Generation A

Over the next 25 years, STEM (science, technology, engineering, and mathematics) occupations will increase at rates higher than those in any other professional field. The inevitable rise in career opportunities, and the multiplicative impact across technology in a wide range of fields, will continue to create gaps that can and should be filled by professionals with diverse skill sets. It is essential to increase equitable access to future available jobs for historically underserved populations, such as women with autism, as they possess skills and perspectives that offer different approaches to job tasks in STEM fields. Considering the intersectional barriers that women face in the workforce, we have written this chapter to bring much needed attention to the interventions that employers can and should enact to support the women of Generation A. We offer the FACES framework (Facilitation, Awareness, Connection, Exposure, Support) as a guidepost for companies and organizations that endeavor to support women with autism in professional preparation and on-the-job development. We corroborate our framework recommendations with labor market data that offers insight into future projections regarding STEM fields and the associated opportunities and careers.

Having a child with Autism Spectrum Disorder (ASD) can cause significant professional strain for parents. Compared to parents of typically developing children or children with other types of special needs, parents of children with ASD report being underemployed, having more difficulty accomplishing important work tasks or taking on new work assignments, and being viewed less favorably by supervisors. They also may be more likely to perceive themselves as stigmatized by coworkers, negatively impacting their abilities to develop or maintain meaningful relationships with others at work. All of these factors lead to parents of children with ASD earning less annual income than other types of parents and being more likely to experience loss of workplace motivation or lower overall job satisfaction. The negative career experiences of parents of children with ASD may also impact employers. Employees experiencing lower levels of motivation are less productive and more likely to quit their jobs, resulting in increased turnover expense. Because the number of working parents of children with ASD continues to grow as ASD rates increase, organizations would benefit from supporting parents of children with ASD through adopting flexible work–life balance policies, encouraging leaders to promote values of diversity and inclusiveness, and implementing workplace programs designed to support parents and educate coworkers.

Autism Spectrum Disorder (ASD) is the fastest-growing disability in the US; despite years of federal policy aimed at enhancing employment outcomes for this population, these outcomes remain limited. Little is known about the allyship strategies used to support job seekers with ASD to communicate with potential employers. The current study assesses self-advocates with ASD and supporters of people with ASD (e.g., family members, caregivers, employment specialists, vocational rehabilitation professionals) about the advocacy strategies they have implemented during the hiring process to enhance communication with employers. Study participants rated the effectiveness of the strategies that others may use, as well as the strategies they have used when seeking employment for an open position. Finally, a variety of psychological variables (e.g., self-determination, self-advocacy, global self-esteem, mentorship, incivility) were measured that are suspected to influence the use of these strategies in seeking employment. Findings inform effective support and advocacy strategies as well as ways that varying psychological variables predict the use of these strategies, informing personalization of interventions and supports for self-advocates and allies.

This chapter provides an insight into the career paths of autistic professionals in large private practice law firms. Rather than being a result of efforts to recruit autistic people for the first time through targeted hiring programmes, it is suggested that corporate law firms recognized these strengths early in their formation and developed a type of employment both well suited to autistic strengths and able to make accommodations. Six career stages from Law Student to Retired Partner are described with their opportunities and challenges to illustrate the career paths of autistic professionals who work in law. A call is made for an approach to inclusiveness of the autism community by employers and professional associations to create a system of employment system that supports the employment of many while meeting the unique needs of individuals.

Generation A, the number of people with autism spectrum disorder (ASD) entering the workforce in the next decade is expected to increase. However, the employment rate of people with ASD is still very low, and the access to services and support for them is inadequate globally. The research is very limited on understanding neurodiversity-based employment and its success factors. This study aims to fill this important gap via exploring the current inclusive human resource practices being adopted by neurodiversity champion companies. Interviews were conducted with six Irish organizations to identify their neurodiversity and autism practices.

Neurodiverse conditions, or developmental disorders, are neither well-known nor understood by the general population in Trinidad and Tobago. Awareness of, or sensitivity toward, children with autism spectrum disorder (ASD), in particular, is lacking in Trinidad and Tobago. Generation A is those persons who will reach adulthood in the next decade or so and be seeking employment opportunities. Given the current challenges faced by persons with ASD in securing and maintaining employment and the fact that this is a generally underexplored area of research, focusing on Generation A provides an opportunity to explore what provisions are in place for individuals with ASD to assist with future transitions into the workplace in Trinidad and Tobago. This chapter focuses on the existing policy, legal, and institutional framework in Trinidad and Tobago for ASD in the workplace, with particular reference to Generation A, to determine how it is currently addressed and what accommodations are being made to facilitate this demographic. A review of ASD-related data and select, relevant policy, law and institutions in Trinidad and Tobago has revealed that very few preparations, if any, are being made to facilitate Generation A individuals' entry into the workplace. The most relevant sector for addressing ASD needs falls to the NGO movement, but these organizations do not focus on employment preparation. Several recommendations for the key stakeholders in this process have been made that can assist in this regard.

Globally, jurisdictions have made several attempts to eliminate and minimize discrimination in employment. These include moral suasion, social justice arguments, business case arguments, and legislative enactments. Whilst the former has had limited success, the passage of legislation has proved instrumental, not only in containing the perpetration of discrimination based on protected grounds but also in increasing awareness of the disadvantages which result from the disparate treatment meted out to persons as a result of their immutable characteristics. Disabilities are one such grounds. Where legislation exists, it typically prohibits disparate treatment in relation to persons with disabilities in the areas of employment, education, and the provision of goods and services. This chapter analyses a sample of discrimination cases, with claimants who have alleged discrimination based on their diagnosis of autism or a related disorder within the autism spectrum. These cases are within the United Kingdom and have been decided by Employment Tribunals in England. The cases and decisions are held at the office of the Employment Tribunal Service in Suffolk and are accessible via their online repository. The sample of Tribunal cases presented here relate to various employment practices within British workplaces.

In India, one in 500 people (Balaji, 2019) are diagnosed with ASD. Around 40 non-governmental organizations cater to Autism Spectrum Disorder (ASD) children; out of that, a few organizations focus on adults providing them vocational training to make them employable. One such exercise was initiated by SAP Labs India, a leading software company, and Enable India, an Indian NGO where they developed a focused training program for people with ASD and placed them in vital technical jobs in SAP Labs India (Karwa, 2016). First, we peek into the lifestyles of a few successful neurodiverse rock stars in India and their journey from becoming aware of their profile to establishing a career and becoming a role model to other people with ASD. Second, we present the autism landscape in India. Third, we explore the organizations that have hired people with ASD, their policies connected to neurodiversity, and the organizations that give training and support. Fourth, we present the potentials and the challenges people with ASD face. Fifth and final, we cover the role of different stakeholders to foster support and up-skill people with ASD for better community development.