The launch of a new pilot program positions Microsoft as the latest corporate giant looking to tap the employment potential of those on the spectrum.

The company says plans are underway to hire individuals with autism for full-time positions at its Redmond, Wash. headquarters.

Microsoft says it will hire people with autism for full-time positions in Redmond, Wash. through a new pilot program. (Stephen Brashear/Getty Images)

Microsoft says it will hire people with autism for full-time positions in Redmond, Wash. through a new pilot program. (Stephen Brashear/Getty Images)

Microsoft said it will work with Specialisterne, a nonprofit that focuses on helping people with the developmental disorder apply their talents to work in the technology field, to facilitate the hiring effort.

Initially, the program is expected to include about 10 people with autism, a Microsoft spokeswoman told Disability Scoop.

“Microsoft is stronger when we expand opportunity and we have a diverse workforce that represents our customers,” wrote Mary Ellen Smith, Microsoft’s corporate vice president of worldwide operations, in a blog post announcing the pilot program. “People with autism bring strengths that we need at Microsoft, each individual is different, some have amazing ability to retain information, think at a level of detail and depth or excel in math or code.”

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Q: How do I find a job?

To be honest, starting a job is not always as easy as it sounds. When my clients with HFA/Asperger’s are trying to start a job it is very important that we go about it the right way, which may take longer, but ensures stability in the workplace. In older posts I have discussed work assessments, and I still believe they are a wonderful tool for learning what environments you will do best in. I highly recommend using work assessments. The same outcome could be achieved through volunteering as well.

If work assessments can’t be completed, then here is what I suggest:Continue Reading

One of the most common concerns when working towards employment, interviewing and accepting an offer is the decision to disclose your disability or not. This a very personal decision, and one that you should feel comfortable with.

Many concerns the employment seeker has can include:

Will it affect how I am perceived at work?

Will others judge me?

Who do I disclose too?

When do I disclose?

In the next few entries I will discuss answers to the aforementioned questions. I will address the different types of disclosures – such as full disclosure, partial disclosure and not disclosing – as well as what to do after you answer yes to the question: “Can you do this job with or without a reasonable accommodation?”

By: Maggie Cromeens

October is National Disability Employment Awareness Month, and as an employment specialist who strives for equal employment for everyone I work with, this is a great month to celebrate how far we’ve come. Although the numbers are not where they should be in regards to equal employment…things are changing.

I hope that the blogs leading up to this one have helped, or can help you in the future as you strive toward employment. Let us celebrate our unique and wonderful capabilities. Instead of letting our difference hold us back, let it be something that, in the words of Samuel Allen, “Gives us wings.”

Here is a great website that talks more about this month:

http://www.whatcanyoudocampaign.org/blog/index.php/ndeam/

-Maggie Cromeens