{"id":6146,"date":"2022-04-28T16:18:27","date_gmt":"2022-04-28T20:18:27","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=6146"},"modified":"2023-12-11T15:48:37","modified_gmt":"2023-12-11T20:48:37","slug":"managing-supervising-recruiting-employees-with-autism-advice-mentors","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/managing-supervising-recruiting-employees-with-autism-advice-mentors\/","title":{"rendered":"Managing, Supervising, and Recruiting Employees with Autism: Advice from Mentors"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"For Michael Chapman, workplace diversity isn\u2019t a new business trend. The Director of Employment Services for the UNC TEACCH Autism Program has been working toward greater diversity, equity, and inclusion in workplaces for more than 30 years. His top tip for employers? Don\u2019t be afraid of change. \u201cChange is not going to be hard. It\\'s not going to be difficult. It\\'s just going to be a change, and in many ways, is going to be better for you\u201d he says. \u201cAs a company changes, recognize that everybody\\'s different.\u201d Chapman and the team at TEACCH coordinate programs like TEACCH School Transition to Employment and Postsecondary Education (T-STEP), an intervention developed to support 16- to 21-year-olds with autism as they transition from school to the workplace. The acronym TEACCH stands for teaching, expanding, appreciating, collaborating, cooperating and being holistic \u2013 the core values of the program\u2019s approach to autism treatment and support. At present, The Diversity Movement employs two interns from the T-STEP program. \u201cMaking the world a better place for everybody has been what we\\'re all about, recognizing that there is diversity,\u201d he says, describing the TEACCH Autism Program. Chapman is also involved with LiNC-it, a state-run collaborative created to provide employment experience and paid internships for young people with autism. The program matches neurodiverse job candidates with companies like Credit Suisse, Lenovo, Wells Fargo, and many others.\u00a0 Programs to increase autism acceptance in the workplace are necessary According to the CDC, nearly 5.5 million adults in America have ASD, yet nearly half of 25-year-olds with autism have never held a paying job. And, according to the nonprofit Autism Speaks, the unemployment rate is roughly 85% for individuals with autism spectrum disorder (ASD). It is also common for people with autism to be highly intelligent yet still struggle to find meaningful work. In the U.S., that means hundreds of thousands of skilled, educated people on the autism spectrum are either unemployed or underemployed, and it\u2019s in the best interest of organizations to revamp hiring practices to include them. Here\u2019s why. In addition to their hard skills, people with neurodiversity think differently than the average neurotypical person. An employee with autism might be better able to pinpoint unseen problems, for example, or come up with innovative solutions.\u00a0 Neurodiversity increases innovation and leads to stronger decision-making \u201cSome people have these logical, ordered, organized brains, and sometimes they see things that we don\\'t see,\u201d Chapman says.\u00a0 \u201cFor teams that are looking to correct their own internal mistakes, it\\'s great to have someone who will tell you the honest truth about the problems with your software, or the problems with your process for loading trucks. Whatever the case may be, they\\'ll come up with a way to help make it a little bit better.\u201d Additionally, a study by the Institute for Corporate Productivity found that 86% of employers rated employees with intellectual and developmental disabilities as very good in four out of four areas critical to business success. Study after study shows that people with neurodiversity \u2013 whether it is autism spectrum disorder, attention deficit hyperactivity disorder, dyslexia, or more \u2013 make exceptional employees.\u00a0 Plus, creating a diverse, welcoming workplace helps the entire team be more compassionate, more accepting, and more flexible.\u00a0\u00a0 Inclusion increases productivity by eliminating distractions \u201cAs you learn how to support the individual who\\'s working with you, as a team member, you also start to recognize struggles in your colleagues, you may start to recognize struggles in your customers,\u201d Chapman says. \u201cI think it helps you, as an individual, be better at recognizing the support needs of the other people around you.\u201d He adds that people with hidden or invisible disabilities are often reluctant to reveal their diagnosis, which makes support, awareness, and acceptance all the more necessary. People with autism are already in the workplace but could be hiding their differences or \u201cmasking.\u201d \u201cThere are lots of hidden disabilities in our community. And we don\\'t always recognize them, we don\\'t always see them,\u201d Chapman says. \u201cMasking takes energy and effort away from them being able to do the job you need them to do. So if you make it a safe place, and they don\\'t have to mask anymore, then they\\'re going to be able to put that energy back into doing the work you need them to do.\u201d he says.\u00a0\u00a0 A few common characteristics you may notice in employees with autism While autism is a spectrum disorder and there is no single description of how a person with autism behaves, there are a few common characteristics. Difficulty with communication and social interactions is a hallmark of ASD and is included in the diagnosis of the condition. Nonverbal exchanges or group dynamics might be misunderstood or completely overlooked, and communication tends to be more direct.\u00a0 \u201c[Many people with autism] see the world a little differently and don\\'t pick up on the same cues that you and I do,\u201d Chapman says. \u201cWhere you and I would hint at something you need to fix or correct, the person on the autism spectrum might come out and say, \u2018You need to stop doing that,\u2019 just very blunt and straight to the point.\u201d Individuals on the autism spectrum often have different learning styles as well.\u00a0 \u201cMost of them are what we call visual learners, and so what we tend to see is that talking doesn\\'t work as well,\u201d Chapman says. \u201cBut if you show them, or you write it down, it\\'s a lot better. The funny thing is, if you show the general population, and you write things down for the general population, they tend to do better, too.\u201d It is not uncommon for employers to discover that the accommodations they make for their employees with autism actually make the workplace better and improve outcomes for all of their employees. In fact, creating an inclusive environment for people with disabilities can make everyone feel welcome, respected, and encouraged to contribute. Improving your interview process to tap a bigger pool There are other simple accommodations that can be incredibly helpful for a person with autism, beginning with the interviewing process. These small changes can often be life-changing and make the difference between employment and unemployment. \u201cAn interview is a social communication contest, where you have to put your best foot forward,\u201d Chapman says. \u201cMany of our people struggle. They may have all the skills, all the talent, but their ability to sell themselves is not going to be as good as someone who doesn\\'t have a social communication challenge.\u201d\u00a0 When meeting with prospective employers, Chapman and his fellow mentors explain that a person with autism might not look you in the eye during an interview, or they might appear to be thinking for longer periods of time. Employers are asked to judge applicants on whether they have the functional skills for the job \u2013 not on their social skills \u2013 as consistent eye contact is rarely necessary for job success. Another common request is for interview questions to be given to candidates in advance, so they can prepare and have their notes in front of them.\u00a0 \u201cSometimes, we\\'ve actually had people give their answers in writing. So instead of answering verbally, they would say, \u2018Here are my answers to your questions,\u2019\u201d Chapman says. \u201cBecause the person may have a problem or anxiety around being able to give the information back verbally.\u201d He also encourages employers to conduct hands-on technical skill assessments. For example, instead of asking a candidate about the computer languages they know, they are asked to demonstrate their coding skills. \u201cOur people are much, much better and much more comfortable with that. Because then you\\'re getting into what we call the hard skills \u2014 the real technical aspects of the job \u2014 and that they\\'re able to do,\u201d Chapman says. \u201cThe problem is they just can\\'t tell you that they\\'re able to do it in a way that\\'s going to beat out someone else in a verbal interview contest.\u201d Often these changes are beneficial to all candidates, not just those who are neurodiverse. \u201cSome of the companies we\\'re working with, once they started doing it for the adults on the autism spectrum, they\u2019ve said, \u2018You know what, this is just so great. We\\'re gonna do it for every interviewee, period,\u2019\u201d he says. Begin with understanding and ally training Ideally, managers and colleagues should receive autism awareness training long before a person with autism is hired on their team, and managers should also learn how to communicate and collaborate effectively. But, training at any time will make a positive difference\u00a0 Chapman is currently in the final stages of developing an online training course for managers, focusing on awareness and helping them to be better autism allies. \u201cWith autism ally training, we sort of teach the company how to support individuals and be aware and supportive,\u201d he says. The TEACCH training includes modules on the advantages of hiring someone with autism and how diverse employees make companies more flexible and innovative. It also includes an overview of the different learning styles, some tips for interviewing, time management, and making the onboarding process easier. Other training resources include MicroVideos by The Diversity Movement, the Diversity Movement\u2019s disability inclusion and unconscious bias courses, and the Autism@Work Playbook from Autism Speaks.\u00a0 Effectively managing and supervising employees with autism (hint: be direct) Awareness training opens the door for honest, open conversations about individual learning styles, work habits, and feedback preferences. In fact, direct feedback is the top accommodation request from the adults with autism whom Chapman works with. \u201cThey will say, \u2018When I get feedback, I really want someone to just tell me \u2013 not to sort of allude to it or hint at it. Just tell me what you want me to do or what I\\'m doing wrong, and I\\'ll fix it. Because, obviously, I\\'m not figuring it out on my own,\u2019\u201d he says. Miscommunication is common because managers and colleagues aren\u2019t direct and explicit, Chapman says.\u00a0 For example, a team leader might ask for volunteers to work overtime to finish a project. A person who is not neurodiverse might think, \u2018I don\u2019t want to work extra, but I need to because it\u2019s important to the team that we complete this work on time.\u2019 Whereas a person with autism might think, \u2018The boss said the overtime is optional, so I won\u2019t come in.\u2019 \u201cWhat you should have said is, \u2018I need you to work overtime until this project is finished. It has to be finished by Friday,\u2019 Chapman says. \u201cThose same kinds of communications happen, and they happen in every corporate world or any place.\u201d Managers are asked to be straightforward, and at the same time, employees are encouraged to advocate for themselves and what they need to be successful. Often a workplace mentor or job coach like Chapman can help the employee navigate any workplace challenges that may arise.\u00a0 \u201cWe have meetings where we ask the employer and employee to meet and come to some sort of agreement,\u201d he says. \u201cI have one person who says, \u2018Never give me anything verbally, if you expect me to remember, especially when I\\'m walking down the hall. When I\\'m walking down the hall, I\\'m going to do something else, and I won\\'t remember that you asked me to do something later. So please send an email, or put it on a piece of paper.\u2019\u201d 10 practical tips for hiring managers, supervisors, and coworkers Thinking about changing workplace attitudes and procedures might be daunting, but in practice, awareness and compassion make the process go a lot easier. These ten simple tips from Chapman and other autism advocates are a great place to begin.\u00a0 Before launching the job search, hiring managers should learn about and be aware of unconscious bias. Assumptions about people with different social skills or spotty employment histories could prevent the best candidate from being hired. Autism awareness training should also be provided for managers, team members, mentors, and others key to the recruitment and retention of individuals with autism. Consider alternative interviewing techniques. For example, many people with autism find phone conversations difficult to process, so video interviews might be a better screening tool. Use job-specific metrics to judge candidates, and use skills-based screening to determine the candidate\u2019s ability to do the job.\u00a0 Provide questions ahead of time, so candidates can prepare and have notes. Once a person with autism is hired, help them acclimate to the workplace by matching them with a mentor, sponsor, or job coach.\u00a0 During the onboarding process, ask how the employee works best and discuss how any accommodations would align with the needs of the entire team. This conversation also gives the employee a chance to ask for any necessary or preferred adjustments.\u00a0 In the office, provide a mix of quiet spaces to work as well as open environments to collaborate. When giving feedback, be exact and direct when speaking to workers with ASD. Avoid using metaphors and tell the employee exactly what they need to do differently.\u00a0 Managers should focus on job performance and deliverables. It\u2019s more important that a task gets done, rather than how it is done.\u00a0 Remember that many of the adjustments and accommodations made for employees on the autism spectrum can make the workplace better for everyone. In fact, when employees feel welcome, respected, and encouraged to contribute, business outcomes soar.\u00a0 Recognizing and respecting the culture of autism\u00a0 It\u2019s also important to remember that not every person with autism is the same, so managers shouldn\u2019t make assumptions. Before making any accommodations, managers should ask employees what they need to be successful and productive.\u00a0 \u201cRecognize that everybody\\'s different. There are different cultures, and we have to respect those cultures. There\\'s corporate culture. There\\'s Eastern culture, there\\'s Western culture, there\\'s even the culture of autism,\u201d Chapman says. \u201cI\\'m asking companies to be aware of all these cultures and how to support people, so they\u2019ll be good, happy employees. Because when they\\'re happy, those people stay longer. There\\'s less turnover. And that\\'s a return on investment just for respecting culture that is almost incalculable.\u201d People with neurodiversity have highly sought-after skills, and research shows that neurodiversity is a significant business advantage. It makes sense to ensure that the workplace is a welcoming, supportive, and accepting environment. All it takes is a bit of courage and a willingness to change.\u00a0 Amber Keister is a Content Writer and Editor at The Diversity Movement. She has spent more than 20 years as a journalist for publications throughout the South. Connect with her on Linkedin.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">For Michael Chapman, workplace diversity isn\u2019t a new business trend. The Director of Employment Services for the <\/span><a href=\"https:\/\/teacch.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">UNC TEACCH Autism Program<\/span><\/a><span style=\"font-weight: 400;\"> has been working toward greater diversity, equity, and inclusion in workplaces for more than 30 years.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">His top tip for employers? Don\u2019t be afraid of change.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cChange is not going to be hard. It&#8217;s not going to be difficult. It&#8217;s just going to be a change, and in many ways, is going to be better for you\u201d he says. \u201cAs a company changes, recognize that everybody&#8217;s different.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Chapman and the team at TEACCH coordinate programs like <\/span><a href=\"https:\/\/teacch.com\/CLLC\/t-step-teacch-school-transition-to-employment-and-postsecondary-education\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">TEACCH School Transition to Employment and Postsecondary Education (T-STEP)<\/span><\/a><span style=\"font-weight: 400;\">, an intervention developed to support 16- to 21-year-olds with autism as they transition from school to the workplace. The acronym TEACCH stands for teaching, expanding, appreciating, collaborating, cooperating and being holistic \u2013 the core values of the program\u2019s approach to autism treatment and support. At present, <\/span><a href=\"https:\/\/thediversitymovement.com\/following-our-own-best-practices-internship-t-step-the-diversity-movement\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">The Diversity Movement employs two interns from the T-STEP program<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cMaking the world a better place for everybody has been what we&#8217;re all about, recognizing that there is diversity,\u201d he says, describing the TEACCH Autism Program.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Chapman is also involved with <\/span><a href=\"https:\/\/linc-it.org\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">LiNC-it<\/span><\/a><span style=\"font-weight: 400;\">, a state-run collaborative created to provide employment experience and paid internships for young people with autism. The program matches neurodiverse job candidates with companies like Credit Suisse, Lenovo, Wells Fargo, and many others.\u00a0<\/span><\/p>\n<h3>Programs to increase autism acceptance in the workplace are necessary<\/h3>\n<p><span style=\"font-weight: 400;\">According to the CDC, nearly <\/span><a href=\"https:\/\/www.cdc.gov\/ncbddd\/autism\/features\/adults-living-with-autism-spectrum-disorder.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">5.5 million adults in America have ASD<\/span><\/a><span style=\"font-weight: 400;\">, yet nearly half of 25-year-olds with autism have never held a paying job. And, according to the nonprofit <\/span><a href=\"https:\/\/www.autismspeaks.org\/employers-recruiters\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Autism Speaks<\/span><\/a><span style=\"font-weight: 400;\">, the unemployment rate is roughly 85% for individuals with autism spectrum disorder (ASD). It is also common for <\/span><a href=\"https:\/\/www.forbes.com\/sites\/hbsworkingknowledge\/2016\/07\/11\/the-benefits-of-recruiting-employees-with-autism-spectrum-disorder\/?sh=140fbb3540a2\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">people with autism to be highly intelligent<\/span><\/a><span style=\"font-weight: 400;\"> yet still struggle to find meaningful work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the U.S., that means hundreds of thousands of skilled, educated people on the autism spectrum are either unemployed or underemployed, and it\u2019s in the best interest of organizations to revamp hiring practices to include them. Here\u2019s why.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition to their hard skills, people with neurodiversity think differently than the average neurotypical person. An employee with autism might be better able to pinpoint unseen problems, for example, or come up with innovative solutions.\u00a0<\/span><\/p>\n<h3>Neurodiversity increases innovation and leads to stronger decision-making<\/h3>\n<p><span style=\"font-weight: 400;\">\u201cSome people have these logical, ordered, organized brains, and sometimes they see things that we don&#8217;t see,\u201d Chapman says.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cFor teams that are looking to correct their own internal mistakes, it&#8217;s great to have someone who will tell you the honest truth about the problems with your software, or the problems with your process for loading trucks. Whatever the case may be, they&#8217;ll come up with a way to help make it a little bit better.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Additionally, a study by the Institute for Corporate Productivity found that 86% of employers rated employees with intellectual and developmental disabilities as <\/span><a href=\"https:\/\/www.ey.com\/en_gl\/forensic-integrity-services\/how-to-get-the-benefits-of-a-neurodiverse-workforce\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">very good in four out of four areas critical to business success<\/span><\/a><span style=\"font-weight: 400;\">. Study after study shows that people with neurodiversity \u2013 whether it is autism spectrum disorder, attention deficit hyperactivity disorder, dyslexia, or more \u2013 make exceptional employees.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Plus, creating a diverse, welcoming workplace helps the entire team be more compassionate, more accepting, and more flexible.\u00a0\u00a0<\/span><\/p>\n<h3>Inclusion increases productivity by eliminating distractions<\/h3>\n<p><span style=\"font-weight: 400;\">\u201cAs you learn how to support the individual who&#8217;s working with you, as a team member, you also start to recognize struggles in your colleagues, you may start to recognize struggles in your customers,\u201d Chapman says. \u201cI think it helps you, as an individual, be better at recognizing the support needs of the other people around you.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">He adds that people with hidden or invisible disabilities are often reluctant to reveal their diagnosis, which makes support, awareness, and acceptance all the more necessary. People with autism are already in the workplace but could be hiding their differences or \u201cmasking.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThere are lots of hidden disabilities in our community. And we don&#8217;t always recognize them, we don&#8217;t always see them,\u201d Chapman says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cMasking takes energy and effort away from them being able to do the job you need them to do. So if you make it a safe place, and they don&#8217;t have to mask anymore, then they&#8217;re going to be able to put that energy back into doing the work you need them to do.\u201d he says.\u00a0\u00a0<\/span><\/p>\n<h3>A few common characteristics you may notice in employees with autism<\/h3>\n<p><span style=\"font-weight: 400;\">While autism is a spectrum disorder and there is no single description of how a person with autism behaves, there are a few common characteristics. Difficulty with communication and social interactions is a hallmark of ASD and is included in the diagnosis of the condition. Nonverbal exchanges or group dynamics might be misunderstood or completely overlooked, and communication tends to be more direct.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201c[Many people with autism] see the world a little differently and don&#8217;t pick up on the same cues that you and I do,\u201d Chapman says. \u201cWhere you and I would hint at something you need to fix or correct, the person on the autism spectrum might come out and say, \u2018You need to stop doing that,\u2019 just very blunt and straight to the point.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Individuals on the autism spectrum often have different learning styles as well.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cMost of them are what we call visual learners, and so what we tend to see is that talking doesn&#8217;t work as well,\u201d Chapman says. \u201cBut if you show them, or you write it down, it&#8217;s a lot better. The funny thing is, if you show the general population, and you write things down for the general population, they tend to do better, too.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is not uncommon for employers to discover that the accommodations they make for their employees with autism actually make the workplace better and improve outcomes for all of their employees. In fact, <\/span><a href=\"https:\/\/thediversitymovement.com\/guide-to-disability-inclusion\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">creating an inclusive environment for people with disabilities<\/span><\/a><span style=\"font-weight: 400;\"> can make everyone feel welcome, respected, and encouraged to contribute.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8876 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>Improving your interview process to tap a bigger pool<\/h3>\n<p><span style=\"font-weight: 400;\">There are other simple accommodations that can be incredibly helpful for a person with autism, beginning with the interviewing process. These small changes can often be life-changing and make the difference between employment and unemployment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201c<\/span><strong>An interview is a social communication contest<\/strong><span style=\"font-weight: 400;\">, where you have to put your best foot forward,\u201d Chapman says. \u201cMany of our people struggle. They may have all the skills, all the talent, but their ability to sell themselves is not going to be as good as someone who doesn&#8217;t have a social communication challenge.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When meeting with prospective employers, Chapman and his fellow mentors explain that a person with autism might not look you in the eye during an interview, or they might appear to be thinking for longer periods of time. Employers are asked to judge applicants on whether they have the functional skills for the job \u2013 not on their social skills \u2013 as consistent eye contact is rarely necessary for job success. Another common request is for interview questions to be given to candidates in advance, so they can prepare and have their notes in front of them.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cSometimes, we&#8217;ve actually had people give their answers in writing. So instead of answering verbally, they would say, \u2018Here are my answers to your questions,\u2019\u201d Chapman says. \u201cBecause the person may have a problem or anxiety around being able to give the information back verbally.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">He also encourages employers to conduct hands-on technical skill assessments. For example, instead of asking a candidate about the computer languages they know, they are asked to demonstrate their coding skills.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cOur people are much, much better and much more comfortable with that. Because then you&#8217;re getting into what we call the hard skills \u2014 the real technical aspects of the job \u2014 and that they&#8217;re able to do,\u201d Chapman says. \u201cThe problem is they just can&#8217;t tell you that they&#8217;re able to do it in a way that&#8217;s going to beat out someone else in a verbal interview contest.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Often these changes are beneficial to all candidates, not just those who are neurodiverse.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201c<strong>Some of the companies we&#8217;re working with, once they started doing it for the adults on the autism spectrum, they\u2019ve said, \u2018You know what, this is just so great. We&#8217;re gonna do it for every interviewee, period<\/strong>,\u2019\u201d <\/span><span style=\"font-weight: 400;\">he says.<\/span><\/p>\n<h3>Begin with understanding and ally training<\/h3>\n<p><span style=\"font-weight: 400;\">Ideally, managers and colleagues should receive autism awareness training long before a person with autism is hired on their team, and managers should also learn how to communicate and collaborate effectively. But, training at any time will make a positive difference\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Chapman is currently in the final stages of developing an online training course for managers, focusing on awareness and helping them to be better autism allies. \u201cWith autism ally training, we sort of teach the company how to support individuals and be aware and supportive,\u201d he says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The TEACCH training includes modules on the advantages of hiring someone with autism and how diverse employees make companies more flexible and innovative. It also includes an overview of the different learning styles, some tips for interviewing, time management, and making the onboarding process easier.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Other training resources include <\/span><a href=\"https:\/\/thediversitymovement.com\/microvideos\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">MicroVideos by The Diversity Movement,<\/span><\/a><span style=\"font-weight: 400;\"> the Diversity Movement\u2019s <\/span><a href=\"https:\/\/thediversitymovement.com\/disability-inclusion-course\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">disability inclusion<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/thediversitymovement.com\/unconscious-bias-the-secret-disrupter\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">unconscious bias<\/span><\/a><span style=\"font-weight: 400;\"> courses, and the <\/span><a href=\"https:\/\/www.autismspeaks.org\/autism-work-playbook-finding-talent-and-creating-meaningful-employment-opportunities-people-autism\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Autism@Work Playbook<\/span><\/a><span style=\"font-weight: 400;\"> from Autism Speaks.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/microvideos\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-5949 size-full lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/04\/MV-banner-ad.png\" alt=\"\" width=\"1200\" height=\"400\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/04\/MV-banner-ad.png 1200w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/04\/MV-banner-ad-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/04\/MV-banner-ad-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/04\/MV-banner-ad-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/04\/MV-banner-ad-768x256.png 768w\" data-sizes=\"(max-width: 1200px) 100vw, 1200px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1200px; --smush-placeholder-aspect-ratio: 1200\/400;\" \/><\/a><\/p>\n<h3>Effectively managing and supervising employees with autism (hint: be direct)<\/h3>\n<p><span style=\"font-weight: 400;\">Awareness training opens the door for honest, open conversations about individual learning styles, work habits, and feedback preferences. In fact, <\/span><strong>direct feedback is the top accommodation request from the adults with autism<\/strong><span style=\"font-weight: 400;\"> whom Chapman works with.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThey will say, \u2018When I get feedback, I really want someone to just tell me \u2013 not to sort of allude to it or hint at it. Just tell me what you want me to do or what I&#8217;m doing wrong, and I&#8217;ll fix it. Because, obviously, I&#8217;m not figuring it out on my own,\u2019\u201d he says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Miscommunication is common because managers and colleagues aren\u2019t direct and explicit, Chapman says.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, a team leader might ask for volunteers to work overtime to finish a project. A person who is not neurodiverse might think, \u2018I don\u2019t want to work extra, but I need to because it\u2019s important to the team that we complete this work on time.\u2019 Whereas a person with autism might think, \u2018The boss said the overtime is optional, so I won\u2019t come in.\u2019<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWhat you should have said is, \u2018I need you to work overtime until this project is finished. It has to be finished by Friday,\u2019 Chapman says. \u201cThose same kinds of communications happen, and they happen in every corporate world or any place.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Managers are asked to be straightforward, and at the same time, employees are encouraged to advocate for themselves and what they need to be successful. Often a workplace mentor or job coach like Chapman can help the employee navigate any workplace challenges that may arise.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe have meetings where we ask the employer and employee to meet and come to some sort of agreement,\u201d he says. \u201cI have one person who says, \u2018Never give me anything verbally, if you expect me to remember, especially when I&#8217;m walking down the hall. When I&#8217;m walking down the hall, I&#8217;m going to do something else, and I won&#8217;t remember that you asked me to do something later. So please send an email, or put it on a piece of paper.\u2019\u201d<\/span><\/p>\n<h3>10 practical tips for hiring managers, supervisors, and coworkers<\/h3>\n<p><span style=\"font-weight: 400;\">Thinking about changing workplace attitudes and procedures might be daunting, but in practice, awareness and compassion make the process go a lot easier. These ten simple tips from Chapman and other autism advocates are a great place to begin.\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Before launching the job search, hiring managers should <\/span><a href=\"https:\/\/thediversitymovement.com\/unconscious-bias-the-secret-disrupter\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">learn about and be aware of unconscious bias<\/span><\/a><span style=\"font-weight: 400;\">. Assumptions about people with different social skills or spotty employment histories could prevent the best candidate from being hired.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Autism awareness training should also be provided for managers, team members, mentors, and others key to the recruitment and retention of individuals with autism.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Consider alternative interviewing techniques. For example, many people with autism find phone conversations difficult to process, so video interviews might be a better screening tool.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use job-specific metrics to judge candidates, and use skills-based screening to determine the candidate\u2019s ability to do the job.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide questions ahead of time, so candidates can prepare and have notes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Once a person with autism is hired, help them acclimate to the workplace by matching them with a mentor, sponsor, or job coach.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">During the onboarding process, ask how the employee works best and discuss how any accommodations would align with the needs of the entire team. This conversation also gives the employee a chance to ask for any necessary or preferred adjustments.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In the office, provide a mix of quiet spaces to work as well as open environments to collaborate.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">When giving feedback, be exact and direct when speaking to workers with ASD. Avoid using metaphors and tell the employee exactly what they need to do differently.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Managers should focus on job performance and deliverables. It\u2019s more important that a task gets done, rather than how it is done.\u00a0<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Remember that many of the adjustments and accommodations made for employees on the autism spectrum can make the workplace better for everyone. In fact, when employees feel welcome, respected, and encouraged to contribute, business outcomes soar.\u00a0<\/span><\/p>\n<h3>Recognizing and respecting the culture of autism<span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">It\u2019s also important to remember that not every person with autism is the same, so managers shouldn\u2019t make assumptions. Before making any accommodations, managers should ask employees what they need to be successful and productive.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201c<strong>Recognize that <\/strong><\/span><span style=\"font-weight: 400;\"><strong>everybody&#8217;s different. There are different cultures, and we have to respect those cultures. There&#8217;s corporate culture. There&#8217;s Eastern culture, there&#8217;s Western culture, there&#8217;s even the culture of autism<\/strong>,<\/span><span style=\"font-weight: 400;\">\u201d Chapman says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cI&#8217;m asking companies to be aware of all these cultures and how to support people, so they\u2019ll be good, happy employees. Because when they&#8217;re happy, those people stay longer. There&#8217;s less turnover. And that&#8217;s a return on investment just for respecting culture that is almost incalculable.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People with neurodiversity have highly sought-after skills, and research shows that <\/span><a href=\"https:\/\/hbr.org\/2017\/05\/neurodiversity-as-a-competitive-advantage\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">neurodiversity is a significant business advantage<\/span><\/a><span style=\"font-weight: 400;\">. It makes sense to ensure that the workplace is a welcoming, supportive, and accepting environment. All it takes is a bit of courage and a willingness to change.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8041 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><a href=\"https:\/\/thediversitymovement.com\/team\/amber-keister\/\" target=\"_blank\" rel=\"noopener\"><b>Amber Keister<\/b><\/a> <span style=\"font-weight: 400;\">is a Content Writer and Editor at The Diversity Movement. She has spent more than 20 years as a journalist for publications throughout the South. Connect with her on <\/span><a href=\"https:\/\/www.linkedin.com\/in\/amberkeister\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Linkedin<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>For Michael Chapman, workplace diversity isn\u2019t a new business trend. The Director of Employment Services for the UNC TEACCH Autism Program has been working toward greater diversity, equity, and inclusion15<\/p>\n","protected":false},"author":2,"featured_media":6147,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[61,62,5],"tags":[86,110,84],"tdm_type":[92],"class_list":["post-6146","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-hiring-onboarding-and-retention-strategies","category-inclusive-leadership","category-blogs","tag-disability-accessability","tag-mentorship-sponsorship","tag-neurodiversity","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Managing, Supervising, and Recruiting Employees with Autism: Advice from Mentors - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"There are other simple accommodations that can be incredibly helpful for a person with autism, beginning with the interviewing process. 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