2nd of April is marked as World Autism Awareness week. In solidarity with the movement, this week, we want to speak about the value of workspaces practising the virtue of being inclusive. The only effective way to speak about this is by offering examples of workspaces which are making a difference through their inclusive approach. SAP Labs in India is one such place. Liffy Thomas wrote an article “A Red Carpet Welcome for the Autistic”, for The Hindu.
The article speaks about the processes companies follow in “integrating” those with autism into the workforce. While it is slightly challenging, it is by no means impossible. The process is simple enough to be followed by organizations who excuse themselves from having inclusive practices by giving the reason that they do not have the required capacity. Employment for persons with disability remains a crucial issue in India, and an area which needs our immediate attention – both at an individual level, and at a policy and governance level.
Below is the detailed article. The article was first posted here.
To integrate them into their workforces, an increasing number of companies are now following a series of processes
Around April 2, which is World Autism Awareness Day, employees of SAP Labs in India will gain fresh insights into the mind of people with Autism Spectrum Disorder (ASD). In fact, every year, around this time, the company relaunches this initiative.
This is absolutely necessary, for the company follows a policy of setting aside a small percentage of jobs for people with ASD.
Currently, across its India offices, SAP Labs employs 16 of them.
“This autism awareness week, we plan to hire more autistic adults. The process will run into weeks,” says Kiran Venkataramanappa, development manager and program me lead for Autism at Work at SAP Labs.
SAP Labs has placed them in jobs involving software testing, software development, quality assurance and documentation.
“We have a special on-boarding program me to help them settle down. Each of the autistic adults gets a ‘work buddy’,” says Venkataramanappa.
P. Rajasekharan, co-founder, V-Sesh, a company that provides employment for persons with disability, says the mainstream recruitment process should not be followed while hiring those with ASD into the workforce. Right at the outset, an effort has to be made to discover their hidden talent. There are multinational companies that collaborate with non-profit partners to tap hidden talent in autistic adults. Skills that can set the autistic above neurotypical employees are: attention to detail, logical skills and the ability to remember vast amounts of data.
“We work closely with companies to find ‘job coaches’. They have to be sourced from within. These job coaches have the task of helping those with ASD understand their work and get integrated into the workforce,” says Rajasekharan, adding that job coaches should be willing to commit themselves to this work for a period ranging from one week to one month.
To help these employee settle down in their roles, companies have to invest in visual aids. “Instead of saying it, the job coaches should help the autistic see it. This way, they will be able to retain information better. A work chart for such employees are a must,” he says. Akila Vaidyanathan, director, The Amaze Charitable Trust, an organisation that offers skill programmer for the autistic, says companies can help by offering flexible work hours, besides training and mentoring. JP Morgan, Lemon Tree Hotels, Barclays, Dell and ANZ Bank are among other big companies that keep their recruitment doors open for the autistic.
* Offer flexible working hours and don’t set the rules in stone
* Initially, allow a parent to accompany the employee
* Assign a mentor to the employee
* Ensure these employees go on a team outing every month
* Train the managers to handle the tantrums these employees may throw
Change always begins at a micro-level. Is your organisation disability friendly, both in its recruitment process as well as its environment? We would love to feature your organization. Do write to us!