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Autism in the Workplace

Creating Positive Employment and Career Outcomes for Generation A

Authors: Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Publisher: Springer International Publishing

Book Series : Palgrave Explorations in Workplace Stigma

Part of: Springer Professional "Wirtschaft+Technik" , Springer Professional "Wirtschaft"

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About this book

This book explores the career experiences of Generation A, the half-million individuals with autism spectrum disorder (ASD) who will reach adulthood in the next decade. With Generation A eligible to enter the workforce in unprecedented numbers, research is needed to help individuals, organizations, and educational institutions to work together to create successful work experiences and career outcomes for individuals with ASD. Issues surrounding ASD in the workplace are discussed from individual, organizational, and societal perspectives. This book also examines the stigma of autism and how it may affect the employment and career experiences of individuals with ASD. This timely book provides researchers, practitioners, and employers with empirical data that examines the work and career experiences of individuals with ASD. It offers a framework for organizations committed to hiring individuals with ASD and enhancing their work experiences and career outcomes now and in the future.

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Table of Contents

Frontmatter

The Scope of the Issue

Frontmatter

Chapter 1. Generation A and Autism in the Workplace

Abstract

This chapter presents the individual, organizational, and societal issues surrounding autism in the workplace. The term Generation A is introduced to refer to the 1.5 million individuals with autism spectrum disorder (ASD) who will reach adulthood in the next decade. Studies of young adults with ASD have found that they have much higher rates of unemployment than the general population. Young adults with ASD may face many challenges as they enter the workplace, and potentially throughout their lives as their careers unfold. It is important to focus on employment for these individuals as it has the potential to result in more positive life outcomes for individuals with ASD, their families, and caregivers. Little is known about the employment and career outcomes that these individuals will experience. The issues associated with autism in the workplace underscore the importance of this topic for both academics and practitioners.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 2. The Stigma of Autism

Abstract

This chapter explores the construct of stigma and the multiple ways it manifests itself in the work and life experiences of individuals with autism as well as their families. A formal diagnosis of autism may lead to a person experiencing stigma. Individuals who have not been formally diagnosed with ASD may also be stigmatized if they display characteristics of autism. The stigma of individuals with ASD is unique from the stigma felt by individuals with other disabilities. This is because autism is considered an invisible disability. The families of individuals with autism may also experience stigmatization. Individuals with autism may be stigmatized in many phases of their employment.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 3. The Costs of Autism

Abstract

This chapter discusses the costs of autism at the individual, organizational, and societal levels. It is projected that the annual costs of autism in the United States will reach $461 billion by 2025. These costs are not unique to the United States. Autism is often regarded internationally as the most expensive disability. Some of the costs associated with caring for an individual with ASD include medical, support services, housing, transportation, and education. Low employment outcomes for individuals with ASD lead to absenteeism, turnover, job withdrawal, and lost productivity. In addition to the financial costs of autism, this chapter discusses psychological and emotional costs experienced by individuals and their families.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 4. The Career Experiences of Individuals with ASD

Abstract

This chapter examines the career experiences of individuals with autism. While there is relatively little research on the careers of individuals with ASD, the life and work outcomes for individuals with autism have been found to be less favorable than those for the general population. The stigma attached to autism, as well as the stereotypes and images of jobs, occupations, and careers for individuals with ASD may play a role in understanding the career experiences of Generation A as they transition into the workplace. Super’s career stages are utilized to understand how autism may affect the career experiences of Generation A throughout their work histories. The role of image norms in the career decisions of individuals with ASD across the life span is also considered.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

The Transition to Employment

Frontmatter

Chapter 5. The Transition Needs of Young Adults with Autism

Abstract

This chapter explores the current availability of intervention services and the continued needs of individuals with autism as they prepare for and seek employment. The overall challenges experienced by individuals with ASD as well as the individual and systemic school-to-work transition barriers they face are discussed. The transition planning process that may be used to address barriers is presented, along with traditional and promising intervention practices. Data on employment support needs and the impact of such supports on gaining employment from the perspective of a critical stakeholder group, family members of individuals with ASD, are presented.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 6. Universities with Autism Initiatives

Abstract

An increasing number of students with autism spectrum disorder (ASD) are expected to enroll in post-secondary education in the next decade. This chapter explores the diverse array of programs and initiatives that colleges and universities are providing to Generation A. Some universities have developed programs that focus on degree completion and providing students with successful college experiences. Other programs focus on integrating them into the workforce by preparing students for the job market upon graduation, providing them with internship opportunities, and placing them in on-campus jobs. A few universities have developed programs that focus on hiring individuals with ASD from the local community.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 7. The Labor Market Skills Gap and Autism

Abstract

Employers globally are struggling to find skilled workers and to fill the skills gap. Many individuals with ASD possess or can develop the skills needed to meet the labor market demands of employers. This chapter focuses on the need to obtain and utilize labor market data to enhance outcomes for individuals with ASD. Part of this process includes identifying labor market gaps and matching them to the specific skills of individuals with ASD. Information about how labor market data may be used to enhance employment outcomes is discussed. Labor market data for the United States and a sample state and county are presented. A localized labor market report explicitly based on the skills often associated with individuals with ASD is shared. A system-wide approach for improving the workforce pipeline is detailed.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 8. Employers’ Perspectives on Hiring Individuals with Autism

Abstract

Labor market data indicate that there is a need for skilled employees in several areas. Given the right supports, individuals with autism spectrum disorder (ASD) can help to fill these positions. This chapter outlines the importance of understanding and integrating the employers’ perspective when improving employment outcomes for individuals’ with ASD. Potential barriers and facilitators to hiring individuals with disabilities are highlighted in this chapter. Current employment practices are presented, as well as employers’ perspectives on hiring individuals with ASD. A summary of employers’ training and support needs in order to successfully improve their employment practices and increase the employment rate of individuals with ASD is presented.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

The Employment of Individuals with Autism

Frontmatter

Chapter 9. Organizations with Autism Initiatives

Abstract

This chapter outlines various organizations that have focused on the employment of individuals with ASD through specific initiatives, programs, or ASD-focused business models. Companies are highlighted in four particular domains including organizations that primarily serve as training centers, businesses that have found success with their employment initiatives or approach, many joining with others to disseminate their practices widely, companies that have established initiatives within their organization to hire individuals with ASD, and businesses developed primarily for individuals with ASD based on their unique skill sets. Common themes found across these programs are highlighted.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 10. Leadership and Autism

Abstract

Despite the voluminous research on leadership, few studies have examined which leadership theories may be most effective for leading, managing, and supervising employees with ASD. This chapter examines the relationship between leadership and autism from three perspectives. The primary focus of the chapter is a discussion of relationship-based leadership theories to determine whether there are specific leadership styles and behaviors that may be most effective for leading, managing, and supervising employees with ASD. As little is known about the ways that leaders with ASD interact with their subordinates, the chapter offers suggestions for managing leader-follower relationships. The chapter concludes with a discussion of how employees with ASD may position themselves to be effective followers and members of teams in the workplace.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 11. A Model for Hiring Individuals with Autism

Abstract

This chapter introduces a diversity and inclusion model for organizations that wish to hire individuals with autism and provide them with positive work and career outcomes. While inclusive environments have been achieved in educational, religious, and community settings for neurodiverse individuals, there is still much work to be done to create diverse and inclusive organizations and workplaces. This chapter presents a seven-step model for organizations to develop inclusive programs to hire individuals with ASD. Diversity and inclusion programs have the potential to be of a great value to organizations and employees with autism. Additionally, successful programs may help to mitigate the stigma associated with ASD.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Chapter 12. The Benefits of Employing Individuals with Autism

Abstract

The integration of individuals with ASD into the workplace offers numerous benefits to individuals with autism, their families and caregivers, the organizations that employ them, and society as a whole. This chapter examines these benefits at the individual, organizational, and societal levels. While research on this topic is in the early stage, preliminary results suggest that a wide spectrum of benefits are incurred when Generation A is included in the workforce.

Amy E. Hurley-Hanson, Cristina M. Giannantonio, Amy Jane Griffiths

Backmatter

Title: Autism in the Workplace
Authors: Amy E. Hurley-Hanson
Cristina M. Giannantonio
Amy Jane Griffiths
Copyright Year: 2020
Publisher: Springer International Publishing
Electronic ISBN: 978-3-030-29049-8
Print ISBN: 978-3-030-29048-1
DOI: https://doi.org/10.1007/978-3-030-29049-8