ASD and Employment Presented by: Sarah Duhaime, MSW, RSW Employment and Life Skills Coach The Redpath Centre
What do these people have in common??
Disability and Work A business perspective on why it is in the employers best interest: https://www.youtube.com/watch?v=heuquui_p7w
The Redpath Centre The Redpath Centre opened in 2008 in Toronto to address the social and emotional needs of children, adolescents and adults with Autism Spectrum Disorder (ASD) and mental health concerns through best practices, cross-sector collaboration, education and research We offer psychological assessments, occupational therapy, speech assessment/therapy, individual, couple, family and group therapy, vocational and educational coaching We are engaged in many research projects and have received funding from Autism Ontario, Autism Speaks, Canadian Institutes of Health Research, Sick Kids Foundation, MCSS, Kerry s Place and Geneva Centre Foundation
Today s Agenda: True of False quiz on ASD Introduction to ASD Supporting someone with ASD Accommodations in the workplace
What is Autism Spectrum Disorder? ASD is a neurologically based, complex Developmental Disability that typically appears during the first three years of life. ASD is a complex, lifelong condition that affects individuals from all walks of life, as well as their families, friends and caregivers. Autism is a spectrum disorder, defined by certain behaviours which come in combinations and in degrees of intensity that vary in each child and adult affected. Health Canada http://www.hc-sc.gc.ca/hc-ps/dc-ma/autism-eng.php
Quiz Time
Quiz 1. True/False - 90% of people with disabilities performed as well or better at their jobs than their non-disabled co-workers 2. True/False - Individuals with disabilities report more frequent absences from work than their colleagues. 3. True/False - Staff retention was 72% higher among persons with disabilities. 4. True/False The current prevalence of ASD is 1 in 88 people. 5. True/False 90% of adults with Autism Spectrum Disorder (ASD) are unemployed or underemployed. 6. True/False Most people with ASD do not have verbal abilities. 7. True/False Some people with ASD and mental health issues are living undiagnosed. 8. True/False More than one quarter of workers would be comfortable having a conversation about that worker s mental health. 9. True/False All individuals with ASD don t want to be social at work.
Strengths
Challenges Experienced Interview skills Social Interactions with colleagues Sensory and/or organizational challenges Work activity may not be meaningful Colleagues/bosses lack of understanding of behaviour Lack of awareness of ASD in the workplace Training may not meet learning style Disclosure and self advocacy Lack of success finding suitable employment resources in the community Eye contact is often challenging http://vimeo.com/67506058
Would you ask this colleague for a favour?
How about this colleague?
Supporting A Client with ASD Theory of Mind the ability to put yourself in someone else s shoes makes it difficult to envision what work might look like Strategies: Encourage the individaul to enroll in co-operative education opportunities at school, volunteer and/or seek out summer employment to get experience in different settings. Suggest and help the individual prepare for informational interviews Job shadow where possible
Organizational Supports Individuals with ASD often struggle with Executive Functioning The ability to: plan, organize, shift attention, prioritize, and multi-task Allow us to anticipate outcomes and adapt to changing situations Facilitates decision making, problem solving and execution Strategies Take meeting minutes and share them with your client Provide regular check-ins between meetings Engage a parent or friend who may also be able to help with followup
General Support Continued Individuals with ASD are VERY literal thinkers. Be concrete and concise where possible. Be direct (say how you feel, give full explanations) Just because someone appears intelligent and well educated, do not assume that he/she is understanding. ASSUME COMPETENCE but check in on understanding Be aware of emotional triggers Be kind and not condescending (these are very bright people) Tell them what they ve done right Learn from them; they have much to offer
Strategies Continued Slow down speech Be direct (say how you feel, give full explanations) Pay attention to your use of expressions, puns, jokes, sarcasm, etc. and clarify when necessary. Use special interests to stimulate conversation, build rapport, build self-esteem Assess what the individual s current routine looks like Use social media to replace traditional networking Visual Supports
Strategies in the Workplace Stress management system (including environmental stress) Determine disclosure plan Establish a workplace mentor Use small talk social skills strategies to identify 1-2 work friends Encourage the employer to schedule diversity events Script where possible Negotiate the social Rearrange work hours Consider corporate culture
Routes to Employment Supports and Training Developmental Services Ontario (start this process at 16) https://www.dsontario.ca/agencies Local Employment Resource Centres - Workplace Essential Skills Partnership (WESP) http://www.ccrw.org/workplace-essential-skills-partnership/ Passport Funding - http://www.mcss.gov.on.ca/en/mcss/ publications/developmentalservices/passportguidlines/ section2.aspx
Routes to Employment Supports and Training College Programs geared at students with additional needs Career Services at College or University ODSP Employment Supports - http:// www.mcss.gov.on.ca/en/mcss/programs/social/odsp/ employment_support/what.aspx
Questions?? Sarah Duhaime, MSW, RSW Employment and Life Skills Coach The Redpath Centre 416-920-4999 ext. 0099 sarah.duhaime@redpathcentre.ca
Suggested Readings and References Bissonnette, B. (2009) The Employer s Guide to Asperger s Syndrome accessed through: http://www.antiochne.edu/wp-content/uploads/2012/08/asdempguide.pdf explains how to utilize the talents of a capable, intelligent, well-educated work force: adults with Asperger s Syndrome. The road to inclusion - Integrating people with disabilities into the workplace. (July 2010). Accessed at: http://www.deloitte.com/assets/dcom-canada/local%20assets/documents/about%20us/ Diversity/ca_en_dialogue_on_diversity_v2_080710.pdf - This report debunks myths about disability in the workplace. http://www.dudeimanaspie.com/2011/05/aspergers-advantages-in-workplace.htmlhttp:// www.ere.net/2011/02/21/at-this-chicago-employer-aspergers-syndrome-is-a-job-requirement/ http://health.groups.yahoo.com/group/lucasnetwork/message/8507 http://opinionator.blogs.nytimes.com/2011/06/30/putting-the-gifts-of-the-autistic-to-work/
Suggested Readings and References Con t http://news.nationalpost.com/2011/11/06/autisms-advantages-researcher-says-autistics-needopportunities-more-than-treatment/#disqus_thread http://www.hrreporter.com/articleview?articleid=11886&headline=autism-has-advantages-at-workresearcher http://www.walgreens.com/topic/sr/distribution_centers.jsp http://www.thestar.com/business/personal_finance/2012/06/10/ this_tim_hortons_franchisee_hired_82_disabled_workers.html Grandin,T. & Duffy, K. (2004). Developing Talents. Autism Asperger Publishing Company: Shawnee Mission KS. This career planning guide is written specifically for high-functioning adolescents and young adults on the autism spectrum, their families, teachers, and counselors. Garcia Winner, M. & Crooke, P. (2011). Social Thinking at Work. Think Social Publishing and North River Press, California. This book is for parents, professionals and individuals to use on their own. Endow, J. & Smith Myles, B. *(2012). The Hidden Curriculum of Getting and Keeping a Job. AAPC Publishing. Guide to job searching, interviews, securing a job and everything in between. Simone, R. (2010). Asperger Syndrome on the Job. Future Horizons, USA. Tips based on 50 interviews of adults with AS from across the world and experts in the field. www.autismontario.com and www.autismspeaks.org