Tips for Employment Success

By Laura Noland, M.Ed., and Jim Toohey, B.A.

[This column was published in the West Springfield Republican on October 19, 2023.]

With only 23 percent of individuals with disabilities gainfully employed in the U.S. (U.S. Department of Labor, August 2023), National Disability Employment Awareness Month is an important time to highlight inclusive practices and strategies that mutually benefit the employer and employee. 

The growing prevalence of individuals with autism spectrum disorder (ASD) and other intellectual and developmental disabilities (IDD) has resulted in an expanding need to help build meaningful skills and increase independence through adulthood. For individuals with ASD or IDD who desire competitive, integrated employment, we offer the following tips to family members and caregivers for supporting employment success:

Utilize preferences. Assess the individual’s preferences and skills. Do they like spending time indoors or outdoors? Do they enjoy working more independently or in an environment with many opportunities for social interaction? Are there particular tasks they prefer more than others? Take these individual preferences into consideration when selecting a job setting.   

Contact the decision-maker. Oftentimes, it is easier to directly communicate with a hiring manager or owner of a smaller business than one in a larger corporate setting. If possible, utilize existing connections to reach the decision-maker. For example, family members or caregivers might know the owner of a local bakery, office, or retail store. In these cases, reach out to known community members to discuss their employment needs. Explain how the partnership would mutually benefit the business and the individual seeking employment. 

Create the right job. The right job may not exist yet, but you can work with the business to “job carve.” For example, if you frequent a local retail store and notice the shelves are often disorganized or empty, you may use that as an opportunity to suggest they offer an inventory and stocking job to the individual to enhance the retail space. Perhaps the individual can take on certain responsibilities that would enable existing employees to focus on other tasks, improving the overall efficiency of the business. 

Provide coaching. Many individuals qualify for some level of on-the-job support from government agencies. When possible, maximize these resources. Identify who will provide job coaching and support to the individual during their assigned shifts. A job coach can help break down complex skills into smaller components. They may also utilize visual supports or other tools to help the individual learn necessary skills. Some individuals will need this support for a short period of time, and others on a longer-term basis. 

Remember the soft skills. It’s not only necessary to support the individual in learning the technical skills of a job, but also critical to support them in building social-communication skills. Help the individual establish relationships with their manager, coworkers, and other natural supports within the job setting. Ensure the individual is working with others in their environment, not around them; help them practice meaningful social interactions. Relationships are key to long-term success in a work environment. 

Reward efforts and independence. A paycheck is compensation for an employee’s work contributions – although, in many cases, a paycheck does not function as an effective reward for work completed days or weeks prior. Establish other meaningful rewards to strengthen the individual’s efforts and independence. Praise the individual for desired, on-task work behaviors as they occur during their shift. Also, identify a preferred activity the individual can access immediately after their shift (e.g., yummy snack, fun activity, visit to a favorite place) for meeting work expectations. 

Start small and grow. Start with a shift length that will enable the individual to be successful. In many cases, theindividual does not need to begin working a traditional eight-hour shift. Some employers will offer shifts that are as short as 30 minutes to start. As the individual builds skills and endurance, work with the business to systematically add responsibilities, extend the shift length, and/or increase the number of shifts. The individual may indicate interest in working in other settings as well. Continue to encourage and support the individual in expanding their employment experiences. 

There are several benefits to hiring individuals with disabilities including reducing turnover, enhancing company culture, and improving business. For some(?) individuals with ASD or IDD, work experience can broaden their world, enabling them to make new social connections, have more opportunities for learning, and enjoy an improved quality of life. 


Laura Noland, M.Ed., BCBA, is the Director of Community Engagement and Development and Jim Toohey is Coordinator of Vocational Services at The Bay School, in Santa Cruz, Calif., one of May Institute's five special education schools for students with autism spectrum disorder (ASD) and developmental disabilities. May Institute also operates schools in West Springfield, Chicopee, Randolph, and Wilmington, Mass. For more information, call 800.778.7601 or visit www.mayinstitute.org.