There is a growing population of young adults who are on the autism spectrum that are now emerging into the professional world and unable o find a job for themselves. There are a large number of them who are classified as high functioning, who have achieved higher education, and who are more than capable of joining the workforce.
Only about 35 percent of young adults on the spectrum actually move on to postsecondary education, and of this 75 to 80 percent are unemployed when they graduate—which equates to about half a million people. Marcia Scheiner, president and founder of the Asperger Syndrome Training and Employment Partnership (ASTEP) presented these figures in a recent panel as part of Internet Week New York. She argues, “Today’s interview process is largely based around the concept of socialization: Your ability to network, your ability to interact with others…This can be one of the biggest challenges for individuals on the spectrum.”
Scheiner’s approach through ASTEP provides support and education by, for example, persuading human resources at Fortune 500 companies and others to expand the neurodiversity of their workforce.
“People that already appreciate difference believe that by being more tolerant and being able to see different kinds of people, they are going to build a stronger team,” co-founder of software testing company “Ultra Testing” , Rajesh Anandan, says. The traditional methods we normally use to assess individuals don’t work so well for people on the spectrum, though, so how do we change the assessment so that it is informative for the employer as well as fair to other candidates?
Knack is a company that wants to use games to evaluate specific attributes and skills that an individual may have. Halfteck, the founder of Knack, says, “Games are very nonthreatening, because there is no interaction with people…causing anxiety, causing all sorts of other fears. Not everyone is good at interviews, not everyone is good at social interaction.”
Both Halfteck and Anandan believe that the employment rate for people on the spectrum will soon start to increase once there is data that proves that there are environments where people on the spectrum regularly outperform their neurotypical colleagues—driving an increase in recruitment.
To hear Marcia Scheiner speak more on autism workforce initiatives, come to Day 1 of our International Autism Conference! Click here for more info!