Creating an Asperger’s / autism-friendly home sanctuary

A lovely, informative, well-written post, my dear Spirit Sister 😊

the silent wave

Asperger’s/autism is usually characterized by sensory sensitivity–that is to say that we’re more sensitive to (and thus, by necessity, more particular about) our surroundings.  It is indeed possible to not be extra-sensitive to one’s surroundings and still meet the diagnostic criteria (I’ve bolded the relevant parts for emphasis):

B – Restricted, repetitive patterns of behavior, interests, or activities, as manifested by at least two of the following, currently or by history

  1. Stereotyped or repetitive motor movements, use of objects, or speech (e.g., simple motor stereotypes, lining up toys or flipping objects, echolalia, idiosyncratic phrases).
  2. Insistence on sameness, inflexible adherence to routines, or ritualized patterns of verbal or nonverbal behavior (e.g., extreme distress at small changes, difficulties with transitions, rigid thinking patterns, greeting rituals, need to take same route or eat same food every day).
  3. Highly restricted, fixated interests that are abnormal in intensity or focus (e.g., strong attachment to or…

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Dear employers ~ How to work with employees “with” Asperger’s / #autism ~ Part 5: You hired an Aspie/autist! Now what?

What a great, informative piece of writing! 😊

the silent wave

My partner suggested I write a follow-up post that explains what an employee on the Asperger’s/autism spectrum might “look like” once they’re (we’re) on board and working for you.  I decided to take his suggestion to heart; after all, his partner (me) is an Aspie, and so was his best friend.  Both his best friend and I have had challenges with employers that were largely unnecessary, simply because we were undiagnosed and didn’t know how to explain the differences between us and the “rest of the world”.

So here you have it–a “bonus” post 🙂

As with the other posts in this series, I’m speaking directly to anyone who is a non-autistic/neurotypical owner, manager, supervisor, Human Resources professional, career placement services specialist, or anyone who works at a job placement entity of any kind.

So…you hired an Aspie/autistic person!  First of all, awesome!  Maybe you looked specifically for someone who…

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Dear employers ~ How to work with employees “with” Asperger’s / #autism ~ Part 4: Why bother? Here’s why

the silent wave

At last, my fourth and final post in this mini-series, Hiring and Working With People on the Asperger’s/Autism Spectrum!  This post is actually probably going to be my favorite, and hopefully, it’ll be yours, too.

It may seem as though the whole point of the last 3 posts is to offer my perspective on interviewing, hiring, working with, and accommodating people on the Asperger’s/autism spectrum.

But it just seems that way.

In reality, the point of this post series is to help businesses/companies and people “with” Asperger’s/autism build a bridge, so that opportunities can be created on both sides, in order for both sides to bloom, grow, and flourish.

By now, I probably sound like a hopeless hippie, living in La-La Land, a land of utopia and unrealism.

But this “La-La-Land” really could be built.  The “hippie”-talk really can be as beautiful as it sounds.

Why? Because people on…

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Dear employers ~ How to work with employees “with” Asperger’s / #autism ~ Part 3: Thoughts on Interviewing, Hiring, and Promotion

Well done, SW!

the silent wave

This post is the third in what will ultimately be a four-part series on Hiring and Working With People “With” Asperger’s/Autism.  I’m writing this series in response to the (encouraging and long-overdue) uptick I’ve observed in the incidence of news headlines involving businesses/companies beginning to specifically and publicly seek out people on the Asperger’s/autism spectrum.  It’s definitely a welcome trend, and I approach this news with cautious optimism.  The optimism exists for obvious reasons – hey, Aspergian/autistic people are getting noticed in the business world and bonus!–the mainstream media consider this newsworthy.  We have the opportunity to “hit the big-time” as a community, at least by conventional trains of thought.

I haven’t neglected or forgotten about the “caution” in the “cautious optimism” part – I’ll explain that later.

For now, I’d like to cover the last of my pre-written material, which involves a discussion about the application/interview process and…

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