Els for Autism Supported Employment Services

The Els for Autism Foundation is excited to welcome your organization as a new employer partner. Individuals with autism spectrum disorders (also referred to as ASD or autism) and other intellectual and developmental disabilities represent an underutilized employment talent pool that has been proven to result in positive impacts on businesses, customers, and the community. Hiring individuals with autism and other developmental disabilities enhances corporate diversity initiatives and provides solutions to core business operations. Els for Autism employer partners often report that employees hired through the Supported Employment Program demonstrate the qualities companies look for in great staff loyalty, outstanding attendance and punctuality, job tenure, and adherence to policies and procedures.

This guide is intended to provide new employer partners helpful insights and best practices for mutual employer/employee success. It is meant to supplement, but not replace, information and support provided by the Els for Autism appointed Job Coach. The Foundation’s goal is to connect trained, qualified, and engaged job candidates with local employers, and to offer support to employees as they become independent in their new jobs.

Employer Spotlight

“HE IS SUPER FOCUSED, SUPER ON POINT, AND HE ALWAYS DOES A GREAT JOB. HE DOES EVERY K-CUP PERFECTLY.” – AMY DUELL, GENERAL MANAGER, OCEANA COFFEE ROASTERS

Oceana Coffee, Palm Beach County’s first specialty coffee roasting business based in Tequesta, Florida, has been in business since 2009, with two café locations in the Tequesta area and a growing wholesale business. Oceana initially employed an intern through The Learning Academy at The Els Center of Excellence. The intern experience was so rewarding that when the opportunity arose to hire a graduate of the Work Experience Program, Oceana Coffee was quick to jump onboard.

The hiring process started with defining the position and its requirements. They worked with the Foundation to interview several candidates until they found the person who could work well within the defined requirements of the position. The person they hired is Bryan Jaimes Bryan has been working at the roasting house since January 2019 and has been a valuable addition to their team. He started out with an eight hour per week schedule, and within two months was given an additional four hours because of his proven ability. Bryan is now working three days a week creating Oceana Coffee’s K-Cups and packaging them into boxes.

Bryan has a job coach, Paula Facey-Matthews, from the Foundation, who visits Bryan at Oceana Coffee to ensure that he is staying on task and doing his job efficiently. Her involvement has lessened greatly over time; now visiting him only once a week, with the aim of fading her support to periodic check-ins. “He has become very independent,” Paula said.

When asked about the initial hiring and onboarding process, Amy stated, “The people helping [from the Foundation] are there every step of the way, any time of the day.” This support level is what has made this process of hiring an individual on the spectrum so straightforward.

Since being hired, Bryan has grown with the company and has helped his co-workers grow as well. “I think every employee has learned patience from Bryan,” Amy says. She has also recognized Bryan’s deeper capabilities. “It opens up your eyes to see what’s possible,” Amy said. “Bryan is a huge part of our team now,” she said. Amy’s advice to other companies on the fence about hiring an adult on the spectrum: “Don’t be scared to try it out; meet the individuals that are out there. It’s an amazing opportunity to help someone and to grow your team and your business.”

Culture & Planning

Enhancing your company’s inclusive hiring practices is a strategic business decision that requires a top-down shift in the workplace culture. Like any successful business initiative, it starts at the top.

• Senior leadership must be ambassadors for culture change; fully engaged in the support of a collective effort between management, employees, and customers.

• Take an honest look at the company’s current culture as it relates to diversity and inclusion. How are employee differences celebrated? How do current hiring practicesaccountfordiversity?Howwillyourteambenefitfromamoreinclusive workforce?Understanding the company’s baseline will help in establishing clearly defined objectives and formulating a strategic action plan.

• Adopt a consistent approach to objectives and a flexible approach to processes. In other words, encourage managers to keep an open mind when reviewing processes that may be working against the company’s objectives, instead of in support of them.

Management & Team Training

A new program needs a CHAMPION

Start in a department where the leader shares the vision. Success should stem from passion, not coercion. Once departments with initial reservations see the positive impact, they will naturally lean-in.

Dawan Bradham

Extraordinary

Els for Autism Foundation provides on-site training for managers and staff to support existing diversity initiatives and enhance workplace culture.

• Education is key to breaking down preconceived stigmas and fears about working with a new colleague that has a disability, such as autism.

• The training offered by Els for Autism staff will be tailored to address the specific behavioral traits, unique skills, and potential challenges associated with the new team member joining your organization.

• Training is a critical component to assuring management and team buy-in.

• Training helps managers and colleagues understand the unique benefits that individuals on the autism spectrum can bring to the workplace.

• Training sets expectations and best practices on the frontend, helping to avoid future potential issues.

• Managers and colleagues are taught specific social engagement techniques to aid in their interaction with individuals with autism in the workplace.

• Els for Autism staff will work with employers to identify natural supports and accommodations to ensure success.

In addition to offering on-site employer training, webinar resources are available on The Foundation website (www.elsforautism.org/autism-resources/free-webinars)

Supporting Emotional Regulation in the Workplace Sensitivity Training for Employers

What is Autism Spectrum Disorder?

Recruiting Qualified Candidates with Autism Spectrum Disorder

Hiring and Onboarding Process

Keys to Successful Support & Providing Accommodations

Christine Raymond, Esq., General Counsel

Affecting Your Bottom Line – The Impact of Hiring Individuals with ASD

Successful Onboarding

Comprehensive and well-planned onboarding is a key factor to ensuring a successful transition for the newly hired team member.

• Individuals with autism are typically visual learners. Any information provided during onboarding and orientation should be given in writing and can be reviewed with support of a Job Coach to ensure comprehension.

• Provide important information before the scheduled start date to help the new team member prepare for their first day on the job (e.g., arrival time, orientation details, work schedule, uniform or dress code expectations).

• Help the new team member feel welcomed with introductions to management and key personnel.

• Provide a tour of the worksite facilities, including location of timeclocks, staff restrooms, breakrooms, lockers, and other employee areas.

• Review important safety procedures and expectations.

• Introduce the company’s culture, mission, philosophy, and any company-specific terminology.

• Invite the new team member to join colleagues for lunch or breaks to help them feel welcomed.

• Be patient. Being the new person at a worksite comes with expected challenges. Review locations of employee areas, performance expectations, workplace culture standards, and policies as needed.

• Provide accommodations, as needed, to set the stage for success.

Initial Job Training

Scheduled, well-planned, and thorough job training are keys to successfully onboarding all employees and ensuring a swift transition from new hire to engaged, productive team member.

• Consider differing interpersonal communication and learning styles. Job Coaches can support employers in determining appropriate learning approaches and providing helpful visual aids, diagrams, and check lists.

• Job training should be detailed, specific, and clearly defined.

• Create a standard work pattern to help the new employee understand job duty priorities and routine task orientation.

• Explain the resources and tools available and how to ask for assistance when needed.

• Ensure the new team member has access to an onsite supervisor to answer questions and to provide performance feedback and instruction.

• Provide detailed performance and code of conduct expectations.

• Ask the new team member how you can be most supportive to their successful initial job training.

• Remain consistent with training schedules and practices.

• Be patient and retrain as needed.