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Working While Having Autism And ADHD

Starting A New Job

A New Job can Be Exciting

A new job is an exciting time for any future employee, but for people with autism and ADHD, it can be an especially anxious time as well. Just ask Sam Briefer, hired by Ernst & Young at 23 and recruited by the company as part of its new program to hire those diagnosed with Autism. For Briefer, only two things mattered, besides the actual job itself: make friends with his new coworkers and not allow himself to be distracted from his work by the hustle and bustle of an office environment.

Worries are Unnecessary 

Briefer eventually discovered that all of his worries were unnecessary, as the accommodations that Ernst & Young made for him specifically helped with the transition. For instance, he is allowed to use headphones and listen to music while he does his work to block out the extraneous noise, and he also has the authority to delegate responsibilities to his colleagues when a situation becomes overwhelming. Moreover, Briefer even has begun to socialize with some of his coworkers after work as well.

None of this would have been possible without Ernst & Young’s focus on letting Briefer work in the environment that suits him best, rather than forcing him to conform to the status quo. “Let the employee explain their learning style,” says Briefer, “how they like to work in certain environments, and how they would best cope.”

Those with Challenges are Speaking Up

Hesitation in the Workforce

Since autism and ADHD are relatively new diagnoses in the medical field, many of those affected can be hesitant to speak up about the challenges they face, especially in the workforce. In truth, taking charge of your employment condition is critical to successful employment. Kelly Burns, an HR manager at Summit Consulting, LLC, recalls one time when an intern told her and another manager that he had Asperger syndrome. “He told us he was working with a coach to help him prepare for life in the workplace. He came to us with suggestions about working and interacting with others, and that took the pressure off the manager.”

Self-Advocacy is Essential

Vanessa Matsis-McCready, assistant general counsel and HR manager for Engage PEO, a company that assists small and mid-sized businesses with HR needs, agrees that self-advocacy is essential, saying “We are seeing more requests for accommodations in general.” Once the employer and the employee recognize that certain conditions can be considered a disability, though not appearing evident on the outside, then it can be treated and worked around with relative ease.

When Coworkers Understand, the Process Runs Smoother

Workplace is a Collaboration

The modern workforce is big on collaboration. Buildings which use to house rows and rows of cubicles are now tearing down the walls to allow for a more open and friendly environment with which to work in, and although this has made for a more efficient business in general, those with ADHD and autism may find these working conditions distracting. It may be best for them to work in a quiet area that is isolated from the rest of the workforce to allow them to focus better.

Work Accommodations Address Emotional Health

These types of accommodations are no different than standing desks, recreational rooms, or garden areas that companies have recently begun to adapt to address their employees’ physical and emotional health. According to Susan Warner, an attorney who focuses on workplace disabilities, “The best thing for an employer to do when they need to make an accommodation is to start an open dialogue with the employee about what they need.” Communication, rather than blind assumptions, are beneficial to everyone.

To integrate the team member with autism inside of the group better, it’s important to let everyone know about the challenges he or she may face, and outline some simple ways to help strengthen the relationship. Limiting the amount of sarcasm or hyperbole, for instance, and being extra-clear with directions can help communication flow more efficiently since those with autism sometimes have a hard time discerning the non-verbal cues in dialogue. The team may also recognize that a lack of emotional response is perfectly reasonable and that the way to cement a strong bond between coworkers is by looking for team-building activities outside the office.

Having a Team-Member With Challenges is Beneficial

Hiring Goal for Ernst & Young

A company like Ernst & Young, which has 17 different locations spread out across nine countries, can afford to be picky when choosing who they employ, but the company has committed themselves to hiring 650 people with autism by the year 2020. With 116 individuals hired so far, Ernst & Young is well on their way to accomplishing their goal.

Pre-Employment Training

Once employed, these individuals are given a long list of accommodations to help them succeed, such as a six-week pre-employment training course, as well as an office mentor, who helps fuse into the culture and a job and skills life coach that helps them in their personal life. Furthermore, their direct manager is also given autism awareness training to help them understand their new employee. Companies like Ernst & Young are taking this training elsewhere, informally sharing best practices with businesses like Microsoft and Hewlett-Packard.

Benefits are More than Financial

The benefit is far from financial, however; working with employees that see things slightly differently has helped their coworkers to become more effective communicators. Jamie Mitchell, an associate director at Ernst & Young who is directly in charge of Briefer and other employees diagnosed with autism, says, “I have found myself pausing and saying, ‘I’m not as clear as I can be,’ and then taking the time to recraft a communication so it’s clear and I am hitting the key points.” Though the initial challenges of adapting the workplace to an employee with autism may be slightly tricky at first, the benefits of overall team camaraderie and the creative process make the whole arrangement worth it.

Marty: