Early Career Students who are Neurodivergent or autistic can do remarkable things when the workplace environment is right. The leader can make a powerful impact when using h-her ability to create a psychologically safe environment for all employees. In Jennifer Brown’s book, How to Be an Inclusive Leader, she writes that inclusive workplaces experience higher engagement, performance, and profits. What is more, she claims that human potential is unleashed [in employees] when they feel like they belong.
Earlier in my career when I was a Transition Coordinator in Hardin County Schools in KY, I worked with a team of job coaches to place students in paid jobs. After getting students hired, I remember how excited we were for them when they exhibited higher potential and sometimes extraordinary and unexpected potential.
A few years later, I had first hand experience with my autistic son. We saw Trent’s potential increase when he had a job at Meijers for 13 years. His acceptance occurred because of the attitudes and willingness of managers and coworkers finding value in his contribution. If you asked me today, what was the main factors to his employment success at Meijer? For certain, I would give the highest credit to the manager at Meijer for being open and willing to creatively place Trent, thus being an example to all the employees.
I will always remember an experience I had. One day I was shopping at Meijer, and I recall in the store aisle the manager talking with his boss from corporate. He asked me to come over and join the conversation. He explained how Trent was one of his best employees and that Trent was legacy to Meijer INC. I was taken back emotionally. And I will never forget it. For sure, being an inclusive leader is not easy.
What can leaders do? First of all, I commend their intention and efforts. I offer nine ways to relate, interact, and build trust with the autistic employee as well as all employees in the workplace. Be:
-kind and acknowledge their presence.
-open to learn from them.
-willing to see their value to the workplace as an employee.
-flexible and make tasks align with their strengths.
-patient.
-accepting of their challenges within the environment.
-creative in finding ways to help them adapt.
-innovative to pair the employee with other supportive coworkers or on a team.
-inclusive to build a culture where all employees thrive.
If you are a leader and seeking to hire Autistic persons these nine strategies can make the environment supportive for all your employees. Furthermore, employees’ anxiety can be reduced and potential can unfold. When you hire an autistic person, two things happen: you change h-her world while gaining a valuable employee to contribute to the workplace.
Thank you for taking time out of your busy day to read my weekly blog. You may share my blog with others. Wishing you clarity, happiness and joy in achieving your goals.
Love,
Jackie
Contact: drjackie@drjackiemarquette.com
502 417-6063
Louisville, KY
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p.s. Whenever you’re ready, here are 3 ways I can help a struggling insecure student seeking career support/direction or an Inclusive Leader to create inclusive workplace environments for the Interdependence of all employees:
1. JACKIE’S ONE-TO-ONE CAREER COACHING **********************************************************************
2. INCLUSIVE LEADER COACHING: WORKPLACES, SCHOOLS, AND TRAINING PROGRAMS
The Art of Interdependence, Inclusion Work Model
3. Assess Strengths, Get Career Options
BIO
All youth deserve a career that brings out their best, in safe environments, and with belonging. When a young person leaves school, it can be overwhelming and scary. In my career coaching, I use exclusive tools I created, assessments and student digital resources. These tools are designed to meet the student’s needs and goals, are science-based, and among my closest and truest tools to promote inner security to seek a career and adapt to the workplace.
I’m a lifelong educator and parent to three adult sons, Trent is my autistic son and I walked for 30 + years (and still walking) through environments of attitudinal barriers to help prepare my students, clients, and my son for career success.
Over the years and through trial and error, I learned how to pave pathways. With my research, I created assessments and tools for teens and young adults to use so they can see the value of their strengths, and practice skills that increase emotional adaptation and resiliency in daily and career life. I invite youth who are autistic, Neurodiverse, or anyone who wants to be seen for their strengths, capabilities, and innovations, to try them.
My background is in teaching special education, qualitative research, and writing five books. I have a Ph.D. from University of Louisville in Educational Leadership and Human Resources
Additional Reading You Might Enjoy.
[Youth Mentoring] Use E M B R A C E to Help Student Clarity: Choosing Work/Careers
School Staff Have a Tough Task Ahead This Fall: Autism Spectrum in Career Transition
Six Ways to Improve School Transition: Students with Autism Spectrum
Focus On Greater Need For Supports (GNS): Autism Spectrum (AS)
Youth Rescue [Coronavirus]: Creating Emotional and Physical Well-being
5 Things All Youth Leaving School Should Be Able to Say About their Work Readiness
Youth Rescue [Coronavirus]: Creating Emotional and Physical Well-being
What Youth Need In Job Readiness For Job Effectiveness: Autism and Social and Emotional Challenges
How to Listen to Persons with Autism: Jobs | Careers