the accommodations that can be made to support them. 💡 Stereotypes and Misconceptions: Misconceptions about individuals with autism may lead to bias during the hiring process. Employers might have misconceptions about communication skills, social interactions, or job performance. 💡 Limited Accessibility of Information: Information about the benefits of hiring individuals with autism and the accommodations available may not be readily accessible to employers. There may be a lack of resources or training programs to educate employers on these matters. 💡 Unintentional Bias in Hiring Processes: Traditional hiring processes, which often rely heavily on interviews and social interactions, may inadvertently disadvantage individuals with autism who may struggle with these aspects. Alternative assessment methods may be necessary. 💡 Need for Accommodations: Some employers might perceive hiring individuals with autism as requiring additional accommodations, and there may be concerns about the associated costs or potential disruptions to the work environment. But that often is not the case. 💡 Limited Networking Opportunities: Individuals with autism may face challenges in networking and building professional connections, which can be crucial in the job search process. 💡 Lack of Inclusive Workplace Cultures: Companies that don't prioritize diversity and inclusion may not have inclusive policies and practices that support individuals with diverse needs, including those with autism. 💡 Communication Barriers: Challenges in communication, particularly during interviews, may be misinterpreted as a lack of interest or competence. 💡 Unfamiliarity with Disclosure: Individuals with autism may face challenges in deciding whether or not to disclose their diagnosis during the hiring process. Fear of stigma or discrimination may discourage disclosure. And these are only part of needs and challenges we will address within the EU project "Perspective". We see that there is still so much work to do, because the job market is changing rapidly offering so many different possibilities for people with ASD, remote work and so many aspects to deal with and work on. #perspectiveND #eufunding #erasmusplus #socialinnovation #neurodiversity

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

🎤 drop: “…neurodiversity can bring a unique advantage to organizations seeking to improve their operations and foster inclusivity. Understanding how employees respond to organizational dysfunction and inefficient processes is crucial for improving workplace environments” #neurodiversityatwork #neurodiversity #organizationalchange #womeninleadership #changemakers #changemanagement #outsidethebox #innovation #growthmindset