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Employment Issues for Individuals with Autism Spectrum Disorders
The goal is for individuals with Autism, Asperger's Syndrome and related learning styles and learning needs is to have successful work experiences. Achieving success may require special preparation for the individuals and the employers. This department will explore issues to be considered for success in the workplace.
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College for autistics
The California State University East Bay campus in the Hayward hills is the site of an unusual experiment in higher education for people with autism. Starting in the fall quarter, college-age autistics will be encouraged to attend and build an educational community; one that draws on the autistics' unusual academic strengths. The experiment will test the possibilities for autistics in a university setting, and more generally the possibilities for a range of students with disabilities. Twenty years ago in California and across the nation autism was largely invisible. Today, . . .
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Challenges of Being a Team Player for Employees with Asperger's Syndrome
Barbara A. Bissonnette
Being a "team player" is an almost ubiquitous job requirement that creates a big hurdle for many people with Asperger's Syndrome. The essence of being a team player is working cooperatively with others toward a common goal. This means sharing ideas and resources, being respectful of opinions that differ from your own, and being willing to compromise and follow directives of the group leader. Good team players focus on achieving the overall goal even if they don't agree with every step of the process. . . .
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How Employees with Asperger's Syndrome Can Clarify Work Expectations
Barbara A. Bissonnette
Individuals with Asperger's Syndrome are often confused about whether or not they are meeting an employer's expectations. The individual may guess (often incorrectly) about what should be done, or become paralyzed with anxiety and do nothing. The best way to clarify expectations is to ask your supervisor for feedback about your performance at regular intervals. Depending on your job, this feedback can be once per week, once per month or even less often. Position your request in a positive way by saying something like, "I want to be sure that I'm doing a good job and meeting your expectations. Can we set up weekly meetings to review my projects?" . . .
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Using Informational Interviews for Career Research for Individuals with Special Needs
Barbara A. Bissonnette
Informational interviewing is one of the most effective ways to research a career. It is not a job interview; it is a meeting with someone who is employed in the field that you are considering. It gives you a chance to ask questions about what a particular job or industry is really like, and get "inside information" that you won't find in books. Here is a 6-step process for setting up and conducting an informational interview: . . .
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Choosing the Right Career for Individuals with Asperger's Syndrome
Barbara A. Bissonnette
What makes the world of work so difficult for people with Asperger's Syndrome to manage? Most of the clients I work with in my coaching practice enter the workforce with solid academic credentials and above-average (or even exceptional) intelligence. Yet they can't seem to find the right niche or maintain steady, rewarding employment. Although there is no specific formula or set of instructions that will guarantee job success, there are strategies that increase your chances of finding and keeping satisfying work. Each article in this series is based on common employment challenges that I see in my coaching practice and a corresponding strategy to address the problem. . . .
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Disclosing Asperger's Syndrome to an Employer
Barbara A. Bissonnette
Clients often ask me whether they should disclose their Asperger's Syndrome to an employer and my answer is, "It depends." My approach is to weigh the many factors that affect employment outcomes and develop a personalized plan for each person. Disclosure can benefit individuals who are currently employed as well as those who want to be. If your challenges are very noticeable or hard to manage during the work day, disclosing can be much more effective than simply hoping that your social and communication problems or organizational difficulties will go unnoticed. . . .
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