Tuesday, June 25, 2013

Goodwill Industries Exposed

I thank my friend and fellow autism writer, speaker, and advocate James Williams for drawing my attention to the pay scandal at Goodwill Industries.  Like many sheltered workshops for disabled people, the Goodwill Industries pays many of its disabled workers much less than minimum wage.  This discriminatory policy is legal in the U.S. because disabled people are not considered worthy of being paid even minimum wage, let alone a living wage.  The justification for this discrimination was written into the Depression-era Fair Labor Standards Act in 1938.  Thus, the New Deal included a foundational document which legalized discrimination against disabled people, and which created two classes of Americans: "normal" people who are entitled to labor market protections and disabled people who are denied these rights.  This legalized discrimination only reinforces and strengthens society's prejudices against disabled people and also makes it much easier for employers to continue to systematically exclude autistic and other disabled people from living wage jobs.

Under Section 14(c) of the law, employers can apply for an exemption certificate which allows them to pay disabled workers less than the minimum wage. University of Michigan law professor Samuel R. Bagenstos wrote a policy brief attacking this policy for the National Federation for the Blind.  In 1986, Congress made the law even worse by removing any floor on the pay of disabled workers subjected to the policy (Bagenstos, p. 4). Thus, disabled workers who are subjected to this approach are not entitled to any wage protections whatsoever. A 2001 report from the General Accounting Office found that 95% of disabled workers subjected to this blatant form of discrimination are in sheltered workshops run by non-profit agencies such as Goodwill Industries and not in private industry (Bagenstos, pp. 4-5).  Also the law has created a boom in the sheltered workshop industry, which has expanded from less than 150 such workshops in 1934 to 2,500 such workshops with 300,000 employees today (Bagenstos, p. 5).

The most humiliating aspect of the policy is a practice called a time study.  Employers determine the amount of time it takes for a disabled worker to perform a given task and then compare it with the amount of time it would take a non-disabled worker to do the same work.  The wages of disabled employees rise and fall every 6 months based on the outcome of such studies.  Non-disabled workers in corporate environments are not subjected to such a policy, and so disabled workers should not be forced to endure it either.

The time studies are a source of enormous pressure for some workers at Goodwill.  Sheila Leigland, who is blind, once earned $3.50 per hour hanging clothes for four years at Goodwill.  But after her knee surgery, her wage was cut to $2.75 an hour.  She quit her job because it no longer even covered the costs of her transportation.

Goodwill Industries has now been exposed for participating in this abusive labor practice against disabled workers.  Not all Goodwill Industries facilities engage in this policy, but 7,300 employees out of 105,000 at this non-profit firm are subjected to the policy.  Some Goodwill facilities in Pennsylvania paid workers as little at 22, 38, and 41 cents an hour in 2011.   Goodwill of the Columbia Williamette paid some workers just $1.40 an hour.  In San Diego, the lowest-paid workers were paid just $3.32 an hour at Goodwill.

Some highly educated but disabled workers are forced to endure this form of discrimination.  Harold Leigland, 66, a blind worker with a college degree and a former massage therapist, currently earns $5.46 in a Goodwill facility in Montana.  He says,"We are trapped.  Everybody who works at Goodwill is trapped."  He feels forced to work in these types of abusive labor conditions because he knows no other employer will hire him due to discrimination. Similarly, a college-educated woman with cerebral palsy was assembling rubber mats for $3 per hour, according to a former federal rehabilitation commissioner.

Goodwill is not the only agency which engages in this form of discrimination.  The Helen Keller National Center, a New York school for the blind, also participates in this practice.  Students at the school earned $3.97 an hour to $5.96 per hour at the Applebee's in Westbury, NY.  Students at the school also earned $3.80 an hour to $4.85 an hour at the Barnes & Nobles in Manhasset, New York.  I imagine that Helen Keller would turn over in her grave if she knew that a school named after her was perpetrating employment discrimination against disabled people.

Thus, while I support the proposal to boycott Goodwill for its abusive labor practices against disabled people, the problem goes much deeper and requires a more systemic solution.  The only long-term answer is for the disability community to come together in a united fashion and campaign to pass a a bill which would  eliminate the discriminatory practices which are allowed under current laws.  This policy continues because it is legalized and institutionalized discrimination, and thus the disability community must work together to end it.  The wage exemptions for disabled people under current laws must end because they are unjust and designed to promote discrimination and prevent disabled people from earning a living wage.  Rep. Greg Harper (R-Miss.) has sponsored a bill to end this discrimination. He said,"Meaningful work deserves fair pay.  This dated provision unjustly prohibits workers with disabilities from reaching their full potential."

I thank the National Federation of the Blind and the Autism Self-Advocacy Network (ASAN) for their activism on this issue.  Andy Voss, ASAN President for Sacramento,CA,said,"It is appalling that organizations that purport to assist workers with disabilities in job training, would hold them back by circumventing the standard of living that minimum wage provides other American workers." I also encourage the broader autism and disability communities to join the struggle against the payment of sub-minimum wages to disabled people in sheltered workshops. The longer term goal should also be to move as many disabled people as possible away from sheltered workshops and toward competitive employment.  The presence of sheltered workshops is an inherent form of segregation and an invitation to exploitation and exclusion. Thus, the aims of the disability community should include the gradual abolition of sheltered workshops and the integration of disabled people into the mainstream workforce.

Thursday, June 13, 2013

Goldman Sachs UK and Freddie Mac Open Finance Doors for Autistic Employees

I support the efforts of organizations such as Specialisterne and SAP which are expanding options for autistic people in the IT field. SAP announced ambitious plans to hire autistic people as 1% of its workforce, primarily in computer programming and quality testing jobs.  SAP's goal is to ensure that autistic people are hired at the same proportion as their percentage in the population and thus fairly represented in the company.  I think the IT field is an ideal place for many autistic people because it is heavily analytical and detail-oriented and not socially driven.  I think every effort should be made to place trained autistic computer scientists into appropriate jobs that allow them to maximize their strengths.

But I also believe the effort to place autistic people into IT jobs by itself is woefully insufficient.  I am a good example of an autistic person who is talented in finance and accounting and not in IT.  When I graduated from college in 1997, these types of jobs were not open to autistic people, and I didn't know I was autistic.  I was blocked from pursuing these types of jobs after college and after finishing a graduate degree in taxation in 2008.

For this reason I strongly applaud the decisions of Goldman Sachs UK and Freddie Mac to begin opening these types of jobs to autistic people.  Between 2003 and 2007 alone, Goldman Sachs UK hired 22 interns in a wide range of departments including legal, corporate services, equities, investment banking, investment research, operations, and technology.  Thus, unlike many other corporations which limited autistic people to IT jobs, Goldman Sachs decided to open a wide range of opportunities to autistic job candidates.  Of the 22 interns, 4 are currently working permanently at the company in investment banking, operations, and settlements.  Goldman Sachs UK hired these interns in cooperation with Prospects, the innovative employment service of the UK's National Autism Society.

Richard Bremer explained the bank's reason for hiring autistic people:
"Employers can hugely benefit from the skills and qualities a person with ASD might bring to a job in their company. People with ASD tend to be reliable, hard working and motivated. Their attention to detail is often well above average, as are their high levels of accuracy and consistently good performance on repetitive tasks. Their approach is straightforward and honest. They may have technical skills of a high order and a good knowledge of facts and figures.
A sound business case can be made for employing more people with ASD. The firm gains reliable and effective employees, progresses towards meeting its commitment to diversity and raises awareness of diversity among its staff."

I can only hope that more companies begin to realize that excluding autistic people from the workforce is a huge mistake.  Employers are knowingly choosing to miss out on a huge talent pool which can make a tremendous contribution to their company. 

Jonathan Young, a business analyst at Goldman Sachs UK, is a great example of a young autistic person who has benefitted from these advances.  "I'm the company's global go-to guy for all the information used in every single one of our internal and external presentations," he says. "I'm moving up the ladder every year in terms of responsibility or promotion. My ambition is to maintain this momentum. In 10 years, I want to be someone fairly big."  He speaks with the confidence of a young man who was embraced for who he was and not blocked from earning a living due to the autism.  

In addition, hedge funds represent an important refuge for autistic quantitative analysts.  The article stated,"Nick Finlay, head of investment management at Hays Financial Technology, said that hedge funds are still willing to recruit candidates based purely on technical know-how: “Hedge funds want gifted technical programmers who are all about problem solving and complex programming. Softer skills are secondary.”  In these positions employers are looking for intellectual ability and not social skills, and so autistic people can flourish in these roles.  

One more encouraging sign is that some investment banks are beginning to adapt the interview process for autistic IT candidates.  Ben Cowan, director of recruiter Astbury Marsden said,"It always pays to flag the condition before interview in order for the bank to manage the process better.”  I hope that one day more employers also work to make the interview process more accomodating and less intimidating for autistic job candidates in a wide range of fields, not only IT.

In addition, I was very excited to see the job descriptions for a summer internship program set up by Freddie Mac, the giant U.S. home mortgage guarantee firm, in cooperation with Autistic Self-Advocacy Network.  The program was started in 2011 and is now in its 3rd year. Two of the positions were in the familiar IT fields.  But one internship was offered in strategy, planning and development under the guidance of the San Francisco CFO.  Another internship was offered in securities. 

I would have flourished in these positions if they had been made available to me earlier.  And so I have mixed feelings upon reading this news.  I am sad that I was denied this opportunity and happy that younger autistic people are finding the chance to flourish professionally.  I hope that Goldman Sachs UK and Freddie Mac are only the beginning of a broader change in the corporate environment in the U.S. and UK.  I hope they start a gradual process of transformation that will eventually lead to the larger scale hiring opportunity for autistic people in finance and business.  I dream that one day autistic college graduates in a wide range of fields do not have to live in fear of being denied a job because of our social differences.   

Mourning Alex Spourdalakis, Seeking Change

Like many autistic people, I am outraged by the murder of Alex Spourdalakis.   I am particularly shocked by the fact the murderer was his own mother.  I am an autistic adult woman who has no children of my own.  But frankly I cannot begin to comprehend the level of evil involved in a mother murdering her own child.   I think the central issue to be addressed is not the failure of the medical community or the media but rather the barbaric choice of a mother to murder her own child.   Broadly I agree with the perspective of Jo Ashline, a mother of a special needs son.

Alex was a 14 year old non-verbal autistic boy who never had a chance to live.  Deprived of proper medical care and then murdered by his own mother, his short life was a tragedy.  Ironically, the well-intentioned autism activists did all in their power to help Alex in the best way they knew how.  They quite correctly protested against the failure to provide Alex with appropriate medical care for his gastro-intestinal problems and against the decision to place him in restraints in a psychiatric ward while he was in a hospital.  And they actually succeeded in their goal of removing him from this hospital that failed to properly care for him.

But they never imagined in their worst nightmares that sending him back to his mother would end up killing him.  They counted on his mother to protect and care for him because the vast majority of mothers have loving instincts.  And as mothers of autistic children themselves, they could not understand that a tiny minority of mothers exhibit murderous instincts toward their own children. The blame for this tragedy ultimately lies with the mother who made this barbaric choice.

I did a brief investigation into the cases of mothers murdering autistic children and found it was not an uncommon phenomenon.  A quick Google search uncovered the murders of at least 5 autistic children by 4 mothers in 2010 alone in the USA.  In addition, at least two autistic children were murdered by their mothers in 2011, including one in the UK and one in the USA.  In 2012, two autistic children were murdered by their mothers in the USA.  The victims came from all walks of life, races, and social classes.  They included:

The victims were often very young and totally defenseless children, 4 of them being under 10 years old.  Daniel Corby was just 4 years old.  Zain and Faryaal Akhter were just 5 and 2 years old.  Jude Tzekov was just 8 years old.  The focus of our mourning needs to be on the innocent children and not on the mothers who chose to murder them.  The children were the most severely disabled autistic kids - often non-verbal, unable to care for themselves, completely dependent upon their parents and caregivers for basic needs such as eating, bathing, and dressing.

In many cases the murdering mothers either killed themselves as well or tried to kill themselves, reflecting a high level of despair about their situations.  The alleged reasons for the murders ranged from frustration about school placements to inability to find housing for children after a pending divorce to fear that social services would take a child away from its mother.

The social service agencies were involved in at least two of the cases, those of Ajit Kaur-Singh, 12, and Zain and Faryaal Akhter, 5, and 2.  The social service agency in the UK that was responsible for Ajit Kaur-Singh's welfare understood that his mother was not capable of taking care of him and threatened to remove him from her care.  Child Protective Services in Texas investigated the Akhter family for leaving Zain at home alone in 2009 while rushing Faryaal to the hospital for a respiratory infection.

Part of the solution to this problem involves providing additional support, especially respite care to mothers and families who feel overwhelmed by the responsibility to provide round-the-clock care for their severely autistic and dependent children.  These mothers are genuinely and understandably overwhelmed, and they need emotional and practical support in caring for their children.  They also are in vital need of regular respite services which can allow them to take an occasional break from the constant responsibility of caring for their children.

But part of the solution is for social service agencies to do a better job of investigating and protecting vulnerable autistic children who are not able to care for themselves.  Social service agencies need better training to help them understand the demands that these mothers face and to detect the early warning signs that these mothers are not capable of providing proper care for their children.  The lives of Ajit Kaur-Singh and Zain and Faryaal Akhter might have been saved if they had been removed from the home and placed in the care of loving foster and adoptive families that are willing to take on the responsibility of raising special needs children.

The broader autism community needs to understand that the responsibility for protecting autistic children lies not only with their parents but with the whole autism world and ultimately the entire society.  Severely autistic children are extremely vulnerable and require a higher level of protection and support than other children.  More programs need to be available to protect autistic children whose parents are incapable of taking care of them. Unfortunately even the best programs and services cannot save every autistic child, but these children are in dire need of extra help from the autism community and the broader society.

In addition, I support the Autistic Self-Advocacy Network's call for the murderers of Alex Spourdalakis to be prosecuted to the full extent of the law.  This atrocity is a hate crime and needs to be treated as such.  According to the press release, his mother and killer refused offered services from the Illinois Department of Children and Families prior to committing this atrocity.  Her murderous act was a hate crime against a disabled person and must be punished severely.

Sunday, June 9, 2013

Support Elaine Day's Writing on Asperger's and Women

i wanted to draw your attention to the work of Elaine Day.  She is a woman and an Aspie.  And she wants to write a book about her experience as a woman growing up undiagnosed on the spectrum.  I think that women are underrepresented as writers in the autism world, and that the experiences of autistic women don't get the coverage they deserve.

Ms. Day is running a campaign on Kickstarter  to raise funds for her project.  She hopes to raise $1,000 within the next 17 days and has already raised $440 toward her goal.  If you can afford to make a contribution and want to support autistic women, I encourage you to do so. I think autistic women and autistic people in general need to support one another and so I am supporting Ms. Day.

Saturday, June 8, 2013

Game-Changer for Autistic Scientists

This post is designed to describe two potential game-changing career options for autistic scientists.  I have found at least two web sites that allow scientists to participate in solving problems for pay.  In this way you can be paid for your knowledge and not your social skills.  Your background in biology, chemistry, physics, and computer science can come in handy and help you.  Large companies post these challenges, and they pay significant sums to solve them.  Your inability to function socially with colleagues and bosses in the workplace does not matter.  Your ability to think outside the box and solve scientific problems can earn you a good income.

One of them is called IdeaConnection, and I have belonged to the site for quite a while.  The payment for solving an idea challenge varies from $500 to $10,000 depending upon the challenge.  They also offer payments of $2,000 for technology sourcing leads, that is finding companies with particular technologies or products.  Some of the projects involve working in virtual teams, whereas others involve working alone.  The online environment makes working in a virtual team easier for an autistic scientist than working in an office setting where social miscues can cause tremendous heartache.

I found the other site, Innocentive, by reading the outstanding book Crowdsourcing: Why the Power of the Crowd is Driving the Future of Business by Jeff Howe.  This site offers even higher payments for solving scientific problems, usually between $5,000 and $100,000 per challenge.  And the profiles of the successful solvers in the book indicate that autistic scientists can succeed in solving problems.  One problem-solver, Giorgia Sgargetta, has a PhD in chemistry but works as a quality manager in a pesticides plant (pp. 41-42).  Ed Melcarek has a masters in physics and now earns a significant income by solving scientific problems.

TopCoder is another web site mentioned in Howe's book on page 122.  The site offers short-term computer science problem-solving challenges that usually take place over 2-3 days and generally offer smaller prizes of $1,200 to $2,000 per challenge solved.

These sites are potential game-changers for unemployed and underemployed autistic scientists who are looking to either expand their income or break out of poverty and support themselves.  Removing the social pressures of working with colleagues and bosses can allow autistic scientific creativity to flourish more fully, thus allowing autistic scientists to maximize their potential and obtain fair compensation for their efforts.

One key point to keep in mind is that scientists should not limit themselves to only solving challenges in their fields.  For instance, Melcarek usually solves chemistry and biology problems using his physics and electrical engineering background (pg. 151).  Karim Lakhani, a PhD candidate in MIT's business school who studied InnoCentive, said,"We actually found the odds of a successful solver's success increased in fields where they had no formal expertise"(p. 151).  For this reason, scientists should try to tackle challenges outside their fields in addition to ones in their areas of expertise.

Count Your Beans: Successful Autistic Owned Company

This blog post represents the first of a series of profiles of successful autistic-owned companies.  The purpose of the series to give hope, inspiration, and practical tips to current and aspiring autistic entrepreneurs.  In addition, the goal is to help autistic entrepreneurs find the kind of business ideas that play to our intellectual strengths and make allowances for our social weaknesses.

Count Your Beans is an example of a successful on-line business owned and run by an autistic entrepreneur.  The founder and co-owner, Karen Krejcha, was diagnosed with autism after her son was found to be autistic.  Ms. Krejcha runs the company along with her husband Chris.  This company sells collectible dolls and bears online with a focus on the Marie Osmond doll line.

I think the company is successful for a number of reasons:

1.  They focus on a specific and well-defined niche.  Thus, rather than trying to sell every type of collectible doll available, they specialize primarily in the Marie Osmond doll line.  This niche focus allows them to maintain relationships with the sales people for Marie Osmond, minimize the size of their inventory, and gain traction among their customers who identify them with a particular well-known brand.

2.  The on-line format allows them to interact with customers via phone and email, thus avoiding the confusion caused by inability to read non-verbal social cues in face to face interaction.

3. They provide constantly updated product news for the Marie Osmond doll line.

4.  Their payment, customer service, shipping and return policies are spelled out very clearly and explicitly in order to avoid any confusion in this area.   Problems in this areas are a common source of customer dissatisfaction, and so they must be addressed properly to avoid problems where possible and to solve them quickly when they do arise.  

5.  Their information section for each product is extremely clear and detailed.  The product name is included  along with a detailed item description, picture, size, price, discounts, the release date, and the item number. Thus, the customer knows exactly what she is ordering when she places an order.

6. The copy for each item is cleverly written, interesting, and designed to keep customer interest.  For instance, the Adora Belle Cowardly Lion from Marie Osmond's new The Wizard of Oz collection #040110153 "will be a great addition to your home. This porcelain cutie is dressed in a Cowardly Lion outfit complete with a badge of courage, furry lion body, mane and tail. Includes The Wizard of Oz Story Book Box."  The copy explains what customer problem the item is designed to solve: providing decoration and art to the home.  In addition, the product's physical attributes product are described in detail.  

7.  Their web page is properly designed to be easy on the eyes.  Thus, each page contains only a small number of items and is not cluttered with too many items.

8.  The inventory is kept constantly updated so that customers know when an item is out of stock or has reached a low level.   This information allows customers to make more informed purchase decisions and avoids the frustration that can arise when a customer orders an item and it is found to be unavailable.

9.  They sell a small portion of their inventory on eBay and Amazon, thus allowing them to reach more retail channels for their products.

10.  They try to entice more customer spending through a customer loyalty program called Bonus Beans.  And normally Bonus Beans expire one year after they have been obtained, thus requiring the customer to spend them withing one year.

11. They have always donated a portion of their earnings to charity, and now they have founded their own non-profit organization called Autism Empowerment.

Thus, the keys to success for an autistic-owned on-line business include serving a well-defined niche, providing clear customer service policies, offering detailed product descriptions, and maintaining constant inventory updates.  The on-line business format plays to the autistic entreprenuer's strengths because it allows to memorize our inventory and eliminates the confusion caused by misread social cues in face to face interactions.  

Wednesday, June 5, 2013

Opening the Closed Systems of Business and International Relations

I am an autistic woman who is writing a self-employment guide for autistic adults.  As a result of our social deficits, autistic people typically struggle perhaps more with marketing than with any other aspect of entrepreneurship. And so my research for my book has focused extensively upon marketing. 

My research has included reading the outstanding book The New Rules of Marketing and PR by David Meerman Scott.   The book is full of excellent examples of marketing campaigns that involved thinking outside the box and focusing on the customer’s needs, wants, and problems.  I highly recommend it for autistic entrepreneurs, and all entrepreneurs who want to improve their marketing campaigns. I found the book incredibly helpful as it has greatly expanded my understanding of marketing and customer-centric thinking.  I also recommend his web site at www.webinknow.com

He emphasizes the importance of understanding the buyer persona that a company is trying to reach. For example, on pages 30 to 31, he tells the story of Mike Pedersen, a golf fitness professional who has succeeded by targeting a very specific demographic: the 60 year old golfer who has declining physical capability.  He develops his content by getting inside the mind of his customers and understanding exactly what they are looking for. 

But I want to ponder a different issue in this blog post.  I wanted to understand why so many big companies were so resistant to adopting his more effective method of customer-centric marketing and so stuck on traditional forms of advertising and marketing that are increasingly ineffective in the digital age.  For instance, on pages 1 to 3, Meerman Scott tells the story of looking on the web sites of the Big 3 car companies when in the process of buying a car.  The car companies bombarded him with ads marketing their products to him instead of trying to solve his problems.

And I realized part of the problem is that the large corporate world, like the international relations field, is a closed system.  In the large corporate world, you are either included as a manager or employee, or you are treated like you don’t exist. In the latter case, you are left on the outside looking in without any prospect of any real communication or meaningful interaction with the corporate entity. 

In my case, I was excluded from the mainstream corporate world when I graduated from college because I didn’t fit in socially as a result of my undiagnosed autism.  And so the corporate world would be likely to automatically dismiss my insights as unworthy of consideration because of my social differences.  I think this resistance to new ideas in the corporate world is a consequence of it being a closed system which excludes anyone who does not fit in exactly with the corporation’s understanding of itself and the world. 

In my original field of international relations, I found a similarly rigid and close-minded attitude among my professors.  I was driven out of the Russian studies department of an Ivy League college in the 1990’s by a campaign of covert anti-Semitism.  As a result, I was prevented from pursuing my original goal of earning a PhD and becoming a professor. 

For many years, I attempted unsuccessfully to participate in the field on a part-time basis as a freelance analyst of international affairs.  But my ideas and insights were repeatedly dismissed because I was not a part of the U.S. foreign policy establishment.  Soon after receiving my autism diagnosis, I told my professors that I couldn’t work in the foreign policy establishment because of my weak social skills.  And I asked them if they could help me find a way to participate in the field on a part-time freelance basis.  Instead of trying to accommodate me, they tried to pressure me to return to a system where I knew that I didn’t belong. 

I think the solution to this problem is for corporations and the international relations field to open their minds to a wide range of ideas and solutions that differ from their preconceived notions of thinking and working.  They need to find a way to include the insights of people like me who think differently, who don’t fit in socially, who cannot function in rigid and closed environments with conformist rules.   They need to move away from their rigid approaches.  They need to challenge their tendency to divide the world between insiders and outsiders and to automatically reject the ideas and insights of perceived outsiders.  I think both business and international relations are missing out on great ideas because of their rigid approaches.  I think  that a more open attitude toward outside ideas would free them to find a much wider range of solutions to complex problems. 

Autistic Women Face Unique Issues

I am an autistic adult woman, and my personal experience shows that autistic women face different challenges than autistic men.  First of all, I was left undiagnosed until my mid-30’s because my symptoms presented themselves differently than those of autistic men.   My special interest was not trains or insects but rather history and international relations.  In addition, I did not exhibit many of the behavioral issues that typically lead to a diagnosis. 

I was self-diagnosed at the age of 35.  A year later, at the age of 36, I requested and received an official diagnosis from a prominent female psychiatrist who specializes in autism.  The system would never have diagnosed me on its own if I had not already figured out my autism through independent research.  In addition, my female psychiatrist may have been more sensitive to the subtle presentation of my autistic symptoms than a male psychiatrist.

Autistic women are a small minority within a minority.   Autism is a predominantly male condition, with a 4:1 male to female ratio of autistic people.  In addition, Asperger’s Syndrome has a 10:1 male to female ratio.  As a result, the unique issues and challenges that autistic women face are frequently understudied and overlooked because we are a marginalized minority within a minority.  I think the problem is we are more often overlooked than subjected to explicit discrimination within the autism world.  Thus, the solution calls for more autistic women to speak out individually and collectively about our unique issues in order to raise awareness of our differences in the autism community.

In addition, autistic women are treated more harshly for our social deficits than autistic men.  Women in general are held to a much higher standard of social competence than men.  As a result, women are punished much more severely for a lack of social competence than men. Women like me who are not skilled in mathematics and the sciences pay a particularly high price for our autism.  In my case, employers systematically refused to hire me in the business and accounting worlds for 17 years as a result of my undiagnosed autism. The realization that I was subjected to harsh discrimination in the mainstream workplace for being an autistic female is painful but necessary to my healing process.

I have interacted and shared experiences on Facebook with many other autistic women.  This interaction has given me a feeling of shared community and identity which helps me to put my experience into a larger context.  I am glad to have found the Autism Women’s Network and its group of highly accomplished autistic women.  I look forward to further interaction with the Autism Women’s Network. 

Wednesday, May 22, 2013

Celebrating Autism Candles and Nathan Young

This post honors the success of a determined adult with severe autism named Nathan Young.  Having been placed in segregated workshops at a young age, Mr. Young was determined to change his destiny.  And instead of letting his autism limit him, he has gone on to form his own non-profit company called Autism Candles. The purpose of creating this company is two fold:
1. to demonstrate the full capabilities of autistic adults to the wider society and challenge stereotypical assumptions about autistic people
2. to provide employment opportunities for autistic adults.

He has a sophisticated understanding of marketing and has developed his own strategies for expanding the range of opportunities for autistic people.  His concept is called D2W, which stands for disability to working. The goal of the disability to work idea is to help autistic adults transition away from segregated workshops and into more rewarding professional opportunities that allow them to express and maximize the full range of their talents, skills, and abilities.  Having suffered the negative effects of segregated workshops, he is a strong advocate of integrating autistic adults into the mainstream workforce as much as possible. He is working hard to change a system which has been designed to segregate, exclude, and stigmatize adults with disabilities.  He will not take no for an answer, and he is a change-maker.

In the past few weeks, I have interacted extensively with Mr. Young on Facebook.  I have found him to be a refreshingly honest, kind, and compassionate young man.  He speaks his mind freely and expresses his opinions openly without beating around the bush.  He also has the ability to reach straight to the heart of complicated issues and to see through the many sophisticated ways that society tries to deceive and suppress adults with disabilites. He is a role model for adults with severe autism, and I have learned a lot from him in a short time.

Tuesday, May 21, 2013

Segregated Education and Employment are Wrong

I did some research on the limited career options open to adults with intellectual disabilities.  I discovered that in the past, students with intellectual disabilities were often placed in segregated special education classrooms that did not allow them to receive the same educational opportunities as typical children.  In addition, students with intellectual disabilities were often denied the opportunity to interact with typical children.

Sadly, segregation in the education system often prepared them for segregation in the workplace.  As a result, adults with intellectual disabilities are usually placed in segregated and sheltered workshops which have several important disadvantages.  First, they are typically paid less than minimum wage and thus denied the opportunity to support themselves financially on even a partial basis.  Second, they are deprived of the chance to develop the skills necessary to function in better forms of employment that should be much more widely available to adults with intellectual disabilities.  They are denied access to the resources needed to prepare them for work in supported, competitive, and self-employment options.

These practices continue even though a recent study showed that 63% of adults with intellectual disabilities who were participating in sheltered workshops wanted to work outside segregated work environments.  38% of their family members wanted to see their loved one with an intellectual disability work outside a sheltered workshop, and 29% of relatives might want to see their family member with an intellectual disability work outside a sheltered environment.  Thus, the study indicated that continued placement of adults with intellectual disabilities in sheltered workshops denies the wishes of a majority of adults with intellectual disabilities and a significant proportion of their loved ones.    

I also realized that I have suffered similar experiences in the workplace as an autistic adult with a high intellect.  As a result of my undiagnosed autism, I was deliberately prevented from participating in the mainstream workforce in business and accounting over a 12 year period.  Thus, I have also suffered the same financial and psychological effects of being segregated and excluded in the workforce as more severely impacted adults with intellectual disabilities.

The only difference for me is that the workplace segregation began at a much later age for me and thus was much more shocking to me.  Having participated in gifted classes in middle school and high school and having graduated from an Ivy League college, I was integrated all my life into the  most elite parts of the mainstream educational system.  Integration in the education system gave me unfulfilled dreams and expectations of participation in the mainstream workforce. I planned my career based on the assumption that society was planning to include me in the workforce. And thus I was stunned when society repeatedly chose to exclude me from the mainstream workforce after college.

But I am grateful to the autism and disability advocacy community for offering me the opportunity to participate fully and freely in your world. In the past few months, my involvement with the autism and disaiblity world has offered me a wide range of opportunities that I never thought possible.  I have been in the embrace of people who worked hard to include, encourage, nurture, and support me rather than finding excuses to suppress and exclude me.  I have found a caring and compassionate movement full of autistic adults, parents of autistic children, and autism and disability professionals who are committed to the vision of including disabled and autistic people in the workplace and society.  And most of all I have found a group of people who accept and embrace me for who I am and who do not try to force me to conform to the social norms of neurotypical society.  Thanks to your support, I am writing articles and book ideas and feeling emotionally safe in the workplace for the first time in my life.

I also believe that segregated education and employment are wrong for disabled people in general, including adults with intellectual disabilities.  Segregated education and employment prepare us for a life of poverty, exclusion, and discrimination and are designed to limit the range of our career, financial, and life options.  The purpose of inclusive education and employment is to allow adults of all abilities to reach their full potential in work and society.  For some people, inclusive work might mean competitive employment or supported employment.  For others, the best career option might be a self-employment venture or a job that involves working from home.  In general, the goal should be to maximize the ranges of work options available to adults with disabilities rather than finding reasons and ways to limit and exclude disabled adults in the workplace.

Also the employment world for disabled people should focus on celebrating our unique strengths and talents rather than focusing on our differences.  Too often the mainstream work world looks for reasons to exclude and suppress adults with disabilities.   For this reason, adults with disabilities need alternatives to the standard workforce environments that allow to focus on maximizing our strengths and talents.  In many cases, particularly for photographers, visual artists, writers, and foreign document translators, these alternatives can include self-employment and working from home.  For adults with skills in computer sciences, design, illustration, mathematics, and the sciences, these options can include working in a fully or partially integrated corporate environment.

Sunday, April 14, 2013

Autism Awareness Month

In honor of National Autism Awareness Month, I would like to briefly describe my healing journey in the autism community in the past 6 weeks.  This experience has been enormously liberating and transformative in a very short time. 

My journey began with attending the Autism Speaks Walk in West Palm Beach, Florida, in early March.  On this day I discovered that I had found a humane and compassionate community that understood and accepted me for who I was.  I met with members of Autism Speaks and vendors who were moved and touched by my story.  I enjoyed being in an emotionally safe environment where I could be my authentic self and where I was not punished for my social deficit.  I found a group of people who validated me and treated me with a respect that I rarely received in mainstream society.  I found a place where I belonged. 

This experience allowed me to begin healing from the trauma of repeated rejection in mainstream society.  The feeling of acceptance gave me strength and hope for my future and a feeling that my contribution to the world was meaningful and significant.  I began to realize that my authentic self was valued and appreciated.

Following this event, I had a highly productive meeting with a local disability organization in South Florida.  At this meeting, I received additional encouragement for my work along with practical suggestions for writing my book on self-employment and work from home options for autistic people.  This meeting helped me to begin rebuilding my shattered self-confidence and reinforced my feeling that I belonged in the disability community.

In late March, I gave a presentation on my painful experiences in the workplace to a group of masters students in vocational rehabilitation.  I suffered numerous PTSD attacks prior to this presentation because I was forced to relive my traumatic ordeals and and a long history of rejection in the workplace.  But I found a humane, accepting, and compassionate response to my story from the professor and her students.  And this presentation allowed me to continue on my healing journey from my painful trauma and to begin moving forward toward a brighter and higher destiny.

I want to thank Autism Speaks and the broader autism community for accepting, embracing, nourishing, and supporting me.  I have found a compassionate and humane environment which is promoting my healing process and allowing me to regain my inner emotional strength and self-confidence.  The acceptance of others has made it easier to accept myself and to open my heart to the possibility of positive interaction and reconnection with society. 

Clothes with a Conscience

I was thinking about how an autistic artist might break through the obstacles to gaining a contract with a major department store.  And I thought maybe an autistic person would have a competitive advantage when it came to producing sensory sensitive clothing.  Why? Because autistic people are highly sensitive to certain types of clothing materials.  For example, I know that I find many standard clothing materials such as linen to be intolerably itchy and uncomfortable.  For this reason, I am unable to wear many beautiful and attractive clothes.

An autistic person can compete effectively in this niche market because we are the customers for this type of product.  I began investigating the sensory sensitive clothing industry.  And I discovered that actually such products are already being developed and sold.  Thus, my instincts about the presence of a viable market for this product were proven correct.

In addition, I was very heartened to learn that several companies in this industry operate according to a strong sense of social conscience.  In particular, I would like to draw public attention to the work of Soft Clothing.  http://www.softclothing.net/resources/clothing-faq/

This company was founded by Suzy Kogen Friedman and Jessica Ralli.  Ms. Friedman is mother, entrepreneur, and aunt of an autistic child.  Ms. Ralli is a special education teacher with a masters from Columbia University.   

This company stands out for its socially conscious business practices in addition to its wide variety of high quality products.  The father of an autistic child who is also a garment industry executive helped Soft Clothing to find a way to produce their clothing in a compassionate and humane environment.  This man helped Soft Clothing to locate a factory in India which has agreed to operate according to humane conditions.  In addition, the company is also certified for its environmental commitment. 

Thus, Soft Clothing demonstrates that when people from all walks of life work together, we can make a difference for autistic people.  This garment industry executive is just one of many dedicated parents of autistic children who are using their corporate expertise to make the world a better place for autistic people.  Soft Clothing functions with a social conscience and a vision of a humane world for not only its autistic customers but also the workers it employs.

Australian parents of autistic children should note that Soft Clothing distributes its clothes in Australia through Seams Away.  The website is located at  http://www.seamsaway.com.au.  Thus, Soft Clothing is now available in Australia.

Similarly, Sensory Smart was formed in the UK by Mel Thomsett, mother of an autistic son named Archie.  http://sensorysmart.co.uk   Ms. Thomsett saw that her son was unable to tolerate the uncomfortable standard clothing that most children can wear.  She chose to take action to benefit her son and the autistic community as a whole by founding a company that distributes sensory sensitive clothing in the UK and Europe.  http://sensorysmart.co.uk/#/about-us/4535999547

Ms. Thomsett distributes clothes from many different companies, including Teres Kids.  Like Soft Clothing, Teres Kids is also operating with a social conscience.  The company produces 100% organic cotton clothing in a family-owned mill from South Carolina.  In this way, Teres Kids keeps jobs in the U.S. while also providing a  service to the autism community. http://tereskids.com/about.  The company was co-founded by two female artists, Alexandra Merlino and Marianne Broughton, following the births of their daughters Helena and Tuesday, respectively.
Soft Clothing, Sensory Smart, and Teres Kids demonstrate that parents and teachers of autistic children are acting to provide an essential product to these kids: comfortable clothing.   They are also running their businesses according to a socially conscious model.  And they show that successful entrepreneurs can combine conscience and profit to make the world a better place.






Thursday, March 28, 2013

Jennifer Cook O'Toole Book: Longer Review

I am reviewing the following book. The Asperkid's (Secret) Book of Social Rules: The Handbook of Not-So-Obvious Social Guidelines for Tweens and Teens with Aspergers Syndrome by Jennifer Cook O'Toole with Illustrations by Brian Bojanowski:
I am an autistic adult woman in my mid-30’s.  I was self-diagnosed with Asperger’s Syndrome at the age of 35 and officially diagnosed by a psychiatrist at the age of 36.  I am an Ivy League graduate who nonetheless never learned even the most basic elements of social interaction.
I bought this book in hopes of improving my social skills and found it to be very helpful, humorous, well-written, and insightful.  I greatly recommend it for Aspies of all ages.  Ms. O’Toole’s book is highly effective because she understands the mind-sets of both the mainstream NT (neurotypical) social world and the Asperger’s population.  As an Aspie herself, she knows precisely which social rules are most likely to confuse and trip up teenagers with Asperger’s.  She is an excellent translator and interpreter between two very different cultures.   I gained insight into the NT world-view mind-set from her writing.
I only wish that this book had existed when I was a teenage girl because knowing these social rules might have helped me avoid many costly social mistakes.  I figured out most of the principles discussed in this book through a painful process of trial and error, but her book was a helpful reminder of some social rules that sometimes continue to stump me.  For instance, I faced one major problem on the job.  I didn’t realize that NTs typically don’t really mean it when they say they want your honest opinion.  I unintentionally offended my bosses by giving them my honest view in a situation where they simply wanted me to praise their work or their company.  If I had known this principle earlier, I would have understood that the boss was not opening the door to freewheeling discussion by requesting my opinion on a subject.
Similarly, when NTs ask you how you are, in most cases they are not looking for an honest answer.  They don’t really want to know how you are feeling and want you to say you are fine even if you are facing a major life catastrophe such as a cancer diagnosis or a divorce.  The question is a formality and not an invitation to a meaningful discussion. 
In addition, the book explains that students should never challenge authority figures.  I know from painful personal experience that challenging authority figures can be a deadly career mistake.  In my freshman year of college, I challenged a senior professor in class for his views on a political issue.  He reacted in a harsh manner that helped derail my plans to pursue an academic career in my special interest.  I hope that other Aspies can avoid making similar mistakes and thus achieve greater career success.
I also learned a few new ideas from her book.  For instance, Ms. O’Toole suggested one possibly effective way to deal with your opponent.  She recommends that rather than confronting your opposition directly, you should invite your rival to consider the facts together.  In this way you allow him or her to save face and can conduct a more respectful dialogue with him or her.  I never would have thought about taking this approach to this situation, and I thank Ms. O’Toole for suggesting it. Ms. O’Toole proves that it is never too late for an autistic person to improve their social skills.    

Jennifer Cook O'Toole Book: Brief Review

I am reviewing the following book.  The Asperkid's (Secret) Book of Social Rules: The Handbook of Not-So-Obvious Social Guidelines for Tweens and Teens with Aspergers Syndrome by Jennifer Cook O'Toole with Illustrations by Brian Bojanowski:
I am an autistic adult woman in my mid-30’s.  I am an Ivy League graduate who missed the opportunity for social skills training. I bought this book in hopes of improving my social skills and found it to be very helpful, humorous, well-written, and insightful.  I greatly recommend it for Aspies of all ages.  Ms. O’Toole’s book is highly effective because she understands the mind-sets of both the mainstream NT (neurotypical) social world and the Asperger’s population.  As an Aspie herself, she knows precisely which social rules are most likely to confuse teen Aspies.  She is an excellent translator and interpreter between two very different cultures who gave me insight into the NT world-view.  
 I only wish that this book had existed when I was a teenager because knowing these rules might have helped me avoid many costly social mistakes.  I figured out the principles discussed in this book through a painful process of trial and error, but her work was a helpful reminder of social rules that sometimes continue to stump me.  I also learned a few new ideas from her book. Ms. O’Toole proves that it is never too late for an autistic person to improve their social skills.    

Monday, March 4, 2013

Affirmative Action Needed for Autistic People

I was speaking to my close friend Monica, who happens to be a neuro-typical (NT), last night.  She asked me what I would want most to change in the workplace for autistic people.  I replied that I would like employers to change the interview process in order to make it more humane and fair for autistic adults.  I said the standard interview process discriminates against autistic people because it focuses upon social skills and does not allow us to display our unique intellectual and personal strengths.  

She came up with the revolutionary and radical idea that employers in business, government, academia, and non-profits should be required by law to set aside 1% of all their positions for autistic people. In this way, we can ensure that educated and qualified autistic people have a fighting chance of gaining equal access to opportunities in the employment world.  Employers would no longer be allowed to get away with discriminating against us in the interview process and systematically excluding us from the employment world.  Employers would also lose the incentive to drive out autistic employees through bullying campaigns.  The reason is that if they fired one autistic person, they would simply have to replace him or her with another autistic employee. 

My story illustrates why this law is needed.  I am an Ivy League graduate with a bachelor's degree in my special interest of international relations.  Yet I was bullied by the professors in my field and blocked from pursuing an academic career in this profession because of my social skills deficit and unintentional social mistakes and violations of the academic hierarchy. 

In addition, during my senior year of college, I went on 60 interviews for business jobs.  I didn't make it to the second round of a single interview.  As a result, when I graduated from college, I was effectively locked out of the standard career world.  I was fluent in Spanish and had a minor in economics.  I was an outstanding public speaker with excellent analytical, writing, research, and public speaking skillls.  Yet I couldn't find a job because employers systematically refused to hire me due to my obvious social skills deficit and undiagnosed autism.

In the next 11 years, I suffered endless nightmares in the job world.  I was fired or pressured to quit from every job I ever held, often within days or weeks of being hired.  I was relentlessly  bullied by abusive bosses and colleagues in my last two office jobs, during which I lasted just three weeks and eight weeks, respectively.  Even after I earned a masters degree in taxation (accounting), the major accounting firms still would not hire me because of my poor performance in the interview process.

And I am not alone.  The estimated unemployment rate for adults with Asperger's alone, which is just one part of the Autism Spectrum Disorder, is a catastrophic 85% in the U.S. and 97% in the U.K.  These appalling figures show that employers are systematically discriminating against us and refusing to hire us even though many of us are highly qualified and educated. 

Society will receive at least two major economic benefits from passage of this law.  First, since autistic people will now be employed, we will not need to depend upon government welfare programs such as Supplemental Security Income (SSI) for our financial survival.  As a result, the taxpayers will immediately save billions of dollars in unnecessary SSI expenses as autistic adults transition off the welfare rolls and into productive employment and participation in society.

Second, autistic people will now contribute taxes from our wages.  Thus, we will be contributing to the treasury rather than draining it with endless expenses for our needs.  Including autistic people in the job world will directly benefit the whole society on a financial level. 

I want to address several possible objections to this law.  First, a friend accused me of acting out of self-interest.  He mistakenly thought I wanted to pass this law for my own financial gain.  I explained to him that even if this law passes, I have no intention of ever returning to an academic job or an office job in business or accounting.  Thus, I have no personal financial stake in the passage of this law.  My only goal in supporting this law is to ensure that younger autistic people can obtain the job opportunities that I was unjustly denied due to discrimination.  I want to use my experience to help today's autistic teenagers and young adults to reach their full potential in the job world.  This law is designed to help autistic people as a whole, not me personally. 

Second, some people might fear that employers would be forced to hire unqualified autistic people for every position in their company.  This system would not be used to place autistic people in positions such as sales and management for which we generally lack the appropriate skill set.  Rather, it would ensure that autistic people can compete fairly for the jobs that play to our strengths, such as accounting, academia, investment analysis, foreign language translation, computer science, and mathematics. 

Third, one autistic woman objected to the law on the grounds that the only measures needed to improve employment outcomes for autistic people.  My response to her objection is as follows.  I see no contradiction between educating employers and requiring them to hire us by law.  In fact, we need both policies to improve our employment options.  The civil rights movement for African-Americans employed both tactics, and so should autism rights advocates.  I believe that educating employers alone is insufficient to substantially change our job outcomes and that the combination of legal action and raising public awareness through education campaigns targeting the general society and employers in particular is necessary to put an end to job discrimination against autistic people.

My personal experience shows that many neurotypicals (NTs) are not informed about the systematic and deliberate nature of employment discriminations against autistic people.  But once they learn the ugly truth about how autistic people are treated in the workplace, they are horrified and decide to join our struggle in various ways.  For this reason, I encourage autistic teens and adults and their parents and caregivers to share their stories and thus advance our movement for equality and jusice.  I also invite people to contact me via email if they want to support this effort in any way at rachel_silverman@ymail.com.

Thank You to Autism Speaks

I attended the Autism Speaks Walk yesterday morning, March 3, 2013, in Palm Beach County, Florida, along with my mother.  I am an adult autistic woman in my mid-thirties, and I had a wonderful experience.  I spoke with parents of autistic children, teachers, and autism professionals, and everywhere I was welcomed with open arms and embraced as a human being.  I felt people finally understood me and accepted me for who I am. To my tremendous relief, I discovered that the participants were not trying to fix or change me in order to make me fit in better with the mainstream neurotypical (NT) career world. 

Having my personal experience validated and appreciated was liberating and exciting.  I am already beginning to feel like a different and stronger person.  After 19 years of being relentlessly battered in the NT career world in my special interest of academia/ international relations, business, and accounting, I had begun to give up hope of ever being embraced in the work place.  Thanks to this transformative event, for the first time in my life, I am starting to feel like there is a place for me in the career world.  I shared my life experience with  many people, and I touched their hearts and connected with them on a deep level.  My story resonated with parents, teachers, and autism professionals.

I also shared my plan to write an alternative career guide for autistic teens and adults with the participants.  And everywhere I went, I received encouragement and support for my ideas.  Many people told me that I had a great point that many autistic adults and teens need alternatives to the standard NT career paths that we are often unable to pursue. 

Once again, thank you to the wonderful founders, board members, staff, and volunteers at Autism Speaks for a truly fabulous and uplifting event.  In addition, thank you to the vendors who shared your social skills products and school services with the autism community. Finally, thank you to the corporate sponsors who generously donated their time and resources to this incredibly important cause.         

Wednesday, February 20, 2013

A potential game-changer: SCORE now offers on-line mentoring

I have decided to begin writing a guide on alternative employment options for autistic adults and teenagers which will focus on self-employment and work from home career options.  The purpose of this guide is to begin tackling the catastrophic 85 to 97% unemployment rate among autistic adults by empowering autistic people to find alternatives to the standard NT career options that require strong social skills.  Some autistic adults have flourished in standard NT career paths such as academia and business after receiving extensive social skills training and ongoing job coaching.  But many autistic adults have found that they cannot function effectively in the mainstream NT job world because their social challenges are extreme.  In particular, many autistic workers cannot cope with the all-pervasive problem of workplace bullying, which affects 35% of all employees according to surveys by the Workplace Bullying Institute.

I support the idea of entrepreneurship for autistic adults.  And so I am engaged in an intensive search for programs, services, and ideas which can help empower autistic adults on their self-employment journeys.  In 2000, I started a business that involved publishing a newsletter on Latin American Internet companies.  I sought the help of a mentor from the Service Corp of Retired Executives (SCORE).  This outstanding group of successful business people volunteer their time to help new entrepreneurs with every aspect of their business, from writing a business plan to marketing and sales and human resources management. I found this advisor’s suggestions as very helpful.   

And so I was very pleased to discover that this group now offers on-line consultations with a national group of mentors.You can search for a mentor by both industry specialization and by functional focus.  http://www.score.org/mentorsSo you could search for a marketing mentor who has industry focus on the IT sector, for instance.  This service allows you to tap a previously unavailable national network of volunteer mentors so that you are no longer limited by geographic restrictions to meeting only with mentors in your local area.  So if you are starting a technology business in Florida, now you have access to technology marketing specialists in Silicon Valley. 

More importantly, it also allows autistic entrepreneurs to work with an on-line mentor.  On-line and email communication  removes most of the obstacles posed by misunderstandings that commonly occur in face to face social interactions. Autistic people in general struggle to read body language and to interpret non-verbal social cues, and so they are unable to clearly decipher the other person’s intentions. In face to face social settings, people often say one thing with their words but
indicate the opposite feelings with their body language.  In an email interaction, the dialogue is conducted entirely in writing. Thus, misunderstandings based on an autistic person’s social challenges are less likely to occur.  In addition, autistic people are likely to feel more comfortable expressing their thoughts freely in an online dialogue because they are less afraid of facing
social rejection.  Thus, working with an on-line mentor plays to the autistic entrepreneur’s intellectual strengths and expands opportunities for him or her to freely discuss and resolve the challenges involved in running a business.