Posted on Monday, June 10, 2019

AS101 Training for Employers

A Guide to Understanding High-Functioning Autism and Asperger Syndrome

Training employers to better understand those with Autism Spectrum Disorders is always a favorite workshop to me. It’s like helping someone find a hidden treasure they otherwise would have missed or overlooked without navigating via a map. This could be said of parenting workshops however, without the parental bond, it’s simply explaining to a neurotypical “Brain Wiring 101”. You can witness the employers gain of understanding ASD by the end of the workshop! The blog below is a basic reference for any employer, co-worker or interested party, to gain a better understanding for working with (and advancing) those employees diagnosed with Autism or Asperger Syndrome. At the end of the blog, we’ve included a link to download a tri-fold brochure with all this information on it, a thank you to H-E-B Community for making the brochure possible!

A Glimpse at Asperger Syndrome

Asperger Syndrome is a neurological condition resulting in a group of social and behavioral symptoms. It is part of a category of conditions called Autism Spectrum Disorders, though the revised DSM-V leaves Asperger Syndrome out of it’s manuel and places the symptoms under Autism Spectrum Disorder(s) or pervasive developmental disorder not otherwise specified,” or PDD-NOS. The name, Asperger Syndrome is still used among the community as there has not otherwise been a name to specifically fit the diagnosis. People with Asperger Syndrome usually have normal to above normal intelligence and do not have the language problems typical of autism. It can lead to difficulty interacting socially, repeat behaviors, and clumsiness.

Key Characteristics of High Functioning Autism/Asperger Syndrome are:

• Difficulty with Social Relationships

• Difficulty with Communication

• Special Interests

• Love of Routine

• Poor Concentration/Easily Distracted

A full day of work may be difficult. Areas of challenge may include social cues, sensory and thinking and processing or more. Know that gifts and challenges are unique to the individual with ASD so don’t be afraid to discuss a customized plan if they require one.

Common Workplace Challenges

1) Social Interaction
2) Sensory Issues
3) Thinking and Processing

Let’s look closer at each listed workplace challenge, both the challenges and suggested accommodations.

1) SOCIAL INTERACTION

Challenges:

*Does not know how to engage with coworkers (small talk)

• Unsettled over workplace rules such as breaks, being late,basic expectations

• Difficulty initiating or maintaining eye contact

• Co-workers and managers display frustration and/or bullying to the employee with autism

Jennifer Allen

After an extensive career broadcast marketing, Jennifer and her husband searched for answers when their oldest son hit the kinder years with great difficultly. After finally learning that their oldest son had Aspergers Syndrome, she left her career in television and became a full time mother to both of her sons. Jennifer elicited the participation of her sons and together they produced several independent programs including a children’s animated series titled Ameriquest Kids (now distributed by Landmark Media) as well as her documentary and book titled, Coping to Excelling: Solutions for school-age children diagnosed with High-Functioning Autism or Aspergers Syndrome.

The need for more information encouraged Jennifer to elicit a team of autism experts to provide weekly, original content to a website free to anyone seeking to live their best under the diagnosis of High-Functioning Autism/Aspergers Syndrome… appropriately titled: Aspergers101.com.

Posted on Tuesday, February 12, 2019

Choosing Not to Disclose Your Disability in the Workplace

In previous blogs we have discussed full disclosure of your disability, partial disclosure of your disability and different ways to go about deciding whether or not you should disclose. In the last blog we talked about the SODAS method for disclosing. One of the options was to not disclose it all.

disclose in the workplace

Some individuals that I work with feel like like this is the best route to go when they start a new job. If you choose not to disclose, as I have said before, it is a personal decision and should be carefully considered . . .

If you choose not to disclose, ensure that you have a strong support system that is made up of family, friends or other individuals that can help you if you start struggling. This way you will have an outlet to work through your struggles.

Some choose not to disclose immediately, but realize within the first few weeks that they have some concerns, and choose to disclose their disability before it becomes a problem.

Sometimes we have disabilities that don’t affect us at the workplace. This can be a good reason we choose not to disclose.

Just remember no matter when you choose to disclose make sure that you are telling the appropriate people. An example of an appropriate person to tell would be human resources. If there were no human resources at your company, which is common in small companies, you would tell the manager or person that is in charge. This should be kept confidential on their part and you should feel comfortable getting the support that you will need. Sometimes you may need to have documentation of your disability and what accommodations you might need so that they can help you.

by Maggie Cromeens

Maggie Cromeens

Maggie earned a Bachelor’s Degree in Liberal and Fine Arts with a Major in Communication/Public Relations and a Minor in Non Profit Management from the University of Texas at San Antonio. She has worked for Compass Resource Group since 2011. She assists adults in Texas with disabilities in achieving their employment goals by providing training, job placement assistance, environmental work assessments, social skills training, and job coaching. She has been instrumental in shaping the services at Compass Resource Group to meet the needs of young adults on the Autism Spectrum who are transitioning from high school. She is a member of the DARS Statewide Developmental Disorders Team

aspergers101.mystagingwebsite.com/

Posted on Tuesday, September 18, 2018

Choosing How to Disclose Your Disability in the Workplace: SODAS Method

In a previous blog we defined full disclosure of your disability, and accommodations. Often times individuals will have more than one disability, but only one of them may be a concern in the workplace. What I mean by this is that one disability may stay hidden while the other one is visible.

As I have worked through the disclosure process with my clients, they frequently only want to let one disability be known. To work through this we often use the SODAS method, which stands for: Situation Options Disadvantages Advantages and Solution.

The following is an example of the SODAS method:

Situation: I have more than one disability and don’t know if I should disclose all, one, or none

Options: 1) Full Disclosure 2)Partial Disclosure 3) Non-Disclosure

First you list the disadvantages to each of the options.

Disadvantages:

Full Disclosure – I may get made fun of, or discriminated against
Partial Disclosure – They won’t be aware of my other disabilities that may affect my work
Non-Disclosure – I will have no additional support

Next list the advantages to each of the options.