http://www.cio.com/article/3013221/careers-staffing/how-sap-is-hiring-autistic-adults-for-tech-jobs.html
I've mentioned in the past how difficult it is for adults on the spectrum to get and keep jobs. Apparently SAP is interested in personally changing that.
This article lists a bit about their Autism At Work program, in which they aimed to hire and keep 650 autistic employees, or 1% of their workforce. I'm unfamiliar with SAP, but doing the math tells me this is not a small company in the slightest. So it's a good thing, then, that they're taking measures to make the experience easier for their candidates.
The first thing is the interview. I... have very few nice things to say about standard interviews. They're a charade, to my mind. An evil made necessary by modern society. They're horrid. You have to dress in clothes you don't normally wear, which may be uncomfortable. You have to come prepared for what basically is an amateur psychological evaluation, armed with a copy of your resume, a go-get-'em attitude, and as many crossed fingers as you can hide from the interviewer. You have to try extra hard to be "normal" because unfortunately, interviewers are usually looking to hire people like themselves. If you have a good sense for acting "normal", the right wardrobe, boatloads of recommendations, and a near-infinite reservoir of patience... you still probably won't get hired, because that's hiring practices these days. I've had my best luck getting hired through connections... which is another thing autistic people tend to lack. Go figure.
SAP, on the other hand, is apparently turning the interview process into a month-long getting-to-know-you party. Without actually undertaking the process myself, I can't be sure I'd prefer that. It's a lot of time spent on applying for a single job. But I guess if SAP is pretty content to spend the time finding where you best fit, then perhaps it'd be worth it. The cynical side of my brain notes that SAP is probably one of the few companies that can afford to take that much time to hire someone. Large profits can be spent in a lot of different ways, including ones that are beneficial to the community. Perhaps, if they're feeling extra-generous, they could package and release their interview process to the world at large. Other companies could follow suit, without having to hire an expert or five to figure out how to give autistic adults a fighting chance.
I don't have much to say about the sensitivity training for autism in the workplace. Those things can be kinda hit or miss, and every person on the spectrum is different, and affected differently. I do have to say I'm pleased to see they're partnering with Specialisterne. Those folks are basically dedicated to helping people with disabilities get and keep jobs- often IT jobs. I'm really hoping they'll come to Michigan soon. I'm not sure how much they could help with the whole speaking-writing thing I'm trying to do, but a few of my friends are tech-savvy and could definitely use the opportunity to be treated like a person rather than just another resume.
The other noteworthy thing about that section is the mentoring. This is a fantastic concept. A new workplace can be dizzyingly complex. There are the written rules, which you're having to learn in formal training and often come with binders and posters on the wall. A mentor can help with those, but they're not usually that bad for people on the spectrum. The real killer is the unwritten rules. Because sure, there might be a sign on the wall that says, "If you have a problem, talk to your boss." But the unwritten rules of the place might well be: "Your boss doesn't like you or can't help you, talk to the guy above him, or your coworker that's been here a long time if you have a problem."
There's also more mundane things, like where the break room is, who knows about what subject, what sports teams are favored, etc. A mentor can help with all of that. Also, pairing an autistic person with someone gives them a square one. Can't remember someone's name? Ask square one. Don't know where a conference room is? Ask square one. Need to sit quietly somewhere to calm down but have no idea where's safe? Ask square one. Simple but excellent. Ideally the person will branch out their acquaintances so that they're not always running to their mentor for every last detail, but that takes longer for some people than others.
Finally, HP and Microsoft are piloting similar programs to SAP's. Both large companies, which can afford it, again. But definitely progress.
I've mentioned in the past how difficult it is for adults on the spectrum to get and keep jobs. Apparently SAP is interested in personally changing that.
This article lists a bit about their Autism At Work program, in which they aimed to hire and keep 650 autistic employees, or 1% of their workforce. I'm unfamiliar with SAP, but doing the math tells me this is not a small company in the slightest. So it's a good thing, then, that they're taking measures to make the experience easier for their candidates.
The first thing is the interview. I... have very few nice things to say about standard interviews. They're a charade, to my mind. An evil made necessary by modern society. They're horrid. You have to dress in clothes you don't normally wear, which may be uncomfortable. You have to come prepared for what basically is an amateur psychological evaluation, armed with a copy of your resume, a go-get-'em attitude, and as many crossed fingers as you can hide from the interviewer. You have to try extra hard to be "normal" because unfortunately, interviewers are usually looking to hire people like themselves. If you have a good sense for acting "normal", the right wardrobe, boatloads of recommendations, and a near-infinite reservoir of patience... you still probably won't get hired, because that's hiring practices these days. I've had my best luck getting hired through connections... which is another thing autistic people tend to lack. Go figure.
SAP, on the other hand, is apparently turning the interview process into a month-long getting-to-know-you party. Without actually undertaking the process myself, I can't be sure I'd prefer that. It's a lot of time spent on applying for a single job. But I guess if SAP is pretty content to spend the time finding where you best fit, then perhaps it'd be worth it. The cynical side of my brain notes that SAP is probably one of the few companies that can afford to take that much time to hire someone. Large profits can be spent in a lot of different ways, including ones that are beneficial to the community. Perhaps, if they're feeling extra-generous, they could package and release their interview process to the world at large. Other companies could follow suit, without having to hire an expert or five to figure out how to give autistic adults a fighting chance.
I don't have much to say about the sensitivity training for autism in the workplace. Those things can be kinda hit or miss, and every person on the spectrum is different, and affected differently. I do have to say I'm pleased to see they're partnering with Specialisterne. Those folks are basically dedicated to helping people with disabilities get and keep jobs- often IT jobs. I'm really hoping they'll come to Michigan soon. I'm not sure how much they could help with the whole speaking-writing thing I'm trying to do, but a few of my friends are tech-savvy and could definitely use the opportunity to be treated like a person rather than just another resume.
The other noteworthy thing about that section is the mentoring. This is a fantastic concept. A new workplace can be dizzyingly complex. There are the written rules, which you're having to learn in formal training and often come with binders and posters on the wall. A mentor can help with those, but they're not usually that bad for people on the spectrum. The real killer is the unwritten rules. Because sure, there might be a sign on the wall that says, "If you have a problem, talk to your boss." But the unwritten rules of the place might well be: "Your boss doesn't like you or can't help you, talk to the guy above him, or your coworker that's been here a long time if you have a problem."
There's also more mundane things, like where the break room is, who knows about what subject, what sports teams are favored, etc. A mentor can help with all of that. Also, pairing an autistic person with someone gives them a square one. Can't remember someone's name? Ask square one. Don't know where a conference room is? Ask square one. Need to sit quietly somewhere to calm down but have no idea where's safe? Ask square one. Simple but excellent. Ideally the person will branch out their acquaintances so that they're not always running to their mentor for every last detail, but that takes longer for some people than others.
Finally, HP and Microsoft are piloting similar programs to SAP's. Both large companies, which can afford it, again. But definitely progress.
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