What could karaoke possibly have to do with autism and workplace stigma? We’ll get to that, but first, allow us to explain what we do for a living.
We are both privileged to work in the Employment Program at an agency called Job Path, where we match people with autism and other disabilities with jobs in a wide array of workplaces. More than half the time, it is their first job.
Jim Avanzino and Ben Wollner together at Job Path
How do we do it? We use a U.S. Department of Labor-endorsed practice known as Customized Employment, which offers an alternative track for work opportunities for many people with autism and other developmental disabilities. First, we meet with job seekers to pinpoint the skills and talents they can bring to the workforce and the conditions they need to be successful on the job. Next, we work with employers to create a job match that works for both the employer and the job seeker.
Once hired, we then coach the employee to navigate their new workplace and overcome hurdles they may face. For some, that means checking in now and then to make sure things are going smoothly. For others, it might mean meeting with them every day.
Sometimes, an employee’s support needs can change depending on shifts in the workplace or the introduction of new responsibilities outside of their regular routine. A lot of our employee participants have a very methodical and proficient way of doing their work tasks, but then something new comes up, and they need a little help. Some of our job is to make sure communications between an employee and the employer are getting through in the right way—if a new task is added to their work, the employee knows what to expect and can do it.
The Challenge of Stigma
The work we do is incredibly rewarding but not without its challenges. And one of the most serious challenges we face is overcoming the obstacle of stigma.
Stigma is particularly insidious because it can be both external and internal. By external stigma, we mean the negative or skeptical attitudes many employers have about a person with autism being able to carry out a job or fit into their workplace. This not only adversely affects an employee’s ability to fulfill their potential but also undermines their confidence and their belief they can do their job.
In other words, the external stigma of the workplace is then internalized by the employee. External and internal stigma can feed off each other in a downward spiral.
External Stigma
From the outset, many employers—even the most well-intentioned—tend to be skeptical of a person with autism in the workplace, their skill level, or ability to adapt to changing needs. Many believe people with autism are not intelligent, that they can’t really handle working, that there are certain jobs they can’t do, they won’t understand instructions, and that they won’t fit in.
Sometimes, our participants are stigmatized even before showing up for their first day of work.
We see this when workplace supervisors want to give instructions to our agency’s job coaches instead of to the employee directly. We tell these supervisors that they can just talk to the person directly. We also assure them that going forward, they can even have tough conversations with our participants and hold them accountable as needed.
We find that our participants benefit from having responsibilities with the same accountability as anyone else. They absolutely can do their jobs when they are given their expectations clearly and directly. Like anyone else, they just need things explained to them. And just like everyone else, they can thrive when they are trusted and not talked down to.
Internal Stigma
But, of course, they are sometimes talked down to. External stigma is then quickly internalized by the employee. It becomes a self-stigma of sorts as they are overcome by a lack of confidence in their abilities.
For all of us, confidence can be the difference between job success and failure. And while we all can suffer from bouts of underconfidence, it can be especially true of people with autism. Some have been stigmatized well before entering the workforce and thus begin a new job at a disadvantage.
For our participants, success is found by helping to build their confidence to help them focus on what they can do when so much of their lives they’ve heard about all the things they can’t do. And they do have strengths—lots of strengths.
Overcoming Stigma and Finding Success
With more information available today to the public and employers alike, we like to believe things have gotten better over the years, and the persistence of workplace stigma has lessened somewhat. By highlighting the vital role that DSPs serve in the lives of those, we support, campaigns such as #MoreThanWork in New York help educate prospective direct support workers about this incredibly rewarding role and how their work can make a difference in the lives of people with autism and other developmental disabilities while promoting inclusion in the community.
We also like to believe that people like us out there educating employers and advocating and supporting our participants has helped quite a bit, too. The proof is in the pudding, and there are countless success stories we can share from our own experience and our colleagues at Job Path. Unfortunately, there is a word limit on this column, so here are just a few:
- One participant started working eight hours a week managing inventory in the technology department at a private school in Brooklyn. Soon, staff from other departments began asking, “When can I get some of James’ time?” Now, he works 35 hours a week, shifting between multiple departments.
- Devon is an office assistant at a family-owned civil contractor in Jamaica, Queens. Asked what skills he brings to the job, he says, “My professionalism, my organizational skills, and my keen eye for spying is something that the team might have missed.” His maintenance facility manager says, “Devon has such a good work ethic—it’s amazing. He takes a lot of pride in his work, and he cares so much.”
- Chloe works at a nonprofit that provides CPR and first-aid training. Asked what makes her feel good about her job, she says, “That feeling of looking back at my list smiling because, at the end of my shift, I accomplished my goals.”
- Ferid works in maintenance in the Bronx, where one of his managers praises his skills and positive energy. “He is always trying to do more, he’s always willing and eager to learn. His attitude towards everyone is amazing.”
- Another participant began a job simply scanning documents, but his employer kept giving him more and more responsibility, followed by a promotion. “He’s so proud of his work, and he should be proud because he’s good at what he does. It’s a skill—it’s not a job that everyone can do.”
- And finally, we are reminded of a participant who worked for a security company. The company’s initial reaction was that this person just wouldn’t fit in and be able to socialize. But after a while, he really did fit in, to the point that at a company karaoke party, he was the last person on the floor.
We can sing his praises all day.
Jim Avanzino is a Director of Employment, Extended Services, and Ben Wollner is a Supported Employment Program Counselor at Job Path. Founded in 1978, Job Path serves hundreds of New Yorkers with autism and other developmental disabilities every year. Employment is our largest program, with about 300 people who receive support to find jobs and succeed in the workplace. Learn more about the organization at www.jobpathnyc.org.
