Exceptional Minds- An exciting new vocational training opportunity in California worth checking out!
Exceptional Minds (EM) is a nonprofit vocational
school & working studio that prepares young adults on the autism spectrum for careers in digital
animation & visual effects. The school is totally focused on meaningful employment for individuals on the
autism spectrum. They strive to instill the lifelong problem solving & social skills necessary for their students to become self-sufficient, productive members of society. Graduates go on to careers in the digital
arts fields, either as employees for outside companies or on contract for the EM Studio. EM realizes employment is the gateway to independence, stability & self esteem
for people in general and especially true for those with autism.
Mark Your Calendars! Life Planning Workshop set for 10/24 at Berkley High School
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TO RSVP, PLEASE CLICK HERE
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Michigan Public Radio: People with disabilities deserve more opportunities to work in the community, 6/13/16
Each month, the State of Michigan releases unemployment numbers, which are seen as a major indicator of the state’s economic health. One subset of these numbers is often overlooked — the employment levels for people with disabilities. Michigan and other states struggle with the challenge of employing people in this group. The discrepancy is significant. As of March 2016, the national unemployment rate for people without disabilities was 4.9%. For people with disabilities, it was more than double that figure. Perhaps even more indicative of the challenge is the gap in the labor force participation rate of nearly 69% for people without disabilities, and almost 20% for people with disabilities.
For people with disabilities, the low workforce participation rate is complex. As with the general population, there is a “skills gap” – employers have trouble finding qualified talent, and many working-age adults give up after facing barriers to finding and keeping a good job. For people with disabilities, other challenges include concerns about losing benefits due to income limits, low expectations, and a system of employment services and supports that are not aligned and are underfunded.
People with disabilities usually have several choices for work. One option is “facility-based” employment, which means a work setting where most of the people have a disability and receive onsite job-related support and supervision from people familiar with their needs. MRC Industries in Kalamazoo is an example. Another is “community-based” work, whether individual or supported employment, in which people with disabilities work with non-disabled people. In both cases, there are some “supporting” agencies that help people find jobs.
The state’s education system delivers transition services. The vocational rehabilitation system offers counseling and job placement assistance. The community mental health system includes employment goals in their plans of service for people with behavioral health challenges and intellectual disabilities. And finally, there is the private nonprofit sector – community-based, mission-driven businesses that promote successful employment outcomes by partnering with these agencies.
MARO is a statewide network of these “providers.” MARO members provide employment, independent living, community living supports, skill building, and rehabilitation training to thousands of people with barriers. Historically, these providers haven’t always collaborated to the fullest extent. Despite the fact that they shared the same vision and mission, there has been some disagreement about the best way to go about things. There is sometimes a perception of nonprofit service providers as self-serving. Because these organizations create revenue by serving others, they are sometimes accused of seeking to further their own objectives instead of best serving people in need. It is a complex environment, which has been too often fraught with a lack of trust and collaborative spirit.
A new approach is happening here in Michigan. The Employment First State Leadership Mentoring Program, sponsored by the U.S. Department of Labor, is coordinated by the State of Michigan Developmental Disabilities Council. It is focused on a shift away from facility-based employment to community-based, integrated jobs. One of the major goals here is to bring together more agencies to reach young adults transitioning from education to employment. MARO and the state’s Developmental Disabilities Council have not historically been aligned on the issue of facility-based vs. community-based employment. What is incredibly innovative in this new approach is that the two organizations have decided to put aside their differences over the issue and work together under this federal grant to place people with disabilities in jobs.
Here in Michigan, we have come to the table, agreed to disagree on some details regarding the process, and focus on the outcomes -- increasing the number of community-based, competitive, integrated jobs for people with disabilities. Now in its second year, the Employment First State Leadership Mentoring Program has brought together the educational system, the vocational rehabilitation agencies, and the behavioral health and developmental disabilities administration, along with the workforce development agency, advocacy groups and the private sector to work toward this shared vision of independence and inclusion.
There are 19 states involved in this ODEP Grant, but only Michigan and Iowa have directly included “providers,” which is a term often used to describe private sector service providers. Employment First is a national movement that establishes competitive employment in an integrated setting as the optimal outcome for people with disabilities. “Competitive” means at or above minimum wage. “Integrated setting” means an environment where people of all abilities work side by side. To be successful, it will involve raised expectations and engagement earlier in an individual’s career journey, as well as other goals. What does this look like in action? One job seeker, A. N., had been working for facilities-based MRC Industries’ custodial crews for more than a year. He was very successful there and the “go to” guy when something needed to be done, but he wanted his “own” job. He began working with the state vocational rehabilitation agency in July 2015. First, he found a position providing custodial services at a local car dealership, but the workplace culture was not a good fit. He and his employment specialist then found a position at a local furniture retailer helping to stage the display areas for customers and provide light custodial work. This was not a posted position, but required the specialist and A. N. to “customize” the job so that it was a fit for both him and the employer. The employment specialist built a relationship with the store manager, and together they developed the job description to be mutually beneficial. A. N. is now working 20 hours per week at $9.00 per hour.
This is what the future may look like, in Michigan and eventually in other states. It is clear at the federal level that the push will be towards community-based work. It is less clear what will happen with facilities-based employment. Waiting to see how this all pans out is not helping people with disabilities now.
MARO and the state have agreed to move the needle toward more community-based job placements now, rather than wasting time and money focusing on differences. This kind of cooperation benefits Michigan in many ways—but the most profound impact is on people with disabilities who find new ways to support themselves, expand their horizons, and contribute to society in a greatly enriched way.
Todd Culver is the executive director of the Michigan Association of Rehabilitation Organizations.
Video Presentation: Transition to College for Students with Disabilities
Autism Can Be An Asset In The Workplace
May 18, 2016
As the population of people diagnosed with autism spectrum disorder keeps growing, so does the number of people with that diagnosis who aren't finding employment.
Though many young adults on the spectrum are considered high functioning, recent research shows 40 percent don't find work — a higher jobless rate than people with other developmental disabilities experience.
Research scientist Anne Roux, of the A.J. Drexel Autism Institute in Philadelphia, studies young adults with autism and was the lead author of that study.
"When we learned that last year — that about 40 percent of people were never getting employment or continuing their education — we wondered, 'Why is that, and what happens to them?' "
Young people on the spectrum — just like other young people — are eager to live independently and work, she and her team found as they looked deeper. But social services aimed at helping children overcome early deficits in communication and problems with social skills become less available as those students get older.
"Once you develop into an adult, those resources plummet," says Leslie Long, vice president of adult services for the advocacy group Autism Speaks.
An estimated 50,000 people on the spectrum enter adulthood every year. Face-to-face job interviews can be a challenge for many, Long says, and some engage in repetitive behaviors, which can seem odd to the uninitiated.
But those idiosyncrasies sometimes mask hidden talents, she says — like intense focus, or a facility with numbers and patterns.
"I mean, look at what happened with the housing bubble and the financial market," she points out. "It was a man on the spectrum who saw which mortgages were going to fall. And I don't think that's something an average person would have been able to do."
That particular case — of Dr. Michael Burry, the physician and hedge fund manager featured in the book and movie The Big Short — is in many ways exceptional, Long admits. (Burry has a son with Asperger's syndrome and has said he believes he fits thediagnosis as well.)
Still, with baby boomers starting to retire, and with talent in increasingly short supply, companies as varied as Microsoft, Walgreens, Capital One, AMC Theaters, and Procter & Gamble are all starting to actively recruit people who have autism spectrum disorder. They aren't yet putting a lot more people to work, but their recruiting and training programs are becoming models for other firms.
Take, for example, Bank of America's support center in Dallas, which prints, checks and sorts reams upon reams of paperwork regarding bank customers. The work involves, as manager Duke Roberson says, "a lot of paper handling."
All the members of Roberson's staff of 75 have some form of disability. His workers with high-functioning autism, he says, tend to be aces at catching errors — and they enjoy the repetition.
"I tell my guys as we start in the morning, 'We do the same thing the same way, every day,' " Roberson says.
Methodical tasks others might find monotonous, these workers find comforting.
"I have one individual who, when he comes in, has to have the same seat every day or it kind of upsets his whole day," Roberson says.
Turnover within Roberson's team is incredibly low, and performance, profitability and morale are good.
"There's no charity to this at all," he says.
The company Specialisterne USA helps people with autism find work as consultants "in information technology and other sectors with technically oriented tasks and jobs," its website says. Executive Director Mark Grein says accommodating a worker with autism is often as simple as adjusting lighting to prevent overstimulation or permitting frequent breaks.
"Our recommendation is just clear communication in terms of expectations," Grein says of his advice to companies. "Be able to provide rules." It also helps, he says, to train co-workers beforehand, and to provide a mentor who can help the worker with autism ease into the workplace.
Grein says he has successfully placed hundreds of workers and hopes to eventually reach a goal of 250,000 people.
Getting past the obstacles of a conventional job search, however, can be hard. Last year, Autism Speaks launched thespectrumcareers.com, a website to match workers who have autism with prospective employers.
Gerald Franklin, who is 24, is the website's lead developer. Among other helpful aids, he says, the site allows job seekers to post videos.
"Video played a huge role in helping people with special needs showcase what they can do," Franklin says.
He was diagnosed with autism at age 4 and says he has developed workarounds over the years for communicating with his team without long explanations.
"I would try to explain something really cool or interesting to someone, but they did not understand," he says. "So, it would be making lots of drawings, making lots of notes — and my team members are extremely appreciative."
Franklin sees his autism as an asset. It gives him insight, he says, into creating tools that can help others.
Though many young adults on the spectrum are considered high functioning, recent research shows 40 percent don't find work — a higher jobless rate than people with other developmental disabilities experience.
Research scientist Anne Roux, of the A.J. Drexel Autism Institute in Philadelphia, studies young adults with autism and was the lead author of that study.
"When we learned that last year — that about 40 percent of people were never getting employment or continuing their education — we wondered, 'Why is that, and what happens to them?' "
Young people on the spectrum — just like other young people — are eager to live independently and work, she and her team found as they looked deeper. But social services aimed at helping children overcome early deficits in communication and problems with social skills become less available as those students get older.
"Once you develop into an adult, those resources plummet," says Leslie Long, vice president of adult services for the advocacy group Autism Speaks.
An estimated 50,000 people on the spectrum enter adulthood every year. Face-to-face job interviews can be a challenge for many, Long says, and some engage in repetitive behaviors, which can seem odd to the uninitiated.
But those idiosyncrasies sometimes mask hidden talents, she says — like intense focus, or a facility with numbers and patterns.
"I mean, look at what happened with the housing bubble and the financial market," she points out. "It was a man on the spectrum who saw which mortgages were going to fall. And I don't think that's something an average person would have been able to do."
That particular case — of Dr. Michael Burry, the physician and hedge fund manager featured in the book and movie The Big Short — is in many ways exceptional, Long admits. (Burry has a son with Asperger's syndrome and has said he believes he fits thediagnosis as well.)
Still, with baby boomers starting to retire, and with talent in increasingly short supply, companies as varied as Microsoft, Walgreens, Capital One, AMC Theaters, and Procter & Gamble are all starting to actively recruit people who have autism spectrum disorder. They aren't yet putting a lot more people to work, but their recruiting and training programs are becoming models for other firms.
Take, for example, Bank of America's support center in Dallas, which prints, checks and sorts reams upon reams of paperwork regarding bank customers. The work involves, as manager Duke Roberson says, "a lot of paper handling."
All the members of Roberson's staff of 75 have some form of disability. His workers with high-functioning autism, he says, tend to be aces at catching errors — and they enjoy the repetition.
"I tell my guys as we start in the morning, 'We do the same thing the same way, every day,' " Roberson says.
Methodical tasks others might find monotonous, these workers find comforting.
"I have one individual who, when he comes in, has to have the same seat every day or it kind of upsets his whole day," Roberson says.
Turnover within Roberson's team is incredibly low, and performance, profitability and morale are good.
"There's no charity to this at all," he says.
The company Specialisterne USA helps people with autism find work as consultants "in information technology and other sectors with technically oriented tasks and jobs," its website says. Executive Director Mark Grein says accommodating a worker with autism is often as simple as adjusting lighting to prevent overstimulation or permitting frequent breaks.
"Our recommendation is just clear communication in terms of expectations," Grein says of his advice to companies. "Be able to provide rules." It also helps, he says, to train co-workers beforehand, and to provide a mentor who can help the worker with autism ease into the workplace.
Grein says he has successfully placed hundreds of workers and hopes to eventually reach a goal of 250,000 people.
Getting past the obstacles of a conventional job search, however, can be hard. Last year, Autism Speaks launched thespectrumcareers.com, a website to match workers who have autism with prospective employers.
Gerald Franklin, who is 24, is the website's lead developer. Among other helpful aids, he says, the site allows job seekers to post videos.
"Video played a huge role in helping people with special needs showcase what they can do," Franklin says.
He was diagnosed with autism at age 4 and says he has developed workarounds over the years for communicating with his team without long explanations.
"I would try to explain something really cool or interesting to someone, but they did not understand," he says. "So, it would be making lots of drawings, making lots of notes — and my team members are extremely appreciative."
Franklin sees his autism as an asset. It gives him insight, he says, into creating tools that can help others.
"Night to Shine" Prom
Date- February 12, 2016
Time- 6:00pm - 9:00pm
Location- Troy Campus: 6600 Rochester Rd. Troy, MI
Contact- Greg McDougal: GregMcDougall@Woodsidebible.org
Location- Troy Campus: 6600 Rochester Rd. Troy, MI
Contact- Greg McDougal: GregMcDougall@Woodsidebible.org
Movie Night for Families with Children with Special Needs
Watching a movie in a theater is designed to be a fun escape, but for many families with special needs children the experience can be the opposite.
That’s why Emagine Theaters in Novi and Centria Health Care have teamed up to set aside theaters on the first and third Saturdays of the month for the families of special needs children, particularly those with autism.
Talking during the show or getting up and walking around isn’t frowned upon. The theater’s sound is adjusted lower and the room isn’t as dark. About 70 families came Saturday morning to see “Star Wars: The Force Awakens.”
This is the third movie that Emagine and Centria, a Novi-based company that offers autism services, have partnered on to offer to special needs kids and their families.
Emagine staff members have been educated about autism and behavior specialists from Centria attend the movie as well to assist parents if needed.
The next shows are “Norm of the North” on Jan. 16 and “Kung Fu Panda” on Feb. 6. Both are at 10:30 a.m. For more information visit autismfriendlymovies.com
Christine MacDonald, The Detroit News 2:24 p.m. EST January 2, 2016
To read the entire article, click here.
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