A quiet but urgent employment crisis is unfolding across New Jersey and the nation, affecting countless families and communities. While awareness and early diagnosis of autism spectrum disorder (ASD) continue to rise, the rate of unemployment among autistic adults remains staggeringly high, with some estimates reaching 80%. This is prompting researchers and advocates to call for systemic solutions that go beyond the individual to engage employers and fundamentally change the job search process.
Leading the charge in New Jersey is Kessler Foundation’s Center for Autism Research, which has developed specialized coaching curricula to bridge the gap between an autistic individual’s unique talents and the expectations of the neurotypical workplace.
Dr. Helen Genova, associate director for the Center for Autism Research at Kessler Foundation, is at the forefront of this effort. Her work focuses on helping transition-age youth on the spectrum—from age 14 up to 26—achieve their adult goals, particularly in employment.
“It’s really a societal crisis at this point. It’s not just a personal one or it doesn’t just affect the families,” Genova stated. “Everyone in New Jersey knows someone who’s on the spectrum. So, it really is something that we as a as a state, as a country, we need to address this crisis.”
The job interview: A major hurdle
For many autistic job seekers, the traditional job interview presents an immense obstacle. Genova explains that challenges stem not only from social anxiety but also from a fundamental mismatch between the literal interpretation of questions and the strategic answers employers are conditioned to expect.
“The job interview is challenging for an autistic person for a few reasons. Number one, there may be a certain level of anxiety, social anxiety,” Genova said. “For an individual on the spectrum, it’s probably tenfold.”
One common stumbling block is the seemingly simple request: “Tell me about yourself.” A neurotypical person might instinctively offer a professional, tailored response; however, an autistic individual may respond with personal details that, while true, do not strategically showcase their professional fit.
“You’re giving all this information. It’s real information… However, it’s not strategically selling yourself to the interviewer because the interviewer isn’t expecting to get those sorts of information bits from you,” Genova explained.
Coaching strategy: switching the emphasis
Genova’s program, KF Stride (Kessler Foundation Strength, Identification and Expression), coaches clients to focus on the employer’s expectations. This strategic shift is crucial for navigating loaded questions common in interviews.
Take, for instance, the classic “trick question,” “Tell me about a time in life that you failed.”
“Many of us just sort of innately know that you’re not really going to give the time in your life when you failed so terribly,” she noted. “You’re going to share something that can be turned around and make it seem like a good thing that was learned from it.”
For an autistic individual, a literal interpretation of the question can lead to an honest answer that may unexpectedly turn off an employer. KF Stride trains them to reframe their experiences.
“This is a nice opportunity for you to try to tell the employer that you made this mistake, but that you learned from it, that you’re improving in this way,” Genova detailed. “We switch the emphasis from what is what you want to say to what the employer wants to hear.”
The two-part curriculum: getting the job and keeping it
The KF Stride program is divided into two comprehensive courses, backed by research funded through the National Institutes of Health (NIH).
1. KF Stride to the Interview (10 Hours)
This course focuses entirely on the obstacles of the initial meet-and-greet, providing in-depth training on:
- Answering questions strategically: Focusing on employer expectations over personal preference.
- Presentation: Guidance on what to wear, personal hygiene, and preparation the night before.
- Follow-up: How to write an effective thank you note.
2. KF Stride into Work
Once employment is secured, the focus shifts to retention, addressing the challenges of the workplace environment.
Emotional regulation: Teaching individuals how to stay calm and centered when faced with unexpected stressors, such as a schedule change or unanticipated critical feedback.
Positive coping skills: Preparing clients for the realities of the workplace to ensure they can manage stress and succeed long-term.
Showcasing strengths and addressing disclosure
The program starts by helping individuals identify their inherent value. The name KF Stride reflects this mission: Strength, Identification and Expression
“We help autistic individuals understand their unique strengths and what they bring to the table because a lot of them simply don’t know,” Genova observed. When an individual has a special talent, the training centers on making it relevant to the job.
For example, a passion for the piano can be translated into a workplace trait.
“You might say something like, one thing I can tell you is that I’m a really hard worker. I have devoted hours of my life to mastering piano… That’s just one example of the way that I just work really hard at something, no matter what I put my mind to, I accomplish it. So, the key is to directly relate it back and that’s the basis of what we coach.”
Regarding whether to disclose their autism to an employer before an interview, Genova admits the research is mixed, and the program offers no advice either way.
“I simply don’t know who is on the receiving end of the information,” she explained, noting that while disclosure might excite one employer, another may still hold intolerant views. However, she advocates strongly for self-advocacy regarding accommodations.
“I’m a big fan of self-advocacy, especially in this population. Say what you need, it can’t hurt and it may help your chances in in just succeeding that much more on an interview.”
A call for employer and family support
The challenge of autism employment is not limited to the job seeker. Genova confirmed that the Kessler Foundation is currently developing a new program specifically for employers to help them onboard, manage, and understand the diverse needs of an autistic employee.
“We are working on a program for the employers themselves… You know, it can present some challenges that you didn’t expect,” she said. “We are now going to begin working with employers themselves to prepare them for those experiences so that they can feel confident and successful and understanding of the challenges that are that are going to occur.”
For family members and caregivers, Genova stressed the importance of active involvement in the job search process, particularly for first-time job seekers.
“My advice for families and for parents is that you may need to take an active role in the prep for them,” she advised. This includes practicing interview questions, helping them research the company, and ensuring basic preparedness.
“This is not the time to pull that support away. It’s not the time to say this is not a sink or swim moment for them,” Genova concluded. “You are there to support them, especially on their first job interview… Expect to have an active role in this process with your child because they’re going to need you.”
Individuals and families interested in learning more about the KF Stride program can visit www.kfstride.org.
