Wanted: more training and employment opportunities
This post from last month shared some practical tips for job searching I learned from Jackie Martin, president of Vocational Steps. When we met, Jackie and I also discussed the broader picture of employment for our neurodiverse young people. If you’d like to learn about that, read on!
In Jackie’s experience, when most employers consider whether to hire people with disabilities, they have no trouble curbing their enthusiasm – because they’d really rather not. Jackie says that when she meets with executives and asks them about hiring our young people, even if their mouths say “we’re interested,” their body language often says “not gonna happen.”
Perhaps these employers aren’t aware of the evidence showing that businesses come out ahead when they include the disabled on their staff. Low absenteeism and loyal, hard workers are among the advantages gained.
You might think that the tax incentives the government offers for hiring the disabled would make businesses more receptive. Unfortunately, obtaining those incentives means a lot of extra paperwork for the employer, whose response to the hassle is frequently “Meh – I’ll pass.”
Our family has had first-hand experience with businesses reluctant to hire atypical job-seekers. When our son Alan was getting help from the Dept. of Rehabilitation, he’d tell his employment specialist where he had applied, and she would phone the hiring manager as a follow-up to Alan’s application. The caseworker later told Alan (who had an ADHD diagnosis) that a lot of times when she’d call, the employer would ask whether his disability was physical or mental. When she’d start by saying “it falls more in the mental category,” before she could explain further they’d cut her off with, “I’m sorry, we don’t have any openings.”
There are some companies who are more proactive about hiring the disabled – and hooray for them! Some are really big; others are more local. I’ve heard from different sources that Home Depot, Walgreen’s, CVS and WalMart are among the businesses that are more inclusive of the disabled in their workforce. This link from DiversifyInc lists the top ten companies they find to be the best employers for the disabled.
The Vocational Steps website includes a link to Think Beyond the Label, which “creates opportunities for businesses and job-seekers with disabilities to connect.” The job-seeker can search for particular types of jobs in his or her area. To try it out, I searched for “sales associate” within 15 miles of my ZIP code and got 5 results: all at local Staples stores. We have many, many stores of all types in a 15-mile radius that are hiring in general; most of them must not be registered with TBTL.
An Internet search led me to a similar site called Getting Hired. In my brief test it didn’t locate too many opportunities where I live, but if you live in or near a major city, this might be another good place to start looking.
It occurs to me that businesses whose top executives are atypical (for instance, JetBlue founder David Neeleman has ADHD; Charles Schwab has dyslexia; many entrepreneurs have Asperger’s traits) might be more inclusive of atypical workers. The same would go for smaller businesses where the owner has a family member with challenges similar to those of our kiddos.
What if an employer is willing to hired the differently abled but isn’t sure how to make it work on a practical, efficient level? Consulting firms (such as Griffin-Hammis Associates) and some vocational rehabilitation counselors might be able to offer guidance. One strategy they might suggest is called “job carving.” First, the range of tasks performed in a company is reviewed. If an atypical worker could handle some of the tasks, those duties might be carved away from the workload of current employees and given to the eager new hire. This has the benefit of freeing up the existing employees to focus more of their time on higher-end tasks. Meanwhile the lower-end tasks are still getting done, without the employer paying higher-wage staff members to do them. It’s a win-win-win.
To become a successful employee, a job-seeker needs to either possess some useful skills or be trainable to acquire needed skills. For atypical young people who are wobbly on stamina and perseverance, making the time and monetary commitment for community college, trade school, or a four-year college may be out of reach. There just aren’t many low-cost, low-risk places where they can try their hand at a vocational skill to see if they like it, then get more training and practice with something they do like.
One such place Jackie told me about is Vocademy in Riverside, CA. It’s a “makerspace,” where anybody – teenager to senior citizen, neurodiverse or neurotypical – can come in and learn real-world, hands-on skills. The introductory classes are free, after which the participant might pay $45 – $130 for a 4-hour class plus the cost of materials. There are no grades, tests, or semesters; it’s possible to switch to another skill at any time. The participant can decide how much skill he or she wants to acquire in doing things like (among others) 3D Printing, Laser Engraving, Welding, Woodshop, Sewing, Home and Construction, Costumes and Prop Making, and Programming and Coding. Those wanting to practice what they’ve learned in class can buy a membership, which allows them to use the tools and space at the Vocademy facility in the afternoon and evening. Memberships generally run from $100 to $150 per month.
One of Jackie’s goals is to create another program, based on the Vocademy model, that would provide training and access to skills that commonly fall in the atypical young person’s wheelhouse, including culinary arts, video game design, and software testing.
Brainstorming further, I’m wondering whether some programs for at-risk youth could be adapted to our kiddos. For instance, I read about one program in Los Angeles for teens with a criminal record where they are trained to direct and monitor webcams recording activities of wildlife in Alaska. Something like that might appeal to lots of our young people who think differently!
It’s clear we need innovative thinking (and doing) to increase the opportunities for our young people. Their current job-seeking climate is mostly dismal. We need alternative ways to improve the skills sets of our young people, and we need more employers to get on board with giving them a chance. With that, we can change the dynamic for a growing atypical population that, because of limited opportunity, experiences repeated rejection when attempting to earn a paycheck and do something useful.