Job Accommodation

At one of the previous agencies I worked at, we had quite a bit of space in the very beginning as far as our office went. I remember us having several conversations amongst ourselves about creating a sort of “quiet room” for employees to relax in. We also discussed such a room for or clients, who were autistic. We even thought up designs for the space; pillows, dim lighting (no florescent lights), a small relaxation fountain, etc. Needless to say, that lovely vision never saw the light of day.

Employers are required by laws (to a…reasonable extent, I’ll say) to accommodate for people with disabilities and special needs. They are encouraged in the United States to hire such individuals so as to appear inclusive. Ideally, this would happen regularly. As someone who has worked in HR, though, I can tell you that I have often witnessed quite the opposite.

That brings me to the article below. The consulting form EY talks with The Atlantic about hiring and accommodating autistic employees. To do this, every aspect of hiring and retaining had to be re-examined, from interviews, to interviews, to company culture. EY took this into consideration on all levels, and as a result has a more talented and complex employee demographic.

A lot of the tech companies are starting to actively adjust themselves in order to tap into a population who can make great employees if they are given the opportunity. Right now, EY is placing these employees in areas such as cybersecurity. My hope is that other industries will start to create similar programs to recruit and retain autistic individuals.

EY Describes it Program for Autistic Employees

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