NextWork: Employing Young Adults with Autism
Outcomes Based Financing
Why?
Why? KNOWLEDGE CREATION
Creating a culture of experimentation drives program quality
LIMITED UNCERTAINTY
All stakeholders know whether or not the program had the intended effect
NEW FUNDING SOURCES
GOVERNMENTS AND FUNDERS ONLY PAY FOR WHAT WORKS
Reduced uncertainty about the effect allows for pricing financial instruments not previously leveraged in this space Investors take the risk so governments don’t have to, and governments only pay for programs that produce results
Positive Externalities of the Pay For Success Framework Impact measurement methodology permeates the agency
Cross-sector evidence building
New approaches to problem-solving and program design
Workforce Development “...a national, regional, provincial or sector-based system that serves a dual function: of enabling individuals to acquire technical knowledge, practical skills and attitudes for gainful employment or improved work performance in a particular trade or occupation; and of providing employers with an effective means to communicate and meet their demand for skills.” —The World Bank Group, 2010 When asked if new hires were prepared for entry-level employment, 72% of providers surveyed said “yes”—only 42% of employers said the same.
(McKinsey & Company, Education to Employment: Designing a System that Works, via Cicero Social Impact)
Bridging the Workforce Development Gap Informs hiring process
Workforce
Employers
Young adults with Autism Spectrum Disorder
Across industries and sectors
Provider: risk minimization & supports
SUPPLY
DEMAND Informs program design
How we’re approaching this ... Informs hiring process
Workforce
Employers
Young adults with Autism Spectrum Disorder
Awareness and engagement
Provider: risk minimization & supports
SUPPLY
OUTCOMES
DEMAND Informs program design
So What? Outcomes of NextWork ● ● ● ●
Sustainable, Good-fit Employment Economic Empowerment Cost Savings Community Inclusion
So What? Outcomes of NextWork ● ● ● ●
Sustainable, Good-fit Employment Economic Empowerment Cost Savings Community Inclusion
To get here, we have to understand employers’ needs and perception of autism and disabilities.
Employer Interview Takeaways Employers often overlook disabilities, especially ASD, as a consistent element of workforce diversity.
“A lot of our hiring initiatives right now are around female leadership… but none that deal with mental disabilities, just gender and physical disabilities.” - Corporate Recruiter, Analytics Company
When prompted, employers can often think of multiple positions individuals with ASD could fill.
“Software development is a natural for them, problem solving, dealing with large sets of data and numbers - the way their brains are wired allows for that kind of thinking.” - Technical Recruiter, Education Tech Company
Employers are willing to make reasonable interview and on-the-job accommodations for individuals with ASD.
“If the [interview] candidate feels uncomfortable, we are more than open to changing aspects of the interview process, and we have done that in the past.” - Hiring Manager, Software Company
Employers will hold employees with ASD to the same job requirements and performance standards as neurotypical employees.
“We would need individuals with ASD to follow the same processes as other employees. We have to be consistent in our hiring practices and management.” - VP of Recruiting, Financial Services Company
Employers are willing and interested to learn more about how to successfully hire and employ individuals with ASD.
“We would like to meet candidates with ASD to see the types of skills they could bring to the table… I’m always looking at different avenues to recruit and retain employees.” - HR Generalist, Manufacturing Company
What are employers in Utah telling us? ●
Surveys sent to businesses and employers across Utah
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Support for survey dissemination came from Utah Employers Council, Salt Lake Chamber of Commerce, South Salt Lake Chamber of Commerce, Utah Technology Council, Governor's Office of Economic Development, Women Tech Council, & Neumont College
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Targeted corporate leadership and hiring decision makers (e.g. HR managers).
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Survey was intended to solicit feedback from community employers to better understand their perspectives on hiring individuals with ASD
Who We Surveyed
A variety of Industries were represented ●
Technology
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Transportation & Industrial Services
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Construction
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Higher Education
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Manufacturing & Production
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Nonprofit
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Engineering, Drafting, & Design
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Service
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Health
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Banking
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Retail
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Government
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Sales & Distribution
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Financial
When considering diversity in hiring, which disability conditions are currently represented in your company?
Example Vignette
What are areas of concern for this applicant?
What options does this applicant have for employment in Utah?
What level of salary could this applicant expect to earn?
Lessons Learned ● Employers are willing to hire individuals with ASD. ● This broad finding occurs across industries for a variety of positions. Needed are: ● Outreach efforts to connect employers to this workforce ● Support for individuals with ASD to connect them to available employment opportunities
What You Can Do... ● Participate in survey ● Participate in an in-depth interview ● Share survey with colleagues
Come talk to us during Breakout Session 2 in the NextWork Classroom, located across the parking lot!
Group Contact Info Tyler Hardy Engagement Manager, Cicero Group thardy@cicerogroup.com
John Davis, PhD Assistant Professor, Educational Psychology, University of Utah davis.john@utah.edu
Genevieve Smith Chief Data Management Officer, Columbus Community Center gsmith@columbusserves.org
Nick Fritz Senior Associate, Sorenson Impact Center nick.fritz@sorensonimpact.com