autism in the workplace september 21, 2016 · the webinar will begin shortly. presented by: hosted...

Autism in the WorkplaceSeptember 21, 2016

The webinar will begin shortly.

Presented by:

Hosted by: BC Centre for Employment Excellence

Rachael Maxcy,Open DoorVentures

Jamie Millar-Dixon,McLeod Silver

HR Business Partners

Dr. David Worling,Spectrum Works

Consulting

Agenda5 mins Welcome & Introductions30 mins Presentation by Dr. David

Worling30 mins Presentation by Jamie Millar-

Dixon30 mins Presentation by Rachael Maxcy25 mins Q&A

Welcome & Agenda

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Questions and Discussion

Everything you need to know about the Autism Spectrum in the workplace

(in 30 minutes or less!)

BC Centre for Employment Excellence: Online Mini Symposium

September 21, 2016

Dr. David Worling, R. Psych.

Employer Presentation / San Fran Conference / 22.08.15

Chapter Title

Presentation TitlePresentation Title

5

Overview

• Terminology

• Autism prevalence rates in general and in the workplace

• Autism defined

• AS and employment

• Employment choices

• Barriers to employment

• AS advantages employers

• AS and Mental Health

BC Centre for Employment Excellence Online Symposium, September 21, 2016

Autism Spectrum in the Workplace


Chapter Title


6

Terminology

• Autism Spectrum Disorder

• Asperger’s Syndrome

• High vs. Low Functioning

• Neurotypicals

• Neurodiversity




Chapter Title


7

Incidence Rates



https://www.autismspeaks.org/news/news-item/prevalence-autism-rises http://www.rescuepost.com/files/braun-et-al-2015-atlanta-trends-paper.pdf

https://www.autismspeaks.org/news/news-item/prevalence-autism-rises


Chapter Title


8

Autism is…

• A neurodevelopmental condition

• A clinical condition first described in 1944

• On a very large continuum or spectrum

• A lifelong condition




Chapter Title


9

Autism is not…

• Caused by Vaccines

• Contagious

• A fad diagnosis

• Restricted to childhood

• Something you grow out of




Chapter Title


10

DSM-5 (2013)

Autism Spectrum Disorder (ASD)

A. Persistent deficits in social communication and social interaction

B. Restricted, repetitive patterns of behaviour, interests, or activities

C. Symptoms must be present in the early developmental period (but may not

become fully manifest until social demands exceed limited capacities, or

may be masked by learned strategies in later life)

D. Symptoms cause clinically significant impairment




Chapter Title


11

Potential Employment Numbers

• If CDC estimate numbers are accurate, the potential number of workers who

would meet diagnostic criteria for an ASD…

• Canada … with a workforce of close to 17 million

= 300,000

• Worldwide … with close to 3 billion people in workforce

= 45,000,000




Chapter Title

Presentation Title

Table 1. Current employment of individuals with autism.

Lorenz T, Frischling C, Cuadros R, Heinitz K (2016) Autism and Overcoming Job Barriers: Comparing Job-Related Barriers and

Possible Solutions in and outside of Autism-Specific Employment. PLoS ONE 11(1): e0147040. doi:10.1371/journal.pone.0147040

http://journals.plos.org/plosone/article?id=info:doi/10.1371/journal.pone.0147040



http://journals.plos.org/plosone/article?id=info:doi/10.1371/journal.pone.0147040


Chapter Title


13

Employment Outcomes

• Unemployed (without a job)

• Underemployed (employed in a job that underutilizes skills)

• Malemployed (employed in a job that is ill-suited to skill sets)




Chapter Title


14

Forms of Employment

• Segregated

• Supported

• Competitive




Chapter Title


15

ASD Employment Numbers

• According to some estimates (e.g., Scott et. al., 2015)

Labour force participation rates:

Neurotypicals = 83%

Individuals with any disability = 54%

ASD = 34%

• Holwerda et. al. (2012) found only 25% of individuals with ASD were employed

• Roux, et. al., (2013) followed 620 individuals who had received Special Education services for 10 years after

graduation and found that when compared to the ASD sample were more likely to have employment by a factor

of:

Intellectual Disability = 4 x

Emotional Disturbance = 7 x

Learning Disabled = 12 x

Speech/Language Impairment = 7 x




Chapter Title


16

Barriers to Employment




Chapter Title


17

Internal Challenges

• Social Difficulties (e.g., rudely terminating or interrupting conversations, inability to communicate needs, lack of spontaneous speech, and inappropriate use of trendy language phrases)

• Deficits in social communication (e.g., such as having difficulties in reading between the lines, being unable to understand facial expressions and tones of voice, and asking too many questions)

• Failure to understand complex (and often implied) instructions

• Hygiene challenges

• Job interviews




Chapter Title


18

Internal Challenges

• Executive functioning challenges (e.g., planning, working memory, initiating

tasks, managing affect)

• Co-existing mental health needs (e.g., anxiety, depression, phobia)

• Challenging behaviours (e.g., strong sensory reactions, tantrums, strong

need for routine)




Chapter Title


19

External Challenges

• Employer attitudes

• López and Keenan (2014) conducted a survey that demonstrated that

“lack of appropriate understanding from employers and coworkers” is one

of the biggest barriers to successful employment

• Richards (2012) indicated that employers’ reticence and resistance toward

workplace adjustments related to employees’ disability, and the reluctance

of involving third parties’ support, would eventually lead to the termination

of employment for people with AS

• Workplace Rules (e.g., overtime, protocol)



http://link.springer.com.ezproxy.library.ubc.ca/article/10.1007/s40489-014-0041-6/fulltext.html#CR68

http://link.springer.com.ezproxy.library.ubc.ca/article/10.1007/s40489-014-0041-6/fulltext.html#CR89


Chapter Title


20

Autism Spectrum Advantages

• Honesty

• Integrity

• Rule-abiding

• Stick-to-itiveness

• Routine-driven

• Thinking outside the box

• “Thick-skinned”




Chapter Title


21

Autism Spectrum and Mental Health

• Co-morbid or co-occurring conditions is associated with lower quality of life, poor prognosis, increased need for

service, and poor outcomes

• In one study (Petty, et. al., 2010), found up to 95% of individuals in their study had at least one co-occurring

challenge and up to 74% had 5 or more!

• Any Anxiety Disorder (39%)

• Social Phobia (12%)

• Generalized Anxiety (11%)

• Obsessive Compulsive Disorder (18%)

• AD/HD (10%)

• Depression (20%)




Chapter Title


22

Autism Spectrum and Mental Health

• Examples of common co-occurring Psychiatric Diagnoses include:

• Anxiety Disorder

• Social Phobia

• Generalized Anxiety

• Obsessive Compulsive Disorder

• AD/HD

• Depression

• Other co-occurring challenges may include:

• Sleep Disorders

• Sensory dysregulation

• Emotional Regulation

• Eating Difficulties




Chapter Title

Presentation Title

23

Dr. David Worling

DIRECTOR

P: 604 732 3222

F: 604 732 3232

E: [email protected]

Twitter: @spectrumworks

203-3195 Granville St.

Vancouver, B.C. V6H 3K2

www.spectrumworks.consulting



Questions?

Connecting Employers to Talent

BC WiN helps employers recruit

and retain people with disabilities

Demand-Based Recruitment

A new approach - connecting

employers to career seekers

Recruitment Specialists

• Recruit for employers – we interview

• Intermediary – bridge and collaborate with Service

Partners

• Refer qualified candidates to the Employer

• Have recruitment and industry experience

• Work with industry leaders to build momentum

• Are experienced in diversity and inclusion

We make it easier for employers to hire

Employer Partners

Service Partners

Workforce Potential?

Like anyone…

Right opportunity – makes most of talent

Right environment and conditions

Right match for employer and employee

Substantial match to BFORs

Employer BFORs

Bona Fide Occupational Requirements

Legitimate work related requirements

Quality, attribute or qualification

Reasonable Duty to Accommodate

Employers have a duty to accommodate, if

they can, without incurring undue hardship

or sacrificing a BFOR

Employer doesn’t have to change working

conditions in a fundamental way

Re-arrange the workplace or duties without

causing undue hardship

Not ‘the perfect’ solution - a reasonable

one

Undue Hardship

Accommodation efforts to up to undue

hardship

Legal duty and the threshold is high

Financial costs, health and safety risk, size and

flexibility of workplace including profitability of

organization

Varies from employer to employer

Observations - What might this

mean for employers hiring

people on the autism spectrum?

Disclosure

Applications

Interviews

Assessments and Testing

Workplace Orientation and Training

Feedback

Job Coach/TrainingRachel Maxcy, RVP

Job Coach Consultant & Job Search Strategist

Highlights of presentation

• Job coach role and basics

• Training and onboarding best practice

• Successful employment models

• SAP Autism@Work

Job Coach/On Site Teaching

Support the employee to become an integral, independent, and valued member of the workplace. We supplement natural supports in place at a work site.

Role of Job Coach:

• Works with natural processes of company

• Supports training and orientation personnel and mechanisms

• Evaluates and analyzes effectiveness of training processes

• Augments employer training

Benefits of Coaching

• Improve performance

• Motivate

• Set realistic goals

• Build confidence

Limitations of Job Coach

• Focus on work and what impacts work

• Provide feedback

• Return on Investment

Support Employer

• Consultant

• Support

• Understand their needs

• Problem solving

• Communication

Role of Job Coach on Site

Integration Translate

Communication

Work/Life Onboarding

Job Coach – Employee Relationship

• Trust and respect

• Equals

• Be creative

• Sense of humour

Job Coaching

• Technical job expectations

• Company culture formal and informal

• Pace and structure of day

• Support systems such as friends, family, employer services agency

• Transportation

• Daily routine

• Time management

• Communication/learning preferences

Factors to Consider• Communication (preferences)

• Learning Style

• Distraction

• Boundaries

• Purpose/Intent

• Trust

How Life Impacts Work1. Daily routine

2. Social

3. Time Management

4. Self-Care

5. Managing Change

6. Mental Health

7. Motivation for Working

8. Trauma

Focus of Employment SupportsHuman

• Supportive managers and co-workers

• Job coach/training

• Company culture

Schedule

• Modified work schedule

• Work schedule flexibility

• Adjustment to days/hours

Technical

• Modified work spaces

• Light, location, work area

• Environmental stimulation

Companies:

• SAP

• Microsoft

• Impark

• Financial institutions such as VanCity and RBC

Unique Service Delivery Models:

• Specialisterne Canada

• Focus Professionals

• Open Door Ventures

Best Practice

SAP - Autism at Work

• Recruitment, training, and onboarding coordinated locally in partnership between Specialisterne Canada and Open Door Ventures

• SAP drives Job requirements under the direction of HR

• Specialisterne responsible for recruitment

• Open Door supported recruitment, facilitated training, and provided job coaching

30 Days Training

• Building work stamina and developing a routine

• Schedule increase during training to prep for full-time employment

• Working within team using meeting structure/project structure used by SAP

• Included sprint format, giving feedback, collaborating, problem-solving, prioritizing, communication

• Created a support network for cohort before moving into permanent jobs for different teams

• Enabled ODV and SAP to develop relationships with cohort and observe interactions, triggers, environment factors, communication

Onboarding On Site • Job coach and manager/mentor plan

• Job coach meets with manager/team before employee start

• Manager understands strengths and challenges

• Develops strategy for team integration

• Job coach on site first week available anytime first three days, then half days two days

• On site a minimum of once a week

• Regular meetings essential with communication loop via phone and e-mail

• Manager/mentor gives regular feedback

• HR received informal feedback and directed to job coach

Key Elements – Company Culture

• SAP has an open concept/cubicle environment with hubs for open meetings, whiteboards, many lunch rooms

• Employees are self-directed and self-motivated

• Work in a team environment with meetings daily

• Working from home (depending on team)

• Informal work culture includes playing video games or watching TV, rough work hours, gym, going out for lunch, etc.

• Formal work culture includes recreation team days, employee recognition

Learning – Individual• Learning how to speak and communicate with team during

daily meetings

• Environment stimulation

• Lack of structure to positions

• Work hour flexibility

• Managing anxiety/stress

• Developing workplace relationships

• Workplace communication

• Personal versus work

• Sensitive to feedback

Learning - SAP

• Preparing for each new hire and developing a relationship between manager/new staff/team

• Teams/mentors/managers adapt their communication style based on the individual in their team

• Focus on technical skill development over the long term

• Boundaries in the Workplace

• What is AS and not ‘changeable.'

• What is the realistic ‘Return on Investment’?

Success Story

Matthew's Success Story

https://www.youtube.com/watch?v=uPd42mX2BWE

SummaryEstablish relationship with employer and employee

Evaluate needs

Support all

More “intense” at beginning

Continuous flow of communication

Be of value to employer and compliment

bcpartnerswin.org

Upcoming Webinar

Next webinar: The Baristas Training Program – The Perfect Blend of Classroom and On-the-job Learning at Starbucks

• Thursday, October 13th, 2016

• More information and registration link available soon at www.cfeebc.org and in the follow-up email.

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http://www.cfeebc.org/

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Continue the conversation at www.cfeebc.org.

Thank you for attending today!

autism in the workplace september 21, 2016 · the webinar will begin shortly. presented by: hosted...

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