Skip to main content

On the Road with AFO

By Autism, News One Comment

The Autism Foundation of Oklahoma is excited to announce a new statewide outreach and support strategy for 2023.

On the Road with AFO is an opportunity for the AFO team to share resources and support counties throughout the state. We look forward to meeting and highlighting entities in different counties for how they serve Oklahomans with autism and other disabilities. By creating meaningful relationships with local agencies, we aim to help accelerate resource connections and positively impact Oklahoma’s autism population.

Most importantly, AFO looks forward to meeting and learning from families and individuals across the lifespan to better provide needed resources and support in their area of the state.

How can you help?

Currently, AFO is looking for local or state organizations, businesses, schools, daycares, institutions, individuals, support groups, etc., that would be interested in meeting with us in your area of the state. As county Liaisons/Ambassadors, you would help our team learn of and highlight the supports and resources currently available within your community. We also aim to understand how our organization could best support the people and places we visit. We believe gathering information throughout the state can help give each county the voice it deserves.

Are you interested in having AFO visit your county and/or organization/business? We’d love to hear from you!

For more information, please contact Carley Marissa Dummitt at cdummitt@autismfoundationok.org

Autism Foundation of Oklahoma Partners with the Oklahoma Department of Mental Health and Substance Abuse Services to Make 988 Mobile Crisis Units Sensory-Friendly

By News, Press Release No Comments

 For Immediate Release 

Media Contact: Carley Dummitt, Marketing & Community Outreach Coordinator 

Email: cdummitt@autismfoundationok.org 

Phone: 727-366-0947 

Autism Foundation of Oklahoma Partners with the Oklahoma Department of Mental Health and Substance Abuse Services to Make 988 Mobile Crisis Units Sensory-Friendly 

[Oklahoma, City, OK] – The Autism Foundation of Oklahoma (AFO) is proud to announce its partnership with the Oklahoma Department of Mental Health and Substance Abuse Services (ODMHSAS) to make their 988 mobile crisis units sensory-friendly. With help from a national grant, ODMHSAS has ordered 60 sensory kits for each mobile crisis unit in the state. Additionally, AFO will provide training and technical assistance to ensure that crisis responders are equipped to provide appropriate support for individuals on the autism spectrum. 

Research indicates that autistic individuals without an intellectual disability are seven times more likely to attempt suicide than their peers, and those with an intellectual disability have double the risk. Most alarming, one in five females with autism and ADHD have attempted suicide at least once. These statistics, in conjunction with the CDC’s newest prevalence of 1 in 36 children in the U.S. being on the autism spectrum, demonstrate the need for tailored outreach and services for this population. 

“By making their mobile crisis units sensory-friendly, ODMHSAS is taking an important step towards providing appropriate care for individuals on the autism spectrum during a mental health crisis. AFO is honored to support this effort and applauds Commission Carrie Slatton- Hodges for her forward thinking to improve mental health outcomes for individuals on the autism spectrum,” said Emily Scott, Executive Director of the Autism Foundation of Oklahoma. 

Dr. Crystal Hernandez, ODMHSAS facility Executive Director and national autism expert, states, “Today is yet another moment marking the shift in how we address mental health for our autistic community with co-occurring conditions. I am incredibly proud of the Oklahoma Department of Mental Health and Substance Abuse Services’ efforts, serving as a leader in integrating care for all needing mental health support and services. With alarming rates of suicide and mental health crisis, we must continue to step forward and serve.” 

The Autism Foundation of Oklahoma’s mission is to improve the quality of life for Oklahomans with autism and their families. AFO’s programs provide education, advocacy, professional development, and individual and family support for Oklahoma’s autism community. To learn more, visit www.autismfoundationok.org. 

### 

By News No Comments

Understanding Disabilities in American Indian & Alaska Native Communities.

AFO board member Crystal Hernandez, Psy.D., MBA, worked with the National Council on Aging Inc. (NICOA) to update their toolkit “Understanding Disabilities: In American Indian & Alaska Native Communities”.

The toolkit — “Understanding Disabilities: In American Indian & Alaska Native Communities” — contains information about disabilities, tribes and resources. You will find suggestions for improving services, providing protections, and utilizing resources in local tribal communities for people with disabilities.

https://www.nicoa.org/programs/technical-assistance-and-resource-center/disabilities/

The Autism Foundation of Oklahoma Provides Autism Training for CASA in Ada

By News, Press Release No Comments

Media Contact:

Carley Dummitt

Marketing & Community Outreach Coordinator

Autism Foundation of Oklahoma

Email: cdummitt@autismfoundationok.org

Phone: 727-366-0947

[Oklahoma City, OK] – The Autism Foundation of Oklahoma (AFO) is providing autism training for the 22nd Judicial District CASA in Ada, OK, on March 9th.

During the training, CASA volunteers will learn about Autism Spectrum Disorder (ASD), including the latest research, common characteristics, interaction advice, and how to utilize AFO’s sensory kits.

“At CASA, the children we advocate for have experienced trauma and may have other conditions such as autism. Learning as much as possible about the issues these children may deal with can help educate us on how to advocate for them more effectively. It’s often difficult for a doctor to diagnose a child’s behavioral issues because trauma, such as PTSD, and autism symptoms often mimic each other or are interconnected. It takes a deeper awareness of autism, types of trauma, and what triggers behaviors for a CASA Volunteer to make sound recommendations to the Court and DHS.”

AFO’s mission is to improve the lives of Oklahomans with autism and their families. The nonprofit provides autism training to professionals of all types in Oklahoma, including healthcare providers, childcare workers, employers, and justice system professionals.

“We are thrilled to partner with CASA in Ada to provide this training,” said Chandee Kott, Public Health and Safety Program Director for AFO. “Our goal is to provide education, resources, and support for individuals and families affected by autism. This training is just one way we can positively impact our community.”

For more information about the Autism Foundation of Oklahoma, please visit www.autismoklahomaok.org.

###

The Autism Foundation of Oklahoma Is Now Autism Certified To Enhance Services for the Community

By News, Press Release No Comments

For Immediate Release
Media Contact Emily Scott, Executive Director, Autism Foundation of Oklahoma
Phone: 405.237.8390 | Email: escott@autismfoundationok.org

Oklahoma City, Okla. (January 24, 2023) The Autism Foundation of Oklahoma (AFO) has earned the Certified Autism Center™ (CAC) designation, which is granted by the International Board of Credentialing and Continuing Education Standards (IBCCES). The CAC credential requires staff to complete an autism-specific training and certification program through IBCCES to ensure the team’s ability to meet the everchanging needs of autistic individuals.

“Becoming an IBCCES Certified Autism Center™ means a great deal to our organization. It’s given us a firm foundation of useful knowledge in the field of ASD and increases our credibility in the community with the professional development courses we provide,” said Emily Scott, Executive Director, Autism Foundation of Oklahoma. “We’d like to thank our partners at the Oklahoma State Department of Health for their support in helping AFO obtain this certification.”

AFO currently offers public safety resources to autistic individuals, including Project: Safe Stop event that allows drivers and passengers to practice safe interactions with police. They also provide free self-identification driver and passenger visors and wallet cards and a Resource Coordinator on staff who answers phone calls and emails Monday-Friday from 8 a.m. – 5 p.m.

“It is an honor to partner with the Autism Foundation of Oklahoma to enhance their commitment to the autistic community with new tools, resources, and training,” said Myron Pincomb, IBCCES Board Chairman. “Our certification program will help the team enhance their knowledge and specialized services to better support the clients they serve daily.”

For more than 20 years, IBCCES has been a leader in cognitive disorder training and certification for healthcare, education, public safety, travel, and corporate professionals around the globe. IBCCES programs include evidence-based content as well as the perspectives of autistic individuals, alongside other resources, ongoing support, and renewal requirements to ensure there is continued learning and a lasting
impact.

IBCCES also created CertifiedAutismCenter.com, as a free online resource for families that lists certified locations and professionals. Each organization listed on the site has met Certified Autism Center™ (CAC) requirements.

About Autism Foundation of Oklahoma
The role of the Autism Foundation of Oklahoma (AFO) is to improve the lives of Oklahomans with autism and their families across the lifespan. AFO’s programs focus on Advocacy, Early Childhood, Justice System Reform, Public Health & Safety, and Workforce Development.

About IBCCES
Committed to providing The Global Standard For Training and Certification in The Field of Cognitive Disorders – IBCCES provides a series of certifications that empower professionals to be leaders in their field and improve the outcomes for the individuals they serve. These programs are recognized around the world as the leading benchmark for training and certification in the areas of autism and other cognitive disorders.

See more at https://ibcces.org/blog/2022/12/13/afo.

Inclusive Employment Blog Series- Part Three: The Experience Contradiction

By Autism, Featured, Workforce Development No Comments

A common employment issue that baffles many Autistic individuals and Neurotypicals alike is what I call the Experience Contradiction. I often see this with companies with unrealistic expectations for entry-level work positions. In other words, the common phrase, “to gain experience, you need experience,” is a puzzling concept because it seems that the only way to garner experience is by being paid or having an official role in an organization. However, there are many ways to gain experience that is not official or paid and still reap the same benefits.

Applicable work experience refers to the skills, ability, and knowledge that closely aligns with the job description (Thottam, 2022). It is important for employers and employees alike to note that experience can be gained by unconventional means such as watching videos, reading books, volunteering, and working at other unrelated jobs. The transferable knowledge you gain from these activities is more valuable than how candidates obtain it. Jobseekers often appear more valuable to employers because they have transferable knowledge and know how to show it. Therefore, gathering knowledge in all the ways you can and learning how to promote your relevant life experiences is critical in a competitive job market.

With this in mind, I would like to point out some of the applicable experiences I have seen and experienced firsthand. I remember being a part of an interview with a college student who did not believe she had relevant experience to apply for a position because her only prior work experience was as a cashier. She did not realize that she had gathered significant transferable knowledge and essential job skills that were still relevant to the position. She didn’t realize that having the same exact job before was not required and that much of her cashier experience would transfer to the new role. Of course, it depends on the position level and how much experience the employer wants, but do not let it deter you if it is within a reasonable range.

Secondly, I recall not feeling confident about having leadership skills that many applications inquire about due to a lack of leadership experience at my previous jobs. However, when an opportunity to start a Professionals in Human Resources Association (PIHRA) chapter at my university arose, I took the initiative to implement the student organization and become its first president. Even though it was a volunteer opportunity, it allowed me to gain important leadership experience. I used my experience to become a Talent Acquisition team lead by acknowledging my previous experience. The key for me was to get creative and seize an opportunity. The leadership experience I sought snowballed from there.

Another aspect of showing your experience is to think outside the box when identifying your relevant job skills. Every job description lists the desired skills needed for a position. Some common skills are problem-solving, critical thinking, decision-making, people management, judgment, and creativity, but you do not necessarily need a job to gain these skills (Thottam, 2022). Once again, notice that you do not need a previous job to begin learning about or implementing these skills because they are the underlying mechanism of performing tasks, not the execution. In other words, you use critical thinking skills to perform tasks, but critical thinking skills alone are not the task. Candidates with direct experience are often favored over those without because they have already shown how they perform previous tasks by utilizing those skills. Therefore, to be competitive with employers that value experience, you must be prepared to announce and explain how your relevant knowledge and skills will help you perform the job’s duties.

It is important not to undermine your non-workplace experience in interviews. Stay optimistic about building your capacities and constantly look for new opportunities. Entry-level positions are designed for this concept yet are often marred by unrealistic experience expectations and poor job analysis. Therefore, focus on learning and finding employers who will cherish your presence and relevant experiences and want to develop them further instead of those only focused on short-term gain. Most importantly, never sell yourself short!

Brandon Orozco is the AFO Workforce Development Project Assistant and holds a BS degree in Psychology with a dual minor in Philosophy and Business Management. Brandon is pursuing an MS in Human Resource Management from Claremont Graduate University and was the founder and President of the Professionals in Human Resources Association (PIHRA) student chapter. Brandon is an Autistic self-advocate and has previous experience being a Talent Acquisition Team Lead for a rising tech startup and enjoys sharing his lived experiences and perspectives. 

Sources

Thottam, I. (2022). Should you still apply for a job if you don’t have enough experience? https://www.monster.com/career-advice/article/should-i-still-apply-for-a-job-if-i-dont-have-years-of-experience

Inclusive Employment Blog Series- Part Two: Unicorn Bias

By Autism, News, Workforce Development No Comments

Something that is often overlooked in the quest to find qualified candidates is the unconscious discrimination that can occur when unchecked. In this way, I propose that overly favoring experience when unnecessary could be viewed as a marker of discrimination. While there may be no legal repercussions for doing this, it is no less damaging to candidates, especially neurodiverse individuals. The reason is that it leads to exclusionary practices that favor the few but ignore the many.

To illustrate, I noticed that while discriminating based on a protected class, such as race or disability, is forbidden; there are other ways to accomplish the same “goal” while not being explicit. For example, a recruiter cannot deny a candidate because of skin color or disability but can reject a candidate who does not have “adequate” experience. This is why job analysis is critical when crafting a job ad because it can deter qualified candidates or eliminate them later in the process. It is important to note that the intention may be sincere, but the execution is the issue and what causes many candidates to be left out. Therefore, it is essential to ensure that experience is necessary for the position and not an afterthought or leftover from another job ad.

Next, I have spoken on some types of hiring bias that occurs in interviewing, but there is another that seems harmless but plays a big part in overlooking qualified candidates. That hiring bias is what I call the Unicorn bias and occurs when a candidate appears to be “perfect” and creates unrealistic expectations. To elaborate, I chose a unicorn because it is a mythical creature that does not exist, but the pursuit becomes the goal. In this way, the unicorn in this context symbolizes a candidate that nearly or very much checks every box that a recruiter is looking for. The issue arises when the pursuit becomes the goal and begins to cloud the recruiter’s judgment of reality at the expense of qualified candidates. No one is perfect, and the reality is that the vast majority of qualified candidates will not appear as unicorns and thus get overlooked.

I personally experienced this bias when I thought I had found a unicorn during an interview. This person matched almost all the boxes a recruiter could dream of and seemed easy to accept in the company. However, this person had lots of experience and should have been interviewing for higher-level positions, but they were under the impression they needed lots of experience to be considered. With this said, after seeing this “unicorn” with my own eyes, it was difficult to interview other candidates who were not as mythical as that. As discussed, it is important to reset after every interview and acknowledge challenges or issues with every candidate, no matter how extraordinary they appear. Another truth is that the likelihood of encountering another unicorn afterward is slim, and pursuing them will cause other candidates to be left out.

This unicorn bias is especially troubling for hiring neurodiverse individuals. After all, they will most likely not appear as unicorns because many of them need access to the kinds of experiences that are expected. Moreover, many neurodiverse individuals have unique needs and challenges that make it difficult for them throughout the recruiting process. However, the workplace comprises a vast and diverse group of people that are not unicorns but are still employed. Plenty of employees in workplaces today do not meet all or most of the checkboxes but are still employed, and some do better than they were at the time of the interview.

The key is to realize that “qualified” candidates cover multiple areas such as skillset, culture fit, previous jobs, volunteering, and attitude. Naturally, which is favored over others depends on the job and company culture. Also, notice that experience is only one facet to consider and that any other aspect will have pros and cons, depending on the job.

Brandon Orozco is the AFO Workforce Development Project Assistant and holds a BS degree in Psychology with a dual minor in Philosophy and Business Management. Brandon is currently pursuing an MS in Human Resource Management from Claremont Graduate University and was the founder and President of the Professionals in Human Resources Association (PIHRA) student chapter. Brandon is an Autistic self-advocate and has previous experience being a Talent Acquisition Team Lead for a rising tech startup and enjoys sharing his lived experiences and perspectives. 

Inclusive Employment Blog Series- Part One: Experience vs. Qualifications Paradox

By Autism, News, Workforce Development No Comments

A major area of contention in the Talent Acquisition field is the role of experience and how valuable it is. Indeed, the very thing that can lead to finding the most qualified candidate in one situation is not always the best option. I call this the Experience vs. Qualification paradox because experience is often overvalued when in reality, it could be unnecessary.

Firstly, there are distinctions between experience and qualifications that should be noted for better clarification. Qualifications pertain to the skills, training, and education learned and help prepare candidates for future roles (LinkedIn editorial team, 2021). Experience pertains to work that has already been completed and showcases the candidate’s skill, knowledge, and abilities (LinkedIn editorial team, 2021). While these two definitions share many similarities, the differences are where the issue becomes noticeable. Notice that experience is the application of past work, while qualifications are the preparation for future work. The issue then seems to be that many roles are misclassified as entry-level when in reality, they are not.

The issue becomes more salient when we examine the pros and cons of qualifications and experiences. The pros of qualifications are that candidates can build their knowledge through education and many companies require or prefer specific degrees (Aspire Personnel, 2022). The con of qualifications is that education is not always valued/necessary and presents many uncertainties about how candidates will perform on the job. The pros of experience are that it shows a practical application of daily work and shows what qualities candidates exhibited in past work (Aspire Personnel, 2022). The con of experience is that previous experience is required and that tenure does not mean much if it does not apply to the job. The idea is to have a mix of the two, but that is only sometimes possible, and one or the other will sometimes be valued over another, depending on the situation/job.

Taken together, the question that needs to be asked is when is experience necessary for a job and when is it not? Unfortunately, many employers seem to favor experience like a crutch that should be mandatory in a job description or, at the very least, considered favorably. What we see are many employers placing experience on a pedestal regardless of the job type or position on an organizational chart. For example, entry-level positions usually will have experience prerequisites built into them that typically are unnecessary for the job. As a result, many qualified candidates are overlooked or removed because they still need to meet the experience requirement. The fallout for the candidates is the sense that they are not able to showcase their knowledge, skills, and abilities because they were not able to show them elsewhere. Likewise, the fallout for organizations is that they miss out on potential great fits because they did not meet the one fit that “mattered.”

The reasoning for favoring experience is sound but is shortsighted and devoid of risk. For example, a common reason for favoring experience is that the candidate has shown how they will react to situations and tasks on the job. In effect, it eliminates the risk of candidates being unable to perform the job, leading to greater productivity and lower turnover. The reason is that there is already evidence that the candidate can do the job and will perform well because they have done it before. However, where does that reasoning apply to an entry-level position where the goal is to get a foothold in an organization and build from there? In the future, the message becomes to get a foothold in another organization or show us what you did for someone else and then come with us.

Indeed, that line of argument is most applicable for more leadership and senior positions in an organizational chart where the consequences of the candidate being unable to do the job are most severe. For instance, an employee in a leadership or senior position needs to have experience because they are most likely overseeing other operations and need to see the big picture and how it relates to everything. However, the entry-level employee is usually placed in the “weeds” or the ground level where they have tasks to complete, and how well they do determines the operation’s overall efficiency.

Therefore, the consequences of “failure” or losing employees get progressively more severe the higher up the chain of an organizational chart. However, there is little justification for experience in entry-level positions other than the momentary loss of money for losing candidates. Admittingly, losing employees is a costly endeavor that should be minimized but is a reality of the workplace no matter what. The truth is there is still uncertainty for candidates with experience, and the same issues can still arise. Because of this, a thorough job analysis should be conducted to ensure what qualifications are helpful or mandatory, and especially check if experience is necessary.

Brandon Orozco is the AFO Workforce Development Project Assistant and holds a BS degree in Psychology with a dual minor in Philosophy and Business Management. Brandon is pursuing an MS in Human Resource Management from Claremont Graduate University and was the founder and President of the Professionals in Human Resources Association (PIHRA) student chapter. Brandon is an Autistic self-advocate and has previous experience being a Talent Acquisition Team Lead for a rising tech startup and enjoys sharing his lived experiences and perspectives. 

 

Sources

Indeed Editorial Team (2021). Experience vs. Qualifications: Differences and Importance. https://www.indeed.com/career-advice/career-development/experience-vs-qualifications

Aspire Personnel (2022). Qualifications Vs. Experience: what matters most? https://www.aspirepersonnelltd.co.uk/qualifications-vs-experience-blog/

 

 

Autism Foundation of Oklahoma Offers Gift Giving Guide for the Holiday Season

By Autism, Holidays, News, Parenting, Press Release No Comments

FOR IMMEDIATE RELEASE

Autism Foundation of Oklahoma

November 22, 2022

Autism Foundation of Oklahoma Offers Gift Giving Guide for the Holiday Season

The Autism Foundation of Oklahoma (AFO) has partnered with local retailers to offer holiday gift suggestions for those with loved ones that have autism and other neurodevelopmental disabilities.

From toddlers to teenagers, AFO’s first-ever gift-giving guide includes sensory-friendly and educational items available at Oklahoma City retailers The Learning Tree and Blue7. The guide also provides information about the National Cowboy and Western Heritage Museum’s Cowboy Kids Club. The museum recently became the first certified autism center in Oklahoma through the International Board of Credentialing and Continuing Education Standards (IBCCES), a certification AFO also recently received.

Emily Hayes, Early Childhood Project Coordinator of the Autism Foundation of Oklahoma, comments, “Finding the perfect gift for loved ones can be challenging. Here at the Autism Foundation of Oklahoma, we want to help support and guide families to find gifts that can be both functional and fun. The items in our gift guide can help promote motor skills, sensory integration skills, social skills, language skills, and daily living skills while also being a fun, innovative item for the gift receiver.

The guide’s categories include sensory-friendly items, gifts to encourage movement, cognitive stimulation, and daily living support. Specialists specifically selected gifts found in this guide to promote unique skills. Depending upon age, gifts might emphasize sensory integration exploration, gross motor development, teaching cause and effect, hand-eye coordination, spatial reasoning, strengthening fine motor skills, tactile exploration and support of speech, color recognition, math, and language activities.

###

About Autism Foundation of Oklahoma

The Autism Foundation of Oklahoma’s mission is to improve the quality of life for Oklahomans with autism and their families. AFO’s programs provide education, advocacy, professional development, and individual and family support across the lifespan.

Media Contact

Emily Hayes, Project Coordinator

ehayes@autismfoundationok.org / (918)527-7722

PRINT THE GUIDE HERE

Disclosure Paradox

By Autism, Research No Comments

A common struggle that Autistic individuals face when applying for jobs and even within jobs is the decision to disclose their disability to hiring managers or supervisors. On the surface, it may seem obvious to disclose a disability because there are protections in place that allow for accommodations to be granted to those that want them. Underneath, however, harbors a psychological struggle that can make it difficult to decide whether or not to disclose. This struggle is what I call the Disclosure Paradox because it suggests that internal and external factors can mar a seemingly beneficial decision.

To better grasp the concept, it is important to define what stigma is before examining its complexity. Merriam-Webster defines stigma as a mark of shame or an identifying characteristic (Merriam-Webster, 2022). With this in mind, we can begin to see the underlying notions present when speaking about disabilities or Autism. In fact, the definition can apply to a wide array of things but can be harmful because of its attribution to Autistic individuals. Taken together, the stigma of Autism that is commonly assumed is that Autistic individuals have a mark of shame or identifying characteristic that makes them different from others. This attribution pours into both self-perception and what others perceive, which adds to the self-fulfilling prophecy that Autistic individuals do not live up to society’s expectations.

Speaking of expectations, it is essential to notice that the issue presented thus far is psychological and affects both the Autistic individual and other people, commonly interviewers. Namely, there are underlying assumptions made by recruiters that picture Autistic individuals as either incompetent or savants (Rosa, 2018). For example, media portrayals and stereotypical assumptions paint Autistic individuals as either needing too much support or nearly perfect for not a lack of social skills. As a result, these unrealistic expectations make it difficult for Autistic individuals to be authentic because they fear they may be unfairly treated or held to impossible standards.

Delving deeper, stigma is rooted in stereotypes which are collective opinions about groups of people and can lead to prejudice and discrimination if accepted and manifest in negative emotional reactions or actions (Mayer et al., 2021). As a result, Autistic individuals struggle with disclosing their disability because they do not want adverse treatment and unrealistic expectations thrust upon them. Collectively, this psychological battle being waged is indeed fought by Autistic individuals and can create battle wounds such as negative self-esteem and self-stigma. This more extreme version of stigma is personal and can cause lower self-efficacy and self-respect, resulting in hopelessness and decreased help-seeking (Mayer et al., 2021).

With this said, it makes the decision to disclose difficult because of competing interests that lead to varying outcomes. On the one hand, disclosing could affect social interactions, belonging, and psychological well-being if negatively received (Mayer et al., 2021). On the other hand, non-disclosure can seemingly protect from stigma but makes it more difficult to find support and lead to greater burdens to carry (Mayer et al., 2021). Once again, the disclosure paradox rears its head and shows the fears associated with disclosure. In fact, the main issue seems to stem from the uncertainty that accompanies it and how it will be received.

I understand the struggles of disclosure and have encountered the same hypotheticals that have kept me from disclosing and receiving the help I could have gotten if not for the uncertainties. However, there should be no uncertainty, and businesses need to accept that everyone is unique and has unique needs. There is no reason why protected classes need to feel that they will be adversely affected by disclosing, and it is something that needs to be addressed. The way forward involves reconfiguring workplace culture so that disclosure is another benefit of the workplace instead of a detriment that should be suppressed and ignored.

Brandon Orozco is the AFO Workforce Development Project Assistant and holds a BS degree in Psychology with a dual minor in Philosophy and Business Management. Brandon is currently pursuing a MS in Human Resource Management from Claremont Graduate University and was the founder and President of the Professionals in Human Resources Association (PIHRA) student chapter. Brandon is an Autistic self-advocate and has previous experience being a Talent Acquisition Team Lead for a rising tech startup and enjoys sharing his lived experiences and perspectives. 

Sources

Mayer, L., Corrigan, W. P., Elsheuer, D., Oexle, N., Rüsch, N., (2021). Attitudes towards disclosing a mental illness: impact on quality of life and recovery. https://link.springer.com/article/10.1007/s00127-021-02081-1

Merrium-Webster (2022). Definition of Stigma. https://www.merriam-webster.com/dictionary/stigma

Rosa (2018). Why is the Autistic unemployment rate so high? https://thinkingautismguide.com/2018/02/why-is-autistic-unemployment-rate-so.html

 

Skip to content