# 'Agricultural specialisterne': rural employment revolution for those with Autism **URL:** \ **Category:** Lounge\ **Created:** [June 5, 2011, 5:40am UTC](https://pheromonetalk.com/t/agricultural-specialisterne-rural-employment-revolution-for-those-with-autism/50615 "2011-06-05T05:40:07Z")\ **Posts on this page:** 1\ **Showing post:** 330
**Author:** ![Visionary7903](https://avatars.discourse-cdn.com/v4/letter/v/45deac/32.png) [@Visionary7903](https://pheromonetalk.com/u/Visionary7903)\ **Post date:** [June 29, 2012, 6:40pm UTC](https://pheromonetalk.com/t/agricultural-specialisterne-rural-employment-revolution-for-those-with-autism/50615/330 "2012-06-29T18:40:17Z")
Disclosure of an Autism Spectrum Disorder diagnosis in the workplace is an issue that needs to be carefully weighed. Sumida River Solutions, a company I have mentioned [before](https://pheromonetalk.com/t/specialisterne-leveraging-the-unique-skills-of-autistics-at-competitive-market-terms/50245/33), goes to great lengths to ensure privacy of their problem solving ‘scientists’… > [@](#): > > …Can we interview members of the [Advanced Technology & Sciences Group (ATS)] team? > No. As a general rule, it is very rare for our scientists to interact with our customers. Our ATS scientists are typically special needs individuals that only work with properly trained individuals. Your engagement liaison can explain this in more detail. At SRS, safeguarding our scientists from situations that may be harmful to their well being is our number one priority. > > **Will we know the names and backgrounds of the ATS team members? > We provide general backgrounds of our scientists but only provide an associated name if the scientist approves this ahead of time. Privacy is a great concern of ours and we advocate an environment of self-disclosure regarding any disorders our scientists may have. In other words, we leave it up to the scientists whether or not they wish to tell you about their personal situation**… Dr. Stephen Shore, an Assistant Professor at Adelphi University in New York State, has edited several books related to Autism, including _Ask and Tell: Self Advocacy and Disclosure for People on the Autism Spectrum_ (2004). An ‘Aspie’ himself, this is what this leading self-advocate’s views are on disclosure of an Autism diagnosis in the workplace… > [@](#): > > …For Shore, disclosure is another key issue in employment for adults on the spectrum, and a key solution is also reframing. “I like to bring meaning to disclosure,” he says, "So it goes beyond saying ‘Hi, I have autism… and it’s great to meet you.’ **Disclosure is about beginning a discussion about the strengths and challenges that an individual may have." > Shore recommends that, during disclosure, a person should begin by reviewing their personal strengths for the other person (potential employer, co-worker, etc.), and then discussing how they use those strengths to accommodate their personal challenges. In this way, the person with autism helps frame the other person’s understanding of autism in terms of abilities and effective supports.** > “I always use the word ‘challenge’ instead of ‘weakness’” he adds, “You can do something with a challenge; you really can’t do anything with a weakness.”… Disclosure of a diagnosis (for example of Asperger’s Syndrome) may also be a factor affecting the legal situation for an individual should there be any kind of harassment allegations… > [@](#): > > …Unfortunately, Aspies’ deficits often receive more attention than their strengths, sometimes leading co-workers and bosses to criticize and mock them. > > In 2008, Aspie Thomas Mangano, former director of manufacturing for Sunnyvale, Calif.-based Verity Inc., sued the software firm and his manager, Steven Springsteel, alleging disability discrimination and “verbal harassment” after enduring several months of Springsteel calling him “Rain Man” in front of his co-workers. > > He had also been passed over for a promotion. In both instances, Verity prevailed – in part, because Mangano had not yet been diagnosed with Asperger’s when Springsteel was taunting him or when he failed to get the promotion. > > Such cases fall into a legal gray area, according to Vianei Lopez Robinson, partner in the Houston law firm of Buck Keenan, where she practices employment law. > > **Although Mangano had not yet learned of his disability himself, it could be argued that Springsteel could tell something was different about him. In that regard, his case could fall under what Robinson calls a “prong” in the Americans with Disabilities Act [ADA] that protects employees who are “regarded as” being disabled, even if they have not disclosed that fact to their employer.** > > **“If an employer thinks an employee is disabled and discriminates against [him or her] based on that perception, that is still a violation,” Robinson says. “If someone has Asperger’s, but has never disclosed it and gets terminated, that may be a termination in the normal course of business, or they may have a disabilities claim for having been regarded as disabled. That is going to depend on the circumstances of each case.”** > > In Mangano’s case, Verity’s attorney successfully argued that the company had legitimate business reasons for hiring a vice president from outside the company. > > Across the legal community, opinions vary with regard to whether Asperger’s even qualifies as a disability under the ADA. Robinson says that’s because it can be argued that Aspies are not substantially impaired in a major life activity. > > That said, she recommends that companies treat Aspies – and anyone they might suspect of being an Aspie – as if the condition is covered by the ADA. As with other mental handicaps, employers frequently need to make reasonable accommodations to help Aspies succeed in the workplace. > > “They need to engage in an interactive process with the employee, see what their limitations are, and determine what accommodations make the most sense,” says Robinson… (sources: [Sumida River Solutions, Inc. - ATS FAQs](http://www.sumidariver.com/srs_ats_faqs.aspx); [http://www.dps.missouri.edu/Autism/2012AWNC/Shore.pdf](http://www.dps.missouri.edu/Autism/2012AWNC/Shore.pdf); [Human Resource Executive Online - Aspies in the Workplace](http://www.hreonline.com/HRE/story.jsp?storyId=533322194)) --- _[View the full topic](https://pheromonetalk.com/t/agricultural-specialisterne-rural-employment-revolution-for-those-with-autism/50615)._