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Customized Employment Plan Template - Griffin

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Customized Employment Plan Template - Griffin

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Professional Resumes and Cover Letters - Harvard Extension

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Professional Resumes and Cover Letters - Harvard Extension

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General - Websites for Job Searching Online

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General - Websites for Job Searching Online

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Motivation: 10 Keys to Success and Self Improvement

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Motivation: 10 Keys to Success and Self Improvement

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Career Development Materials and Pricing

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Career Development Materials and Pricing

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https://www.samhsa.gov/workplace/drug-testing-resources

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Find resources on Workplace drug-testing programs, which are designed to detect the presence of alcohol, illicit drugs, or certain prescription drugs.

Drug testing is a prevention and deterrent method that is often part of a comprehensive drug-free workplace program. Any workplace drug-testing program, Federal and non-federal, should comply with applicable local, state, and federal laws.

Access the latest Federal Custody and Control Forms (CCF), HHS Mandatory Guidelines, public comments and information requests.

Laboratory Resources

Cannabimimetics Testing: For the current list of HHS-certified laboratories that offer cannabimimetics testing for federal agency specimens, please contact the National Laboratory Certification Program (NLCP) at (919) 541-7242 or email NLCP@rti.org.

Specimen Collection Resources

Conducting Drug Tests

Tests may be done by a trained collector who visits your workplace to collect specimens, or employees may go to an HHS certified laboratory. To ensure accuracy, the specimen's chain of custody must be continuous from receipt until disposal.

Before beginning drug testing, ask the following questions addressed in your drug-free workplace policy and consider how they will affect your testing program.

Who receives testing?

When are the drug tests given?

Who conducts the testing?

What substances are tested for?

Who pays for the drug testing?

What steps are taken to ensure the accuracy of the drug tests?

What are the legal rights of employees who receive a positive test result?

Develop a system to protect the confidentiality of employee drug-testing records. Select a person within your organization who will be responsible for receiving employee drug test results, and make sure that the person is aware of confidentiality protocols. Explain the relationship of the drug testing program to your organization's employee assistance plan (EAP), if one is offered. Let employees know how drug-testing results can be used to inform their treatment, rehabilitation, and re-integration into the workplace.

Find more information on determining whether to conduct workplace drug testing.

Types of Drug Tests

Drug tests vary, depending on what types of drugs are being tested for and what types of specimens are being collected. Urine, hair, saliva (oral fluid), or sweat samples can be used as test specimens.

In federally regulated programs, only urine samples are collected, although the Secretary of Health and Human Service has released guidelines for the inclusion of oral fluid specimens.

Tests are commonly used for five categories of drugs: Amphetamines; Cocaine Marijuana; Opiates; and Phencyclidine (PCP). Additional categories may include barbiturates, Benzodiazepines, ethanol (alcohol), hydrocodone, MDMA, methadone, methaqualone, or propoxyphene.

Drug testing may be used in the following set times or circumstances:

Pre-employment: You can make passing a drug test a condition of employment. With this approach, all job candidates will receive drug testing prior to being hired.

Annual Physical Tests: You can test your employees for alcohol and other drug use as part of an annual physical examination. Be sure to inform employees that drug-testing will be part of the exam. Failure to provide prior notification is a violation of the employee's constitutional rights.

For-cause and Reasonable Suspicion Tests: You may decide to test employees who show discernible signs of being unfit for duty (for-cause testing), or who have a documented pattern of unsafe work behavior (reasonable suspicion testing.) These kinds of tests help to protect the safety and wellbeing of the employee and other coworkers.

Post-accident Tests: Testing employees who were involved in a workplace accident or unsafe practices can help determine whether alcohol or other drug use was a contributing factor to the incident.

Post-treatment Tests: Testing employees who return to work after completing a rehabilitation program can encourage them to remain drug-free.

Random Tests: Tests using an unpredictable selection process are the most effective for deterring illicit drug use.

Test Results

Ensuring the accuracy of drug-testing results is critical. Using an HHS certified laboratory to test the specimens and a Medical Review Officer (MRO) to interpret the test results will help prevent inaccurate testing. MROs are licensed physicians who receive laboratory results and have knowledge of substance use disorders and federal drug-testing regulations. MROs are trained to interpret and evaluate test results together with the employee's medical history and other relevant information.

A negative test result does not indicate that an employee has never used alcohol or illicit drugs, nor is it a guarantee against future use.

Federal employees or employees in safety and security-sensitive industries regulated by the Department of Defense (DOD) or the Department of Transportation (DOT) who show positive test results have the right to have the specimen tested by a second HHS-certified laboratory. Although a second test is not required, all employers should include this right in their drug-testing programs.

Depending on the workplace and the circumstances, employees who test positive may be referred to EAPs, into treatment, or for disciplinary action.

Medical Review Officer (MRO) Resources

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Find resources on Workplace drug-testing programs, which are designed to detect the presence of alcohol, illicit drugs, or certain prescription drugs. Drug testing is a prevention and deterrent method that is often part of a comprehensive drug-free workplace program. Any workplace drug-testing program, Federal and non-federal, should comply with applicable local, state, and federal laws.

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You can choose if you want to disclose your health status to employers. If you talk to the employer about your disability, then you can ask for reasonable accommodations to help you on the job.

When asked, you have to tell employers about your convictions. It is against the law for someone with a felony conviction to not disclose this information. You have to disclose convictions, not arrests.

If you decide to disclose your disability, it is better to do it yourself than to have your job coach do it. Take the time to explain clearly, focus on what you can do, and help an employer see your abilities, not your disabilities. If you are comfortable with the discussion, the employer will be, too.

It is better that you disclose your conviction than to have your job coach do it. You can show your employer that you are sincere, honest and committed to the job. If you are comfortable with the discussion, the employer will be, too.

If you choose to disclose your disability, your employer can only ask how your disability relates to the job. You don't have to name your illness or injury, or tell what caused it. You don't have to describe the symptoms or tell what medication or treatment you receive.

Don't over-explain your past in a job interview. Even when you are required to disclose your criminal conviction, you do not have to provide the details of the offense or of your sentence. It is all right to say, "I have put the past behind me. I am looking forward to the future."

After you disclose your disability, move the conversation or interview back to why you are a good candidate for the job. Share your strengths and abilities. Talk about your experience and training. Show that you have a plan for the future.

Don't let your disclosure be the main topic of the interview. After you disclose your criminal conviction, move the interview back to why you are a good candidate for the job. Share your strengths and abilities. Talk about your experience and training. Show that you have a plan for the future.

Be positive about your abilities. Say, "I work very well on a computer that has screen-reading software installed." Don't say, "I can't operate a computer without screen reading software."

Be confident about your present and future. Say, "In the past, I made some poor decisions. I understand why, and I know how to keep it from happening again." Don't say, "I committed robbery and was convicted of a felony."

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You can choose if you want to disclose your health status to employers. If you talk to the employer about your disability, then you can ask for reasonable accommodations to help you on the job. When asked, you have to tell employers about your convictions.

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Career Index - Everything In One Place. Powerful, real-world career information for better choices at the Career Index. Career Information, Job Information, Training Directory, Training, Education, Salaries, Job Trends, Job requirements

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8 Simple Ways to Organize Your Job Search

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8 Simple Ways to Organize Your Job Search

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If you're applying for multiple jobs at the same time, perhaps over several weeks or months, things can quickly spiral out of control. You can easily find yourself with 10 or 20 different versions of your resume or cover letter floating around on your desktop, requests for materials coming at you from every direction, and a long to-do list of follow-ups, thank you notes, and applications that need submitting.

Before your head starts spinning, consider these simple time-saving tips that will help you to organize an unwieldy job search so nothing falls through the cracks:
1. Make organization a priority
Schedule some time before you start sending out applications to put some processes in place that will help the job search go more smoothly and quickly and will minimize the risk that you'll overlook something. It all starts by first recognizing organization should be a top priority for your job search and setting these strategies in place from the get-go.
2. Use a simple spreadsheet
Whether you're a fan of Excel or Google Sheets, for example, the idea is to keep all of your job search activities and to-this organized in an easy to access chart. It should even be accessible on your smartphone so you can update it in real time as things come up.

To start, create a list of all the jobs you're applying or have applied to, noting the status or stage you're in (not applied, interview phase, offer extended, etc.). It's also a good idea here to keep track of logins and passwords you've had to create if you applied directly on a company's site.
3. Create a custom calendar
For truly large job searches where you may have multiple interviews scheduled for each employer or even out of town visits, a custom calendar with automatic reminders can help you keep it straight and keep you from missing any important appointments.

You can also add things like reminders for yourself about sending thank you notes, when to follow up with each employer, or deadlines for important job postings do they don't expire on you.
4. Use a tool
There are a few sites out there, like JibberJobber for example, that are designed specifically to help candidates organize their job search. It's worth checking out if you want an external tool to centralize everything for you. They also have an app you can download on your smartphone.
5. Digitize your to-do list
Organizational apps or sites like Trello can help you to keep track of all your to-do items. There are many out there to choose from, but once you find the one that's most intuitive for you, it can be a great comfort knowing that you'll never forget an important task or miss a deadline simply because you weren't organized.
6. Cloud-based file storage
Tools like Dropbox or other cloud-based file storage systems will help to organize your job application materials so that you don't have multiple versions of your cover letters and resumes floating around in your email or on your desktop, where you run the risk of sending the wrong version to an employer or losing something altogether.

And if you don't want to name each document with the position or company in the title, you can design a folder system so you know which resume and cover letter go with which employer/company.

It's also wise to copy and paste the original job description in a document and include that in the folder as well. For example, if the job expires you may not be able to access the link, and you may still want to look at the post, especially if you're preparing for an interview and want to speak directly to the skills/experiences they're asking for
7. Get your email ready
A job search can flood your inbox with emails, from confirmation messages to communications with employers to networking or reaching out for recommendations, your inbox can become overrun with job search related messages.

To keep it all straight, create a separate folder in your email for only job-related communications so nothing gets lost and you can quickly reference something or pull up someone's email or contact info as needed.
8. Sign up for job alerts
When you're on the job hunt, alerts can be one of the most helpful, time-saving tools. By getting the most relevant jobs for you delivered to you automatically each day or week, it frees you up to spend less time searching for open positions and more time focusing on things that will make yuh the strongest candidate you can be (like polishing your resume or cover letter, learning new skills, networking, or preparing for tough interview questions).

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8 simple ways to organize your job search

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8 Simple Ways to Organize Your Job Search | BioSpace

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If you're applying for multiple jobs at the same time, perhaps over several weeks or months, things can quickly spiral out of control. You can easily find yourself with 10 or 20 different versions of your resume or cover letter floating around on your desktop, requests for materials coming at you from every direction, and a long to-do list of follow-ups, thank you notes, and applications that need submitting.

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My Next Move provides streamlined career search and discovery for students and job seekers. Includes a built-in interest assessment and access to training, education, and job opportunities. Straightforward, easy-to-read one-page career reports help guide individuals’ next move on their road to a satisfying career.

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Personality test based on Jung and Briggs Myers typology

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Online test based on Jung and Briggs Myers typology provides your personality formula, the description of your type, list of occupations, and option to assess your compatibility against any soulmate

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DDS oversees the coordination and delivery of services for Californians with developmental disabilities through a statewide network of 21 community-based, non-profit agencies known as regional centers. Regional centers provide assessments, determine eligibility for services, and offer case management services. Regional centers also develop, purchase, and coordinate the services in each person's Individual Program Plan.

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State of California & Department of Developmental Services

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Regional Centers - CA Department of Developmental Services

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Agency through which the State of California provides services and supports to individuals with developmental disabilities.

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Supported Employment for Individuals with Autism

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Supported Employment for Individuals with Autism

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STEM sector-based vocational rehabilitation services.

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1. Home

2. What We Do

3. Policy and Regulations

4. Order of Selection

5. Job Seeker-Consumer

6. Pathway to Success

What is PSP

The Pathways to Success Project (PSP) is a Disability Innovation grant awarded to DOR by the U.S. Department of Education, Rehabilitation Services Administration. PSP will identify and demonstrate practices, which are supported by evidence, in improving Vocational Rehabilitation (VR) outcomes for eligible individuals with disabilities, including previously served VR participants to advance in high-demand, high-quality careers. PSP participants are served by sector-specific specialist teams that are experts in the industry and translate that knowledge to increased opportunities for consumers, served in-person or remotely, to enter career pathways for those occupations. The PSP sector-specific teams effectively engage with businesses, utilize work-based learning experiences, internships, apprenticeships, and career-level employment for DOR consumers.

PSP Career Pathways

PSP is a demonstration project which focuses on six high-wage, high-skill and high demand career pathways: Advanced Manufacturing, Biotechnology, Construction & Transportation, Green Energy, Health Care, and Information Technology & Communications. PSP includes a unique service delivery design by assigning, building, and serving statewide caseloads based on the consumer's identified goal rather than geography.

PSP Eligibility

Are you interested in a high-wage, high-skilled occupation and/or advancement in one of the six PSP career pathways?

Do you want to find out if you are eligible to receive Vocational Rehabilitation Services by one of our PSP sector specialists' teams?

Are you interested in joining and evaluation that examines outcomes to achieve meaningful work in strong careers?

If you answered "YES" to these questions, you may qualify for DOR's Pathway to Success Program.

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The California Department of Rehabilitation (DOR) is an employment and independent living resource for people with disabilities...

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Supported Employment

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Historically, and to present day, individuals with disabilities remain one of the largest groups of unemployed adults. Facing numerous employment barriers to include unavailability of vocational/job skills training, accommodations, and assistive technology services, individuals with disabilities must hurdle immense stigma coupled with low societal expectations that fosters job discrimination and little to no opportunity for advancement or exploration of career possibilities. CAF has developed employment program models that provide individuals with disabilities the opportunities, skills and ongoing support they need to successfully work on-site at CAF, or integrate into the workforce within their community.

ABC Supported Employment
ABC Supported Employment Program provides assistance to participants who are employed at various off-site businesses. CAF Job Coaches secure appropriate positions for individuals by assessing skills and interests; coordinating with employers to match jobs to skill sets, and providing ongoing, individualized support. As the liaison between the employer and CAF employee, Job Coaches facilitate any necessary accommodations and ancillary services. Utilizing a four step process that includes (1) Assessment (2) Job Development (3) Pre-vocation Coaching (4) Job Coaching, CAF's comprehensive services enables individuals with disabilities to access and succeed in community employment, and opens doors to an inclusive, enriching and fulfilling life.

ABC Supported Employment Program
Sherry Lofton, Program Manager
slofton@calautism.org
(510) 758-0433, Ext. 104

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Historically, and to present day, individuals with disabilities remain one of the largest groups of unemployed adults. Facing numerous employment barriers to include unavailability of vocational/job skills training, accommodations, and assistive technology services, individuals with disabilities must hurdle immense stigma coupled with low societal expectations that fosters job discrimination and little to no opportunity for advancement or exploration of career possibilities.

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We act pragmatically - we reach far and wide to find specific service or service provider that will best help each client - even if it means referring to another professional or agency.

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We are a social impact organization of professionals from a diverse set of educational and experience backgrounds in coaching, communications, higher education, and high technology. We are bound by our common passion to make a difference in the lives of neurodivergent individuals so that their talents and expertise can make an impact in the world through their work.

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Neurodiversity Pathways - Inclusion for Abilities - Acceptance for Differences

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We are a social impact organization of professionals from a diverse set of educational and experience backgrounds in coaching, communications, higher education, and high technology. We are bound by our common passion to make a difference in the lives of neurodivergent individuals so that their talents and expertise can make an impact in the world through their work.

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"Without gainful and sustained employment, adults with autism live at or below poverty levels on the welfare system of the state"

1 in 54 children in the U.S. are diagnosed with Autism Spectrum Disorder

Every year 50,000 children with autism turn 18 years old

80% of adults with autism are unemployed

Over 50% of those employed are "under-employed"; their skills are higher than what their job requires

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"Without gainful and sustained employment, adults with autism live at or below poverty levels on the welfare system of the state" 1 in 54 children in the U.S.

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Local Assessment Providers

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Reasonable Accommodations for Individuals 

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Reasonable Accommodations for Individuals 

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JAN provides free consulting services for all employers, regardless of size or type (e.g., private, federal, state, or local government, etc.). Services include individualized consultation about all aspects of job accommodations, including the accommodation process, accommodation ideas, product vendors, referral to other resources, and Americans with Disabilities Act (ADA) compliance assistance.

Employers may access JAN services by calling 800-526-7234, by emailing, submitting a JAN on Demand, or by using the Employer Live Chat.

JAN offers information about various accommodation and ADA topics. The following select resources may be useful to employers:

General Accommodation Information

JAN offers individualized consultation regarding accommodation topics, but these AskJAN.org resources are a place to start:

SOAR (Searchable Online Accommodation Resource)

Contact JAN for free consultation

General ADA Information

Other Resources:

Developing Policies and Procedures

Other Resources:

Processing Accommodation Requests for Hiring

Other Resources:

Processing Accommodation Requests from Employees

Other Resources:

Promoting Diversity and Inclusion

Other Resources:

Training and Certification

Other Resources: JAN does not endorse or promote these training resources

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Learn more about accommodations based on your role

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30 Ways to Shine as a New Employee (guide for the textbook)

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30 Ways to Shine as a New Employee (guide for the textbook)

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Introduction

Disclosing a disability may be a consideration when starting a new job; transitioning from school, another job, or unemployment; or retaining a job after acquiring a disability. For individuals who may still be struggling with accepting their medical condition, making the decision to disclose can be overwhelming. Because some impairments are not visible, individuals may face such challenges as understanding their impairments and determining what types of accommodations are available. As with any new experience, preparation is vital. The following provides an overview of the dos and don'ts of disclosure. Note that disclosing is a very personal decision, but some of the following tips may be helpful in making that decision. Contact JAN for additional information related to job accommodations, the Americans with Disabilities Act (ADA), and other resources.
Do disclose when you need an accommodation:
Deciding when to disclose can be a difficult choice for a person with a disability. If you have a hidden disability such as brain injury or post-traumatic stress disorder, knowing when to disclose your condition can be a real dilemma.

Under the ADA you can request an accommodation at any time during the application process or while you are employed. You can request an accommodation even if you did not ask for one when applying for a job or after receiving a job offer. So when should you disclose that you have disability? In general, you should disclose your disability when you need to request a reasonable accommodation - when you know that there is a workplace barrier that is preventing you, due to a disability, from competing for a job, performing a job, or gaining equal access to a benefit of employment like an employee lunch room or employee parking.
Do know who to disclose to:
This can be tricky. Many employers have their own in house procedures that detail how they handle accommodation requests. Check your employee handbook or your company's intranet for this information. Also, if you have an EEO office or a human resources department, they can assist you. The other option is to talk to your manager or supervisor directly.
Do know how to disclose:
According to the Equal Employment Opportunity Commission (EEOC), you only have to let your employer know that you need an adjustment or change at work for a reason related to a medical condition. You can use "plain English" to make your request and you do not have to mention the ADA or use the phrase "reasonable accommodation." Once you disclose, then the interactive process should begin. At this point, your employer can ask for limited information about your disability and your need for accommodations.
Don't disclose too soon:
Many people with hidden disabilities may feel that they are not being completely honest with an employer if they do not tell everything about their disability up front at the time of their interview. Just remember that you are not obligated to do so. When you disclose, just provide basic information about your condition, your limitations, and what accommodations you may need.
Don't disclose too late:
Don't wait to disclose until after you begin to experience work performance problems. It is better to disclose your disability and request accommodations before job performance suffers or conduct problems occur. Employers do not have to rescind discipline that occurred before they knew about the disability nor do they have to lower performance standards as a reasonable accommodation. Remember, the purpose of an accommodation is to enable a qualified person with a disability to perform the essential functions of the job. So, disclose when you first realize you are having difficulties.
Don't disclose to everyone:
Remember that you have a right to keep information about your disability private. It is not necessary to inform coworkers and colleagues about your disability or your need for accommodations. While they may be aware of the accommodations, especially if you are allowed to take extra breaks or you have a flexible starting time, they are not entitled to know why. Your employer is required by the ADA to keep your disability and medical information confidential and to give it to managers and supervisors only on a need-to-know basis.
MOST IMPORTANTLY, DO YOUR HOMEWORK:
No one knows more about your disability then you do so tell your employer what you think you need, but also research other accommodations options such as a flexible start time or working from home part of the time.

Situations and Solutions:

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Disclosing a disability may be a consideration when starting a new job; transitioning from school, another job, or unemployment; or retaining a job after acquiring a disability. For individuals who may still be struggling with accepting their medical condition, making the decision to disclose can be overwhelming.

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DOL Office of Disability Employment Policy 

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DOL Office of Disability Employment Policy 

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September 2023 Disability Employment Statistics Ages 16 years and over:Labor Force Participation RatePeople with disabilities: 24.2%People without disabilities: 68.3%Unemployment RatePeople with disabilities: 7.3%People without disabilities: 3.4%More Disability Employment Statistics , To develop and influence disability employment-related policies and practices, ODEP sponsors the following six policy development and technical assistance resources: , Growing up in Monterrey, Mexico, Diego Mariscal learned the importance of advocacy at a young age.View More Policies in Practice

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The Art of Disclosing Your Disability by Richard Pimentel

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The Art of Disclosing Your Disability by Richard Pimentel

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Candid Conversations: Ability Bettered Through Leadership and Education (ABLE)

In this video Peter Griffith, chief financial officer and executive sponsor of Ability Bettered Through Leadership and Education (ABLE) and Noemi Romero, vice president of Operations, Digital Strategy & Capabilities and global chair of ABLE, discuss the importance of an inclusive workplace for employees of differing abilities.

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Recognizing National Disability Employment Awareness Month

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Candid Conversations: Ability Bettered Through Leadership and Education (ABLE) In this video Peter Griffith, chief financial officer and executive sponsor of Ability Bettered Through Leadership and Education (ABLE) and Noemi Romero, vice president of Operations, Digital Strategy & Capabilities and global chair of ABLE, discuss the importance of an inclusive workplace for employees of differing abilities.

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Applied Behavior Analysis Programs Guide

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7 Great Jobs for Individuals with High Functioning Autism

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It is obvious that individuals with high-functioning autism can perform well and be successful and content in many different jobs. Simply because someone has autism, does not mean that they will never work or become a successful contributor to society.

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Neurodiversity as a Competitive Advantage in Data Engineering 

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Neurodiversity as a Competitive Advantage in Data Engineering 

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Founded in 2019, ExteND Testing provides superior software and data quality engineering services by reimagining how to recruit and develop exceptional talents.

Data quality

As many companies and organisations strive to be more data-driven, data quality becomes more important in delivering effective outcomes. The phrase 'garbage in, garbage out' succinctly summarises the impact of data quality issues. If, for example, a statistical model is trained with garbage data, it will output garbage results.

It is no surprise, therefore, that the vast majority of time spent on data-driven projects is spent cleaning, preparing, and labelling data. Importantly, these tasks are human-intensive and require dedicated concentration performing repetitive tasks. According to survey results, more than 75% of data scientists view data preparation as the least enjoyable part of the work. However, for a statistical model to work, the data preparation phase is critical. While most people find it boring, neurodiverse individuals excel at and enjoy it.

Neurodiversity

Neurodiverse individuals, including individuals on the autism spectrum, have exceptional skills such as superior attention to detail, heightened pattern recognition, and sustained concentration, that make them very valuable employees. Due to their different way of thinking, neurodiverse individuals can also be very innovative in solving complex problems. Yet this talent pool remains largely untapped.

Neurodiversity is an inclusive term that emphasises the differences in neurocognitive functions of people such as those on the autism spectrum, dyslexic individuals, and people with ADHD. In Australia, it is estimated that 1-1.5% of the population are on the autism spectrum and around 1 in 50 Australian school children are autistic. Evidently, more than 31% of people on spectrum are unemployed, which is three times the rate of people with other disabilities and six times the rate of people without disability. However, when they are employed, most are underemployed. This is despite the fact that most people on the autism spectrum score in the above-average range in cognitive tests.

Companies that have accessed neurodiverse talents report surprising benefits. SAP, a European multinational software corporation, says that working with neurodiverse individuals has increased their productivity, product quality, and innovativeness. Similarly, the Hewlett Packard Enterprise (HPE) says "no other initiative at HPE delivers benefits at so many levels". Informed by these successes, the Australian Defence Force is also employing autistic individuals in cybersecurity roles to analyse large datasets and find patterns that help detect intrusions and attacks.

The case for utilising neurodiverse talents is compelling given the skills shortage in the technology industry, especially in strategically important and rapidly expanding fields such as data analytics. Neurodiverse individuals have unique skills, such as superior pattern recognition, extreme attention to detail, enthusiasm for repetitive tasks, and dedication to task completion, that are key in data and software analysis. For example, neurodiverse teams have shown to find at least 50% more defects in software systems than a conventional team.

ExteND Testing

ExteND is an initiative of the award-winning Autism Academy for Software Quality Assurance (AASQA) founded by Professor Tele Tan that provides individuals on the autism spectrum training, education and mentoring programs to create pathways to valued, long-term employment. Launched four years ago, AASQA has supported over 200 autistic high school autistic students through STEM clubs, placed over 30 high school students on work experiences at 12 companies, helped 17 students complete the International Software Testing Qualifications Board (ISTQB) certification examination, and created over 35 internship scholarships placing students at companies like BHP, Bankwest, Deloitte, Woodside, and Government Departments.

While neurodiverse employees excel technically, they can sometimes struggle with the social and interaction aspects of the job. ExteND maintains a support system that helps neurodiverse employees manage their work requirements and thrive in the workplace. For example, neurodiverse employees are paired with a job coach that helps them communicate with the client more effectively. The job coaches also guide the client on how to work with the neurodiverse employee. This model leads to high rate of project completion outcome and improved employment outcome for the neurodiverse employees.

ExteND's Perth office opened in December and has 12 neurodiverse employees. While the hiring processes used by most companies screens out neurodiverse individuals, ExteND uses a flexible recruiting strategy that emphasises the strengths of the candidates. Candidates are assessed in two phases: 1) assessment of cognitive abilities such as attention to detail, pattern recognition, and the ability to visualise and understand complex problems, and 2) assessment of technical skills such as programming and data structures.

Department of Communities Western Australia is the first organisation that has financially supported ExteND. Therapy Focus, the premier provider of disability services in Perth, the Curtin Autism Research Group (CARG), and the WA Data Science Innovation Hub supports this initiative through in-kind contributions.

To discuss your project and how ExteND can support you, do not hesitate to contact Mortaza Rezae. Email: mortaza.rezae@curtin.edu.au
Photo by Priscilla Du Preez on Unsplash

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Neurodiversity as a Competitive Advantage in Data Engineering - WA Data Science Innovation Hub

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Founded in 2019, ExteND Testing provides superior software and data quality engineering services by reimagining how to recruit and develop exceptional talents. As many companies and organisations strive to be more data-driven, data quality becomes more important in delivering effective outcomes. The phrase 'garbage in, garbage out' succinctly summarises the impact of data quality issues.

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Labor Market Information

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The California CareerZone helps students, educators, jobseekers, and others access up-to-date information on wages, job openings, and other information specific to their state along with great information on careers, colleges, and more.

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Gladeo: An inclusive, next-gen career navigation platform for the future of work

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Our mission is to help individuals from diverse backgrounds gain awareness, preparedness, and access to middle and high skilled careers. We're building a more inclusive, equitable, and prepared workforce of the future.

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In an ideal world, any child who has a passion for science and the will to pursue it would be able to do so. But for countless children with autism, opportunities to explore such interests are often frustratingly few and far between.

According to the Centers for Disease Control and Prevention, approximately 17 percent of children between the ages of 3 and 17 have one or more developmental disabilities, including Autism Spectrum Disorder (ASD). Past research indicates that many of these children gravitate toward science, technology, engineering, and mathematics (STEM) once exposed to the disciplines. One such study found that over a third of young adults with an autism spectrum disorder (34.1 percent) chose a STEM major in college. This rate is significantly higher than that of the general student population (22.8 percent).

But despite their penchant for science and tech, youth with disabilities are often excluded from STEM activities in educational settings due to mistaken assumptions about their learning capacity .

"This missed opportunity is detrimental for these children," Megan Vinh, an Advanced Technical Assistance Specialist at the Frank Porter Graham Child Development Institute, explained in an article on the matter . It's not just that they are being excluded from this - it's really an opportunity they are denied, and that is a true inequity."

Vinh explains that students with learning disabilities like autism might be taken out of class to receive other services while their peers engage in STEM activities. Alternatively, some schools might deprioritize science learning out of a belief that such students can gain more from different areas of learning. "But we know from research that engaging in STEM supports gains in other content areas, so it's critical they participate," she concludes.

Indeed, this lack of access is unfortunate, especially given that the benefits of childhood exposure to STEM are well-documented.

"STEM habits of mind - such as critical thinking, persistence, and systematic experimentation - are important across all subject areas and may be essential to how children learn to learn," researcher Elisabeth McClure explained in an article for the National Association for the Education of Young Children (NAEYC). "This development is not just about the basics like counting and vocabulary, although these skills and background knowledge are important too; it's about problem solving and other higher-level skills that transfer across many domains."

To McClure's point, STEM education is not just about building science skills or driving children toward technology careers. Research indicates that it can also support ingenuity and creativity, build resilience and experimentation, promote teamwork, and advance problem-solving skills and adaptability.

But despite the benefits noted above, many students with ASD are not encouraged to pursue post-secondary education at all. The same researchers who reported the correlation between students with ASD and increased interest in STEM majors also found that these students had the third-lowest level of post-secondary enrollment out of the ten disability categories they studied.

What does this mean? If educators and parents provide greater academic support at earlier ages, including exposure to STEM, more students may have access to post-secondary educational opportunities. As the study concludes , if "advances continue in the early identification and treatment of children with autism...these enrollment rates are likely to increase and, consequently, STEM participation among individuals with an ASD may also continue to increase over time."

Education for students with autism and other disabilities is changing . The principle of inclusion has become widely supported and recognized by national, state, and local educational authorities and has become a mandate for most districts. However, barriers prevent students with autism from being genuinely engaged in school STEM activities, especially at the early age levels. We need to do more to improve these students' access to STEM studies and higher education as a whole.

Below, we've listed a few major disciplines, each with a summary of the field and a series of resources for students with autism who want to pursue their passion for science, technology, engineering, or mathematics.

Happy explorations!

Programming

Overview

Programming involves writing code that provides instructions to a computer that enables it to operate, run software programs, or execute applications. This code drives everything from the operation of your everyday desktop or laptop to the websites you visit and the mobile apps you download.

Below, we've included a few resources that may help children with autism learn introductory programming concepts.

Resources

Engineering

Overview

From bridges and buildings to toasters, TVs, and computers, engineers guide and advance their design and implementation. Engineers use STEM principles to develop solutions to real-life problems, bringing the science of STEM into practice in society. Engineering can involve a wide array of specialties, including chemical engineering, mechanical engineering, civil engineering, and electrical engineering.

Here are a few resources that can help children with ASD pursue their interest in engineering.

Resources

Data Science

Overview

Data scientists combine programming skills, statistical and mathematical knowledge, and topical knowledge to analyze and extract insights from raw data. Their work can be useful for companies, governments, marketers, and many others who want to better understand how populations act and why.

Here are some resources to support your child's interest in this growing field.

Resources

Physics

Overview

Physics, which examines matter and its motion through space and time, underlies many of the applied STEM fields, including computer programming, data science, and engineering. Physics can include these more applied studies as well as broader, theoretical studies of nature that aim to understand why the universe behaves in the ways that it does.

Check out the resources below to support your child's education in physics.

Resources

Game Design

Overview

Sure, video games are often pitched as child's play - but designing and creating video games is a significant STEM career! Game design takes a lot of work; the job includes planning, writing, and programming interactive content. Coding skills are essential to game design, and gaming can spark a young person's interest in complex programming concepts.

Here are some game design resources that can foster a love of STEM among young people.

Resources

Astrophysics

Overview

Astrophysics, the science of space, uses the laws and principles of chemistry and physics to understand our universe. It studies the stars, planets, galaxies, and other objects in the universe, dealing with the physical properties, movement, and behavior of celestial objects.

Below are some resources to encourage interest in astrophysics among children with autism.

Resources

Chemistry

Overview

The entire universe is made up of chemicals - everything you do involves chemicals in some way - from the chemical processes inside your body to the food that you eat. Chemistry studies matter, its properties, and how it interacts with energy and other matter.

People might think of lab testing or hazardous substances when they think of chemistry, but in many ways, chemistry is a study of the building blocks of life. It is a foundational part of cooking, cleaning, and countless other everyday activities.

Use the resources below to inspire young children with ASD to explore the field!

Resources

Biology

Overview

Biology is, quite simply, the study of life. It involves studying living organisms and their structure, growth, evolution, and development. Biology helps us understand the earth, develop medical treatments, and explore unknown plants and creatures - and much, much more.

Explore these resources below to introduce children with autism to the basics of biology.

Resources

Environmental Science

Overview

In a world where climate change is a significant concern, many young learners want to do everything they can to improve the environment and protect it from harm. Environmental science brings together biology, chemistry, engineering, physics, geology, and meteorology to better understand ecology and the effects of human interaction on the planet.

Below, you'll find a few resources to cultivate children's interest in environmental science.

Resources

Mathematics

Overview

Mathematics involves the study of numbers and how they interact. This field can involve theoretical analysis as well as applied mathematics topics such as statistics or game theory. Mathematics is at the core of many disciplines, including computer science, engineering, the natural sciences, medicine, and finance.

Check out these resources below for ideas on how to further math education for students with autism!

Resources

These are just some of the exciting STEM areas that can provoke great interest and engagement for students with autism.

It's time for kids with autism to be fully included in all areas of STEM study and pursue any passion they might have for science, technology, engineering, and mathematics. With these resources at hand, you can help these students achieve their academic potential - and perhaps even spark a lifelong interest.

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The Ultimate Resource Guide for STEM Students With Autism - UT Austin Boot Camps

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In an ideal world, any child who has a passion for science and the will to pursue it would be able to do so. But for countless children with autism, opportunities to explore such interests are often frustratingly few and far between.

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Higher education supported living program for young adults with ASD.

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CIP Long Beach is a specialized transition program in the Los Angeles area of California assisting young adults on the Autism Spectrum, ADHD, and other learning differences to find success in college, employment, and independent living

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Southwest Airlines Campus Reach Neurodiversity Internship

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Southwest Airlines Campus Reach Neurodiversity Internship

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The Campus Reach program identifies and engages future Southwest Employees at an early age, hopefully inspiring an interest in a career in aviation. We conduct Aviation day, High School Internships, College Internships and also we provide Recent Graduate Opportunities.

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Internship: UCSD NDTech Neurodiversity in Tech 

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Internship: UCSD NDTech Neurodiversity in Tech 

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** Applications for the 2022 summer internship are now closed. Please send us an inquiry through the Contact Us page if you have any questions about working with us**

We are motivated to engage in this work as part of a larger effort to improve the unacceptably low employment numbers for neurodiverse young adults.

Overview

Autism spectrum disorders (ASDs) affect 1 out of 59 individuals, cost $137 billion per year in the U.S., and result in a staggering unemployment rate for adults who have the cognitive skills to contribute substantially to the technology workforce.

Over the course of 8 weeks (June 21 through August 16), our interns work in teams as programmers, project managers, artists, and designers with the aid of a peer coach to develop an educational or research-based video game. They will develop their game from concept to production by fostering a stakeholder relationship with researchers. At the end of the program, interns present their achievements to the community, including industry partners and advocates, during a showcase event.

Our goal is to provide comprehensive workplace training in a supportive environment to enable individuals to thrive in tech occupations.

Details

Each year we engage a group of 15 to 25 individuals who are underrepresented in the tech workforce-individuals with developmental disorders, specifically autism spectrum disorders. This includes those who are either preparing to enroll, are currently enrolled, have graduated from 2- to 4-year college or post-secondary training school, or are otherwise seeking employment.

The primary criteria for admission are:

A strong interest in video game design or development applied to educational or research settings.

A longstanding personal understanding of autism spectrum disorders or living with neurodiverse conditions.

Must be at least 18 years old, and have a high school diploma or equivalent/GED by the start of the internship (June 21st).

Availability to work in-person and commute to the University of California, San Diego (UCSD) for the duration of the internship, spanning from June 21st to August 16th.

We are interested in eager, motivated learners with a wide range of skills and abilities. Candidates will be selected based on qualifications and interest in the program.

Interns will be working half time (20 hours a week) over an eight week period (160 hours total), and will receive a stipend of $18.75 per hour for their engagement in the program ($3,000 total stipend).
Please note that this internship will not cover transportation and housing costs. Interns will be expected to:

Engage in their assigned role and their team to make a cool project.

Be willing to learn, communicate, and engage in constructive collaboration with their interdisciplinary team, their coach, other members of the internship, and their stakeholders.

Work in a professional environment for at least 20 hours a week (at least 4 hours for 5 days a week).

Attend and report during daily team meetings, biweekly stakeholder meetings, Lunch & Learn events, and a final showcase to demonstrate the culmination of their project work.

Participate as needed in project testing and quality assurance to ensure that features are working as intended according to the stakeholder specifications and design limitations.

Interns will gain:

Experience in project-based work, allowing teams to gain knowledge of standard tech workplace practices and procedures.

Productivity skills include time management, focused note-taking, and effective communication.

Strengthened technical skills and exposure to workplace etiquette and expectations.

Proficiency in constructing a resume and using network-building tools such as LinkedIn.

Specific skills and familiarity related to different aspects of video game design and development.

Roles and Responsibilities

Each development team includes two programmers, a project manager, an artist, and a designer. Each intern will learn to perform tasks to fulfill their designated role during the internship.

Programmer

Develop with Unity and the C# programming language

Use Git to compare and share code with other teammates

Write and document code that you can explain thoroughly to others with or without programming knowledge

Provide clear criteria and instructions to the group via GitHub on how the implemented features and mechanics should be tested

Artist/Sound Designer

Use graphic art software to create 2D/ 3D assets, and acquire graphics online for the game's characters, background, UI, and objects

Import graphics into the project and review them with the designer and project manager

Sound Designer specifies, acquires, and creates auditory elements, like music and sound effects, using audio production techniques and tools

Ensure that the art/sound assets are added to the Unity project correctly

Designer

Communicate, document, and study the game's design needs and best practices

Reflect the game's intent, target audience, and the requirements into the game design

Work with the peer coach and project manager to adjust the game's design based on stakeholder requirements and resource limitations

Collaborate with the rest of the group to confirm that the Unity project reflects the documented design decisions

Project Manager

Use project management tools, like Jira, to plan project deadlines in an agile development cycle

Oversee project quality and progress through communication and evaluation in order to meet deadlines

Report progress to the stakeholders at the biweekly meetings

Analyze the progress of the Unity project with respect to the team's deadlines to decide on any changes to the team schedule or scope

Take the lead on testing and quality assurance for the project

Covid-19 Policy

Interns will be expected to abide by the applicable safety and public health rules at the time of the internship. Because of the changing nature of the pandemic, these rules might include university rules on wearing a mask or on undergoing regular testing for Covid.

The University of California requires all students, faculty and staff to be vaccinated against COVID-19 before they will be allowed on campus or in a facility or office. This includes completing initial vaccination doses as well as receiving a booster.

For more information, visit https://blink.ucsd.edu/safety/resources/public-health/covid-19/index.html

For any questions about the internship, please contact coh013@ucsd.edu or pcosman@eng.ucsd.edu

Not in the area?

This year the internship is also happening in Boston at Northeastern University! If you know people in the Boston area who might be interested, please refer them to further information at https://regamexr.sites.northeastern.edu/internship/

CHECK OUT PREVIOUS YEARS OF THE INTERNSHIP!

2020 Internship | 2019 Internship | 2018 Internship

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NDTech (NeuroDiversity in Tech) Summer Internship

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Applications for the 2022 summer internship are now closed. Please send us an inquiry through the Contact Us page if you have any questions about working with us** We are motivated to engage in this work as part of a larger effort to improve the unacceptably low employment numbers for neurodiverse young adults.

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This upcoming summer, the Frist Center for Autism and Innovation will hold its fourth annual Autism Summer Internship Program. This will include a cohort of research interns, all of whom are neurodivergent. This internship will focus on science and engineering (STEM) related projects. You may apply to be a research intern if you are currently completing or have just completed your bachelor's degree. Interns will be compensated and given a housing/travel stipend.

The internship program, which was designed to be similar to the National Science Foundation's Research Experiences for Undergraduates (REU), is now sponsored by Vanderbilt University. It is funded by an HHMI professor grant to Frist Center Director and Stevenson Professor of Physics and Astronomy Keivan Stassun.

Frist Center Associate Director Dave Caudel, PhD'17, works year-round to make the Summer Autism Internship a reality. Caudel, who received his doctorate in physics from Vanderbilt, has been consistently impressed with the interns' accomplishments. Former graduates of the Frist Center and Currey Ingram Academy's Workforce Readiness and Preparation (WRaP) camp are especially encouraged to apply. WRaP is a program designed to assess the talents of teens on the autism spectrum and teach them job skills.

While the Frist Center hopes to have the Summer 2022 internship in person at Vanderbilt University, local safety guidelines permitting.
If you are interested in being an intern, fill out this application by Monday, Feb. 28, 2022.

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Autism Summer Internship application open for 2022

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This upcoming summer, the Frist Center for Autism and Innovation will hold its fourth annual Autism Summer Internship Program. This will include a cohort of research interns, all of whom are neurodivergent. This internship will focus on science and engineering (STEM) related projects. You may apply to be a research intern if you are currently...

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Arizona State University EASE Program for Engineering Majors

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Arizona State University EASE Program for Engineering Majors

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The Employment Assistance & Social Engagement (EASE) program was developed by Deana Delp and Maria Dixon, and is a joint project between the Fulton Schools of Engineering (FSE) and the College of Health Solutions (CHS).

Engineering students with an Autism Spectrum Disorder are eligible for the program. The EASE program begins with peer mentoring to assist with the transition to college life. As the student progresses through the FSE degree program, the EASE program will transition to focus on career readiness skills.

In its first year of existence, the program has two peer mentors assisting and meeting with engineering students with an Autism Spectrum Disorder. The program also has a curriculum developer who assists the peer mentors with content, meetings, and surveys.

The EASE program was nominated for an ASU Committee for Campus Inclusion Catalyst Award.

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Employment Assistance & Social Engagement (EASE) | #ASUEngineering

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The Employment Assistance & Social Engagement (EASE) program was developed by Deana Delp and Maria Dixon, and is a joint project between the Fulton Schools of Engineering (FSE) and the College of Health Solutions (CHS). Engineering students with an Autism Spectrum Disorder are eligible for the program.

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For Job-Seekers, Families, and Providers

At Daivergent, we know that becoming self-sufficient is a lifelong journey.

Let us help make that easier.

We help you achieve Goals

Are you hoping to get a job? Find new friends? Live independently?

Whether its one or all of these, Daivergent helps you to achieve your fullest potential whether you are a:

A self-advocate who knows you can do so much more

Parent of a transition-aged young adult about to hit the services cliff

Service provider that wants to prepare your clients for the 21st century economy

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How it all Works

We provide online training and lifelong plans in three critical domains: vocational, social, and life skills

With the largest library of virtual resources and our 24/7 team, our platform always finds you the best training. Guaranteed.

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Our platform can deliver job-readiness to anyone, anywhere

We spent decades helping adolescents and adults attain their professional dreams.

Years ago, our team created the first in-person job training programs in the US, dedicated to bringing the disability community into 21st-century careers. It's now used by the biggest companies in the world, and has helped thousands get jobs.
For the first time, we brought our program online so everyone can benefit.

The story behind Daivergent

Daivergent is unlocking the unique aptitude of people with neurodiversity and disability, delivering job-readiness and connecting companies to a high-quality workforce through its innovative platform

Daivergent is proud to expand visibility to this high-potential community

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We've helped over 2,500 job-seekers get trained
and find roles in the 21st century economy.

We appreciated the communication and responsiveness from Daivergent, and were impressed by its capabilities and tailored data solutions

SVP, Clinical Ops at COTA Inc

Our Community Partners

No one wins alone. We engage with the neurodivergent and disability community, and are proud to partner with organizations that are leading the charge:

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Daivergent - Maximizing Potential for the Disability and Autism Communities

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We help you achieve Goals Are you hoping to get a job? Find new friends? Live independently?

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Spectroomz - work from home jobs for autistic adults

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Spectroomz Helps Autistic Adults To Get Work From Home Jobs

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Spectroomz helps autistic adults get qualified and find remote jobs. Access our courses, get our advice and join a community to find your next job

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Boston Scientific is searching for talented individuals with disabilities to fill open positions. We're committed to sustaining a culture of inclusion that welcomes everyone, where everyone can feel valued, appreciated and respected. Our goal is to change the lives of communities worldwide. That doesn't happen without people from a diverse range of backgrounds - including people with both apparent and non-apparent disabilities.

LEAD

Our LEAD employee resource group embraces disability inclusion by focusing on Leadership, Education, and Allies for Disabilities. Our mission is to empower people to bring their "whole selves" to work. LEAD raises awareness for issues specific to people with disabilities in the workplace. All while creating allies and sustaining a safe environment where we can learn, teach and share resources for individuals, customers and allies.

Partnership with USBLN

We're proud members of the US Business Leadership Network (USBLN) and its acclaimed Going for the Gold project, dedicated to pioneering inclusion in the workplace. This has led to an improved understanding of 503 regulatory requirements and how to increase disability inclusion in the workplace, as well as helped us to identify talent through sourcing partners.

Reasonable Accommodations

Our culture includes ready access to reasonable accommodations for employees and applicants. If you require an accommodation during the application process, or on the job, you're encouraged to reach out to our Employment Policy and Employee Relations Director, Lynn Prust, at 651-582-6485 or Lynn.Prust@bsci.com.

Employment Partnerships

We're committed to finding and hiring the best talent. To accomplish this, we're engaged with Disability services for students with disabilities on the college campuses we recruit from, and partner with various organizations who provide employment services to people with disabilities. You can also access opportunities through our careers portal to learn more.

Learn more about a career with Boston Scientific

Boston Scientific Corporation has been and will continue to be an equal opportunity employer. To ensure full implementation of its equal employment policy, the Company will continue to take steps to assure that recruitment, hiring, assignment, promotion, compensation, and all other personnel decisions are made and administered without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, gender expression, veteran's status, age, mental or physical disability, genetic information or any other protected class. At Boston Scientific, we draw strength from the unique talents and abilities inherent in a diverse workforce and we believe that the best and most innovative products come from an inclusive workplace where varied viewpoints are welcomed and encouraged. If you require accommodation due to a disability in order to complete the application process, please review our process for requesting accommodations.

EEO Policy Statement

EEO is the Law

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Career Opportunities for Persons with Disabilities

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Boston Scientific is searching for talented individuals with disabilities to fill open positions. We're committed to sustaining a culture of inclusion that welcomes everyone, where everyone can feel valued, appreciated and respected. Our goal is to change the lives of communities worldwide.

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Sandia National Laboratories: Ability Champions of Sandia

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Sandia National Laboratories: Ability Champions of Sandia

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Biotech Employers Advancing Autism studies

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Biotech Employers Advancing Autism studies

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View the directory and locations for 5 organizations biotechnology companies engaged in Autism work.

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Experienced NASA educators at Sonoma State University, together with autism education specialists from the Education Development Center and informal education experts from the New York Hall of Science are leading a five-year program, NASA's Neurodiversity Network (N3), that will provide a pathway to NASA participation and STEM employment for neurodiverse learners, with a focus on those on the autism spectrum. This project targets all four of the top-level goals for NASA's Science Activation program (SciAct): we will enable STEM education for a segment of the population that is significantly underserved and our efforts will improve scientific literacy for this underserved population, advancing national education goals by providing authentic NASA experiences for autistic STEM learners.

Despite having great potential to join NASA's workforce and/or contribute to future NASA programs, autistic learners and those with other learning differences have not previously been targeted for inclusion in SciAct. To address this situation, NASA educators and experts on ASD and informal learning will team with autistic learners to co-develop a cross-division SciAct program that will: 1) identify existing NASA resources that can be modified for accessibility; 2) modify and test the resources with autistic and other neurodiverse learners to ensure that they meet documented needs; 3) disseminate the resources through existing NASA SciAct groups, national youth networks and autism-serving organizations; 4) conduct professional development for informal educators and SciAct members that work with youth groups to ensure that autistic learners are included in an equitable manner in activities; 5) conduct professional development for NASA Subject Matter Experts who will serve as mentors to autistic teens selected for internships; and 6) engage selected autistic teens in NASA-related internships. WestEd evaluators will conduct formative and summative assessments to ensure program excellence and cohesiveness with overarching SciAct goals.

Project Website
https://n3.sonoma.edu/
More Science Activation Teams

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Experienced NASA educators at Sonoma State University, together with autism education specialists from the Education Development Center and informal education experts from the New York Hall of Science are leading a five-year program, NASA's Neurodiversity Network (N3), that will provide a pathway to NASA participation and STEM employment for neurodiverse learners, with a focus on those on the autism spectrum.

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Relevance: Healthcare analytics

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Autism Spectrum Internship Program at SAS

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The Autism Spectrum Internship Program at SAS provides a unique interviewing process and training program to bridge the gap between academic and on-the-job learning and aid in obtaining meaningful employment.

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Stay safe from recruitment fraud! The only way to apply for a position at Boeing is via our Careers website.
Learn how to protect yourself from recruitment fraud.
Boeing is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.
Request an Accommodation. Applicant Privacy. EEO is the Law Poster. Boeing Policy on EEO, Affirmative Action and Harassment.
Boeing participates in E-Verify. Details in English and Spanish.
Right to Work Statement in English and Spanish.

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Stay safe from recruitment fraud! The only way to apply for a position at Boeing is via our Careers website.Learn how to protect yourself from recruitment fraud. Boeing is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.

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A one-of-a-kind Air Force Materiel Command employment initiative has entered its second successful year, bringing job opportunities and growth for a unique set of college graduates who might otherwise face challenges when looking for work in today's competitive job market.

The Autism at Work program, a collaboration between the AFMC and Wright State University, offers students and recent graduates with a diagnosis on the autism spectrum the opportunity to participate in paid, one-year internships across the Wright-Patterson Air Force Base footprint. The program provides the interns not only real-world job experiences as Air Force civilians, but it also offers them the opportunity to learn and practice soft skills such as business etiquette and communication under a team of mentors dedicated to helping them achieve success in the internship and beyond.

"This is a unique opportunity for individuals with autism to gain that critical career experience they may not have the chance to obtain in a traditional work environment," said Molly Fore, AFMC Autism at Work program lead. "These students are smart and have degrees in areas such as science, engineering, computer technology, math and a number of other areas that are highly relevant to our mission needs. We help break down barriers to employment and work with them as they progress from interview, to job offer, placement and beyond, helping them to achieve success."

Nearly 20 interns are at Wright-Patterson this year, working in positions ranging from mechanical engineering to computer software development, database migration, computer support, and biomedical engineering. The interns work closely with supervisors and mentors trained to recognize and understand the unique challenges of working with the individuals and to help ensure an environment conducive to success.

"I believe that everyone, with and without a disability, needs a chance to show what they are capable of doing and should not be judged or labeled," said Sharon Stauffer, Human Resources Management Analyst and mentor.

Stauffer is mentoring one student at the Air Force Life Cycle Management Center.

"It is important that the employee knows himself better than I know myself. He was able to identify what tendencies and characteristics that he didn't like people doing around him and voiced them to me so that I could avoid them," said Stauffer. "He also was very honest with his personality traits and how he reacts in certain situations. He had me examining myself and how I react to others and situations and it was very eye opening to find that I had similar tendencies. This taught me that being autistic didn't mandate a person would act a certain way," said Stauffer.

A major challenge that many of the interns face stems from difficulty with social cues that may prevent them from being successful during the interview process. They may not be comfortable shaking someone's hand or with making eye contact, which may influence an interviewer's perception of their ability to meet the requirements of a job.

Fore, along with the Wright State University Office of Disability Services, works closely with both job candidates and potential mentors to mitigate these interview challenges.

"Hiring managers who express interest in a candidate are coached on some of the characteristics that someone on the autism spectrum might display during an interview. This awareness helps them to better focus on a candidate's responses to questions, versus the traits that may act as a distraction," said Fore. "We also coach the candidates on what to expect when working on a military installation, such as gate procedures, reveille and retreat, exercises and more so that they can be better prepared."

Support for both the mentors and program participants is an ongoing process, with regular meetings and lunch-and-learn opportunities focused on things such as communication skills, workplace etiquette, and health and wellness, among other topics. These help provide a network of connections and support for the program participants, which is key to ongoing success, said Fore.

"We usually get a good turnout for these events, with mentors and participants benefiting mutually from the discussions and exchange," said Fore. "It's a great way for everyone to learn from each other."

For one participant, the Autism at Work program has provided the confidence and motivation to pursue a long-term career as an Air Force civilian.

"I applied for the Autism at Work program in order to gain some work experience while in college to prepare myself for my future endeavors," said Joshua Haralson, a legal assistance intern. "Learning so many new things so quickly has been challenging, but I have done my best to rise above it. I can envision myself working for the Air Force in the future. I am convinced that there are jobs in the Air Force that could use talented people like me, and it would bring me great pride to work with the same group of people in which my mother served as an active duty military member."

For Laurence Forshaw, an intern at the AFLCMC working towards a mathematics degree, the program has helped him to better define a focus for his future career.

"Before I applied for this, I was not sure that I wanted to do computer programming as a career. After a few programming assignments, I am much more certain," said Forshaw. "I appreciate the support I am receiving and look forward to serving my country."

In addition to offering access to a unique pool of talent, the Autism at Work program also helps to increase diversity in the workplace while helping to grow the workforce for the future.

"People typically shy away from things they don't understand or things that are outside of their comfort zone. From my experience, hiring people with autism is a great benefit for the government. As with any new hire, the person's job skills would need to be matched to the right job for the hiring to be successful. The employee that I worked with was very detailed oriented, efficient and dependable," said Stauffer. "The Autism at Work program is a good first step in order to see how a person fits in with the organization and handles the workload."

The Autism at Work program is funded through the Workforce Recruitment Program, an internship initiative co-sponsored by the U.S. Department of Labor and the Department of Defense. The program offers candidates with disabilities an opportunity to work in offices within the DoD at no cost to the organization. Established in 1995, the WRP maintains a searchable database for managers and human resource specialists to source candidates nationwide by degree discipline, location preference, and clearance level, among other qualifications. Current college students and recent graduates within 6 years of degree achievement are eligible for the funding.
Marisa Alia-Novobilski and Darrius Parker contributed to this story.

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Autism at Work brings civilian opportunities to individuals on the spectrum

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A one-of-a-kind Air Force Materiel Command employment initiative has entered its second successful year, bringing job opportunities and growth for a unique set of college graduates who might otherwise face challenges when looking for work in today's competitive job market.

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FordWorks participants bring their skills to teams in IT, Product Development, Credit, and Manufacturing.

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With 1.3 billion people in the world having a disability, 70% of which are invisible, our assistance program has quickly expanded by utilizing the strengths and insights these valued members of our community have to offer. FordWorks participants bring their skills to teams in IT, Product Development, Credit, and Manufacturing and we are looking to expand the program to other roles across the company.

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With 1.3 billion people in the world having a disability, 70% of which are invisible, our assistance program has quickly expanded by utilizing the strengths and insights these valued members of our community have to offer. FordWorks participants bring their skills to teams in IT, Product Development, Credit, and Manufacturing and we are looking to expand the program to other roles across the company.

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On 8 November 2017, I gave a presentation at the IMA's Employers' Forum titled The Autistic Engineer. It detailed my life to date and the challenges that come with getting an ASD (Autistic Spectrum Disorder) diagnosis in middle age.

The inspiration for my presentation came when I recognised a large number of people with autistic traits worked in engineering. I needed to find out why this was, in the hope that in some way I could begin to understand myself and how my brain worked. The first clue came when I compared a Google search on 'The characteristics of the best engineers' to one on 'Typical ASD characteristics' (see Table 1).

Looking back, compared to my peers I was always a bit different as a child. I enjoyed playing with Lego and drawing factories rather than football or pop music, etc. I also had obsessive interests and collections (things like hats, badges, fossils, books, fishing tackle and watches). But the one thing that excited me more than anything else was manufacturing: The taking of an idea and the creation of a physical object you could hold and touch. From my early teens, I knew I was going to be an engineer when I grew up.

I was not an exceptional student, but after school I went to college and did a national diploma in engineering. Post college I went to Brunel University and completed a degree in manufacturing engineering.

Initially, I moved into the halls of residence, but after the first two nights I packed up and moved back home. The excessive noise and boisterous behaviour held no appeal to me and all the 'mixer' events seemed to focus on consuming the largest amount of alcohol in the shortest amount of time. I didn't drink (I need to be in control) and so just felt awkward and out of place.

Waking up at home on day three of my university career, it suddenly dawned on me that I only lived 20 minutes drive from the campus. This was purely a fluke and had not been planned. If I had ended up at the other end of the country, my life these days would probably be very different. Again I was not an amazing student and the whole student lifestyle just did not appeal (I lived at home until I was 25).

After leaving university, I applied to all the big graduate schemes including AWE but could not get a job. Eventually my mum, not happy to see me hanging around at home, marched me down to the local doctor's surgery and got me a job as a GP receptionist! I think she was friends with the practice manager.

Looking back now I can see how being autistic was a great help when doing this job:

Ring! Ring!

Caller - "Hello, is it possible to see the doctor today?"

Reception - "No" (I hang up).

Seriously, it was a six-month crash course in learning how to talk to people, deal with people, etc. Probably the best education I ever had! It is interesting because if you ever read the standard textbooks on autism, they talk about communication difficulties being one of the crosses you must bear as an autistic individual. Yet none of them ever puts the idea in your head that you can do something about it and that communication skills can be learnt. Autistic people make the best students!

I found my first engineering job at a local company that I had done work experience with when I was at college. It was an entry level position (engineering trainee) and after six months the company started talking about sending me on day release at college to do a workshop qualification. I panicked and left. This was not how I saw my career going.

It took approximately three months to find another job - quality engineer - I initially went for the interview and received a letter of rejection. I wrote back asking for feedback so I could do better next time, and had a phone call asking me to come back in. The production director said nobody had ever done that before and he gave me the job.

The best part of working for this company was getting to fly off somewhere on a Monday, work at a hotel supervising local labour, then fly home on a Friday. Being devoid of any foreign language skills meant I communicated with hand signals and gestures. This proved highly efficient and removing the need for small talk made the job go a lot faster.

After five years, I had a phone call from an aerospace company in Southampton. They had found my CV online and wanted to invite me for an interview. They needed the specific skills I had learned over the past five years and offered me a job on the spot. Five years further on, I had another phone call, this time from AWE. They had found my CV online and were desperate for engineers.

Coming to work at AWE felt like coming home. The work was challenging and unique, individuality was encouraged and a sense of community had grown up behind the barbed wire fences.

Approximately two years later my wife started to get sick, and the stress of home meant I could no longer cope with work. My GP sent me for an assessment with the adult autism service, and I was subsequently diagnosed with ASD at the age of 36.

Getting a diagnosis was one of the best things that ever happened to me. It released me from years of internal frustration and self-loathing from my lack of ability to communicate with people successfully, and the feeling that I was somehow defective inside.

After I received my diagnosis I started talking to work colleagues and friends about autism and the challenges autistic people face every day. That was nearly two years ago now, and I guess I have not stopped talking about it since (at some point they are going to get fed up with me talking about it and send me back to the shed!).

I have always been a fan of Chris Packham, even before I found out we shared neurodiversity as well as a 'unique' fashion sense. We are both diagnosed autistics, both diagnosed in middle age and have both had challenges to deal with that have affected those around us.

Chris has a mesmerising on-screen presence that means you can't help but stop and watch when he is on the telly. His passion and deep understanding of his subject comes across in spades.

Chris recently discussed his autism and how it has affected his life in an hour-long documentary, Chris Packham: Asperger's and Me, on BBC2. The most interesting part of the documentary was when Chris travelled to America to meet doctors who were researching a treatment for autism. This raised the question that if a tablet existed that would 'cure' a person of autism, would you take it?

Whilst I can understand the pain of the parents of severely affected children who lose the ability to communicate and seem to live inside their own brains, for the children who are slightly 'weird' or 'eccentric' at school this would be a disaster.

Autistic people have always existed at the fringes of society, not afraid to do something different, be unpopular or probe the impossible. Without the freedom autism gives its 'sufferers' to ignore convention and seek out truth through the purity of fact, human civilisation, as a whole, would not advance as well.

Autism is not a sentence, nor does it need to be a life-limiting condition. A diagnosis of autism gives the individual freedom to focus on their passions, be it nuclear physics or the genetics of butterflies, without the need to accept the prejudice or ridicule endured by earlier generations of innovators. But as with all gifts, it comes with responsibilities. It is up to the individual to work out where their passion lies, and go after it 100% - for the good of mankind.

If you would like more information on ASD please contact The National Autism Society ( www.autism.org.uk). For more about AWE see www.awe.co.uk.

Reproduced from Mathematics Today, August 2018

Download the article, Being an Autistic Engineer (pdf)

Image credit: © British Crown Owned Copyright 2018 | AWE

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On 8 November 2017, I gave a presentation at the IMA's Employers' Forum titled The Autistic Engineer. It detailed my life to date and the challenges that come with getting an ASD (Autistic Spectrum Disorder) diagnosis in middle age. The inspiration for my presentation came when I recognised a large number of people with autistic traits worked in engineering.

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Cisco Connected Disability Awareness Network

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Cisco Connected Disability Awareness Network

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Connected Disability Awareness Network (CDAN) Archives

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In celebration of the International Day of Persons with Disabilities (December 3rd) our offices in multiple cities around the world were lit purple. This global movement was started by PurpleSpace.org to celebrate and draw attention to the economic contribution of the 386 million disabled employees…

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My passion for neurodiversity began 10 years ago, when I became involved with Els for Autism, an organization that works with children and adults who have autism, as well as their families. At the time, I had a friend who was struggling to find resources for his son with autism. The foundation promotes acceptance and inclusion for people on the spectrum, helping them live independently and find jobs that harness their talents and skills. The organization's focus on autism in the workplace resonated deeply with me, due to the rich experiences I had working with individuals with autism over the course of my career.

Approximately two percent of the population has autism, but it's estimated this number is actually quite low as many individuals go undiagnosed. Of those that have been diagnosed, only 29% have had any sort of paid work in their lives. Personally, I find this tragic, because individuals with autism can be highly-functioning and contributing professionals in any organization. Too often, though, the interview process can pose challenges due to unconscious bias from a hiring manager or interviewer, for example, if the candidate doesn't look an interviewer in the eyes or asks for additional time to complete a test. This bias often unintentionally marginalizes great candidates and means businesses miss out on valuable talent who can contribute and enrich the workplace.

Introducing Google Cloud's Autism Career Program

It is in that spirit that I am excited to announce the launch of Google Cloud's Autism Career Program, designed to further grow and strengthen Google's existing autistic community by hiring and supporting more talented autistic individuals in the rapidly growing cloud industry.

In addition to leveraging the voices of our autistic colleagues, we are working with experts from the Stanford Neurodiversity Project (part of the Stanford University School of Medicine), which provides consultation services to employers to advise on opportunities and success metrics for neurodiverse individuals in the workplace.

One key pillar of our program is to train up to 500 Google Cloud managers and others who are involved in hiring processes. Our goal is to empower these Googlers to work effectively and empathetically with autistic candidates and ensure Google's onboarding processes are accessible and equitable. Stanford will also provide coaching to applicants, as well as ongoing support for them, their teammates and managers once they join the Google Cloud team.

We're taking this approach to break down the barriers that candidates with autism most often face. In addition to bias, there may be challenges with how interviews are structured or conducted without the right tools. For these reasons, we will offer candidates in this program reasonable accommodations like extended interview time, providing questions in advance, or conducting the interview in writing in a Google Doc rather than verbally on a call. These accommodations don't give those candidates an unfair advantage. It's just the opposite: They remove an unfair disadvantage so candidates have a fair and equitable chance to compete for the job.

This program is just one example of Google Cloud's commitment to inclusion, and it is an important step forward to building a more representative team and creating value for customers and stakeholders.

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Google Cloud launches a career program for people with autism | Google Cloud Blog

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My passion for neurodiversity began 10 years ago, when I became involved with Els for Autism, an organization that works with children and adults who have autism, as well as their families. At the time, I had a friend who was struggling to find resources for his son with autism.

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Founded in 2013 by two MIT engineers, Ultranauts (formerly Ultra Testing) is on a mission to demonstrate that neurodiversity is a competitive advantage for business. To achieve our mission, we're building a world-class quality engineering firm that delivers superior value for our customers, and designing a Universal Workplace that embraces diversity and serves as a replicable blueprint for other employers.

Ultranauts has been growing over 50% annually while maintaining a 100 Net Promoter Score among customers, and when benchmarked against global IT firms, we've delivered measurably superior results. Ultranauts has also built the world's first fully remote workplace for cognitively diverse teams, with colleagues working in 29 states across the U.S. More than 75% of our professionals across the company are on the autism spectrum, and 100% of Ultranauts believe our differences make us better together.

Ultranauts is reimagining how a company hires talent, manages teams and develops careers to empower our teams to perform at their best. From data-driven recruiting to objectively assessing talent (based on aptitude assessments and job simulations instead of solely relying on resumes and work experience), to flexible business practices for harnessing unique strengths (e.g. remote workplace, desired-time-equivalent work week, Inclusive Agile practices), to a supportive culture that promotes continuous learning (via personalized learning pathways), we're designing a Universal Workplace where everyone is empowered for success.

As a private, mission-driven company, we balance profit and purpose. Maximizing profit alone would turn us into a singled-minded wealth creator which is not who we are. Focusing on purpose alone would turn us into a non-profit service provider, which is not what we do.

As a cognitively diverse, high-performing company, our culture combines respect and excellence, which allows us to tap into each other's strengths and create value for our customers.

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A Different, Better Firm As Ultranauts, we believe our differences make us better together. The diversity of human minds can be a powerful asset in any industry, and our differences can propel us forward to better ideas, better teams, better organizations, and a better world. Ultranauts Co-founders

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Neurodiversity@Dell Technologies offers internships and full-time career opportunities for neurodivergent job seekers. Program participants are offered skill-based interviews and provided with a variety of employee support resources once hired on.
Please review the program offerings outlined below and submit your profile information to join our talent network.

Internship Opportunities

Full Time Opportunities

The internship program invites participants to engage in a 10- 12 week summer internship opportunity.

The internship program is only open to applicants who are currently enrolled in a college or university. All interns will be considered for full time employment opportunities following a successful internship experience.

The recruiting period for summer internships will close on February 1, 2023. Please use the link below to express interest and share your information.

The Neurodiversity@Dell program offers full-time opportunities across a variety of role types and career levels.

The program is seeking individuals who meet the criteria for the roles available.

At this time, we unfortunately do not have any full-time positions aligned to the Neurodiversity@Dell program. If you're interested in staying informed as future opportunities open, please use the link below to express your career interest and share your information.

Complete Your Profile

Complete Your Profile

Employee Testimonials

"The Neurodiversity Program allowed me to present the full picture of myself, not solely focused on my speech fluency. I felt comfortable sharing my knowledge, despite my stutter, and was hired into Dell's Global Technology Audit Group within the Finance organization." - Kate C., Information Systems and Security Advisor

"Right from the start, I shared with my manager and team that I identify as being on the autism spectrum. Everyone has been receptive and supportive. Clear communication and expectation management has helped my manager understand how I operate best." - Tim Y., Data Science Analyst

We are excited to see Dell broade n our talent initiatives to include this program focused on qualified neurodivergent individuals. It aligns with our efforts to ensure that we are tapping multiple talent pipelines to broaden our overall inclusion with our incoming hires.

Brent Amundson, True Ability Board Member and SVP, Global Talent Acquisition

Be The First To See New Opportunities

Join Our Talent Network

Sign up, stay connected and get opportunities that match your skills sent right to your inbox.

Open Form

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Neurodiversity@Dell Technologies offers internships and full-time career opportunities for neurodivergent job seekers. Program participants are offered skill-based interviews and provided with a variety of employee support resources once hired on. Please review the program offerings outlined below and submit your profile information to join our talent network.

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We're proud to have an incredibly diverse and vibrant workforce - full of unique individuals with different backgrounds and experiences. The Autism at Work program provides support to candidates on the spectrum during the hiring process, and offers a variety of resources to facilitate the success of the employee once they are on the job.

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We're proud to have an incredibly diverse and vibrant workforce - full of unique individuals with different backgrounds and experiences. The Autism at Work program provides support to candidates on the spectrum during the hiring process, and offers a variety of resources to facilitate the success of the employee once they are on the job.

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CLEVELAND - Bob Darrow started as a data analyst at KeyBank in Brooklyn last summer. A numbers guru, he sifts through data for KeyBank's loan services operations and creates spreadsheets for others on his team.

At 47, he hadn't held a full-time job in more than 20 years.

Darrow has autism. And he is an absolute rock star at KeyBank, his bosses say. He's better at some parts of his job than a computer would be. A graduate of Cleveland State University, Darrow for years has drifted in and out of jobs, many of them below his skill level. His previous job was stocking shelves. Before that, he did document imaging.

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He loves his position at KeyBank. "It's really cool," he said. "I'm in the game. This was such a godsend."

Darrow was hired through a new partnership between KeyBank and The Precisionists, a 3-1/2-year-old venture aimed at recruiting people who have various disabilities and matching them with jobs at companies nationwide such as Pfizer, UBS, Exelon Energy and Vanderbilt University.

The Precisionists, based in Delaware, assesses prospective employees and trains them for jobs that match their skills. Roughly two-thirds are hired and placed on a contract basis with companies; the rest aren't ready for employment just yet.

So far, eight people have worked at KeyBank through the partnership, in positions such as anti-money-laundering, fraud detection, data entry, analysis and the mailroom. All have autism. Three more are coming on board in the next couple of weeks.

Michael O'Boyle, a senior vice president at KeyBank, noted studies show the brain of a person with autism processes 42 percent more information than a neuro-typical one. And frankly, people with autism tend to be better at many tasks than traditional employees.

"This isn't just a feel-good story. It's delivering results," O'Boyle said. "It's mission and margin."

Many people with autism offer skills that are highly desired, such as the ability to focus and not get distracted, said Evan Taylor, a project manager for The Precisionists who works on-site at KeyBank.

Indeed, for some people with autism, the issues that often represent challenges for them are actually assets to employers.

At KeyBank, workers with autism tend to excel at repetitive tasks and they're detail-oriented, O'Boyle said. They're fantastic at detecting money-laundering patterns, for example. They also demonstrate accuracy, honesty, reliability and perseverance, he said.

Most employers don't realize what they're missing by not reaching out to people with disabilities, said Patricia Otter, president of the nonprofit UCP of Greater Cleveland, which works with people who receive disability benefits. "It's the disability that is their strength," Otter said.

Ernie Dianastasis, CEO of The Precisionists, founded the company in mid-2016 after his IT services company hired a handful of people with autism to do software development and testing. The results were amazing, he said. The newly hired workers had a great work ethic, they were loyal and they were precise. Thus the precisionists. "It was off the charts. That's when the light bulb went off," he said.

Dianastasis said many people with autism have plenty of ability, but may not do well in a job interview. "This is not a group that is going to make small talk. Or they may sit there and fidget or may not look you in the eye."

Taylor Trovato, 27, feels like her job in data entry at KeyBank is perfect for her. In addition to data entry, she sorts and scans mail. When an item gets returned to KeyBank because of an incorrect address or error, it's her responsibility to solve the issue and update the data.

Like Darrow, she's worked in other jobs before. But they either were only part-time or weren't challenging enough. "I've always wanted to do office work," said Trovato, of Seven Hills. "I love it here."

Workers earn market-competitive wages. The workers at KeyBank are technically employed by The Precisionists and are contracted out to KeyBank.

The Precisionists now has hubs in Philadelphia, Nashville and Phoenix and is considering opening one in Cleveland if it believes there's enough demand now that KeyBank is on board. At a hub office, people could apply to be assessed, evaluated and trained for jobs at various companies, perhaps large employers such as Sherwin-Williams, Progressive and Eaton, Dianastasis said. O'Boyle said many employers like KeyBank today find there's a shortage of good workers with the skills they need.

Dianastasis cites studies that 75 percent of people with autism are unemployed or underemployed, which is such a waste, he said. "You just need to understand where people's strengths are," he said. For example, workers with autism tend to thrive at software coding, pattern recognition and repetitive tasks.

"There is not a shred of charity in this model," Dianastasis said, adding that his employees are "as good as or better than other employees ... The program would never be sustainable if the performance wasn't there."

At UCP of Greater Cleveland, which helps place people with disabilities at local employers, Otter said she believes The Precisionists is the first private company operating locally with this business model. And she hopes The Precisionists can find more opportunities locally.

Each year, her agency places about 125 people with various developmental, physical, behavioral and intellectual challenges. UCP clients get referred because they receive disability benefits. UCP assesses them, trains them and helps them apply for jobs and prepare for interviews.

But there are probably several thousand local residents with disabilities who could work and need jobs, said Paul Soprano, director of adult services at UCP. "There's a huge untapped labor pool out there," he said.

Otter said employers may not turn to UCP or other agencies because they don't realize its services are a free way to find good employees.

So far, most of The Precisionists' employees have autism, attention deficit hyperactivity disorder or obsessive-compulsive disorder. The company also is starting to recruit veterans with disabilities and people with hearing or vision issues. Its goal is to create 10,000 jobs for people with disabilities by 2025. Currently, it employs about 110 people with disabilities, plus about 25 in leadership.

Soprano at UCP said everyone wins when companies hire people with disabilities. Companies get productive employees, workers feel fulfilled and society benefits too. He said people placed by UCP contributed $1.5 million in wages in the community.

O'Boyle said KeyBank may offer some permanent positions with benefits to some of the current Precisionists contractors. And the company will look to place Precisionists workers in other departments, such as technology and operations, risk and consumer banking. "Essentially we are looking for areas that require laser focus and repeatable tasks," he said.

There are plenty of people around Cleveland who could fill those positions, said Sally Farwell, president and CEO of Achievement Centers for Children in Highland Hills, which works with children and adults with various physical and developmental disabilities.

"There are a whole lot of individuals sitting at home who want to do meaningful work," Farwell said.

She added that partnerships like the one between KeyBank and The Precisionists are preparing the workplace for disability diversity. Employers could discover a whole new labor pool out there, she said.

For its part, KeyBank is thankful for the partnership and hopes to be a model other Cleveland-area companies could follow, O'Boyle said. "Key is changing lives with this program."
© 2020 The Plain Dealer
Distributed by Tribune Content Agency, LLC
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Workers With Autism Excel Through New Program That Is Model For Others

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CLEVELAND - Bob Darrow started as a data analyst at KeyBank in Brooklyn last summer. A numbers guru, he sifts through data for KeyBank's loan services operations and creates spreadsheets for others on his team. At 47, he hadn't held a full-time job in more than 20 years. Darrow has autism.

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