How One Company Is Redefining Hiring And Working With People With Autism
Unemployment among those with autism is approximately 85 percent. This statistic means that roughly two-thirds of people with autism are not working. In general, those with autism had lower employment rates and higher social isolation rates than people with other disabilities.
Dell Technologies has created a program to help solve this problem. Three years ago, they launched their Autism Hiring Program. Their goal was to expand their talent pool while bringing traditionally underrepresented groups into their workforce. Since its launch, the program has helped individuals in the Boston and Austin areas who on the autism spectrum find employment outside of the traditional interview process.
The pandemic has driven the unemployment rate for people with disabilities to almost twice the national average. Dell Technologies quickly pivoted and converted their Autism Hiring Program into a virtual program, allowing individuals on the autism spectrum to be interviewed, trained, and employed remotely.
Now virtual for the first time, the program is becoming even more integrated, bringing together candidates from Dell’s two key headquarter locations to collaborate and support each other.
“We know that bringing diverse perspectives and different ways of thinking to the table leads to true innovation at work,” Lou Candiello, Senior Manager, Diversity Talent Acquisition, Dell Technologies, said. “That was a driving force behind our Autism Hiring Program and the need to champion neurodiversity in the workplace.”
I spoke to Candiello and Brooke Barr, a Senior Analyst, Business Intelligence at Dell Technologies, about this initiative and why many individuals on the autism spectrum are either unemployed or underemployed despite having the skill sets needed in various industries.
Reimagining Hiring And Employment
The Dell Autism Hiring Program was developed in partnership with our True Ability Employee Resource Group, a group for their team members impacted by disabilities or special needs. It is becoming a shining example of team members and their HR organization coming together to create real change.
“The program provides career readiness training and possible full-time career opportunities for individuals on the autism spectrum,” Mr. Candiello explained. “Because people on the autism spectrum can struggle with social interaction during a traditional job interview, the program instead gives candidates the chance to showcase their skills in action.”
Ms. Barr, who is on the spectrum, confirmed that interviews are a challenge. “My job search was long and very frustrating before finding the Dell Autism Hiring Program,” she said. “I would get some interviews but then not be picked based on challenges with social skills during interviews.”
Amending the typical interview process, Dell offers two weeks of instructor-led classroom sessions in which candidates learn more about Dell, meet with hiring managers, and work on real-world projects in their field. Qualified candidates are then invited to participate in a 12-week internship with the potential for full-time employment to follow.
When asked how “neurotypical” employees have been responding to co-workers with special needs, Mr. Candiello answered, “Managers who have hired individuals through the program have told us what they’ve learned throughout the accommodated interview process. They’ve shared how the program has taught them new ways to best support all team members and be more intentional, thoughtful, and inclusive.”
Ms. Barr has found not just the other employees but the experience to be educational for all involved. “Since starting at Dell, I feel like I am a productive member of society,” she shared. “I have access to the same level of employment that non-disabled people have. This hiring initiative levels the playing field and gives people on the autism spectrum a chance to show their true abilities rather than simply arbitrarily talking about them in a traditional interview.”
That’s not to say that there aren’t occasional communication difficulties. “If I do not understand something, I tend to ask for clarification with lots of questions,” Ms. Barr said. “I just say, “I sometimes struggle with ambiguous language. Can you clarify more?” Most of the time, being on the spectrum does not come up in work conversations, and in general, there have not been any negative experiences with my fellow team members.”
The Benefits of a Diverse Team
While on the surface, it may sound like more work, the program has its benefits. “This program has helped us reach a very skilled talent pool that is often overlooked,” Mr. Candiello explained. “We’ve seen the team members who have come in through our program drive incredible business results with a new way of thinking – leaving footprints of innovation on all that they do. For example, one individual hired through the program finished an eight-week assignment in just two weeks – proving that by opening our doors to unique talent, we are opening up endless possibilities for our future workforce. Another learned a powerful data analytics tool that typically takes months to know in just one week to improve our supply chain’s decision-making capabilities.”
According to Mr. Candiello, full-time hires from the Autism Hiring Program have filled positions spanning some of the most in-demand skillsets, including engineering, cybersecurity, supply chain, auditing, automation, etc., data analytics. They also report a 100% retention rate of the team members hired through our Autism Hiring Program.
“The success of our virtual Autism Hiring Program this year shows us there is a greater opportunity to expand our talent pool further, outside of our headquarters in Austin and Boston,” Mr. Candiello adds. “We are exploring expansion of the program into other markets next year – opening the door for opportunity for individuals on the autism spectrum across the U.S. as we continue to drive business results for the company.”
Advice for Others Considering Hiring Those with Autism
“My advice to other companies is to see the need and opportunity that exists in employing individuals on the autism spectrum,” Mr. Candiello recommends. “Remember to start small when developing your program and ensure you have the right, passionate team members and partners to help you build it in a scalable way.”
“We truly believe the kind of change we need to see as an industry regarding diversity and inclusion cannot happen in a silo,” Mr. Candiello adds. “It takes collaboration and working together to share ideas and drive change.”
Ms. Barr agrees and encourages companies to open up their minds when hiring those on the autistic spectrum. “Have patience - both for people on the autism spectrum and those who are not,” she said. “No matter what brain type a person has, everyone should have access to the same level of respect and employment opportunities.”