Employment Colleagues,


We value you and your business and want to introduce you to some potentially great employees.


We welcome your help in advancing the employment opportunities for adults diagnosed on the high-functioning end of the Autism Spectrum – often called Asperger’s Syndrome.


In my own work, and as part of the Spectrum Employment Community, by AASCEND, I’m part of an employment initiative assisting this population become well employed.  For a look at our ongoing work, please view our LinkedIn profile.


I’m reaching out to you because we are working to build partnerships with community employers. This partnership will bring a proven and highly valued diversity inclusion to your workplace.


We welcome the opportunity to introduce you to this segment of the disabled population.  Their disability is considered a “hidden disability” and until very recently it has remained “under the radar,” so to speak.


Within this population, current statistics tell that approximately 80% of adults are unemployed, underemployed, or sporadically employed.


A significant barrier to employment is that, in an interviewing situation, these are,

often times, the people who seem to have:

            • low enthusiasm

            • a flat affect to their personality and speech

            • few words and minimal examples to offer in response to interview questions

            • and may appear, really, to be uninterested in the position for which they are interviewing

              and are, thus, not selected for employment.


As it seems, nothing could be further from the truth.  Factors, related to this disorder, create these affects and how to express themselves – offering impactful communication – is just plain hard.


Despite this perceived response from an interview, it is well appreciated by business owners that employ people with this hidden disability, that once trained in their role, they offer tremendous loyalty, great attention to detail, an ability to maintain focus on repetitious tasks, and a real commitment to “getting the job done!”


I’ve included, here, links to two YouTube video.  Please take a few minutes to view them.


The first video provides information about characteristics, both strengths and weaknesses,

of people with Asperger’s.  (It also has some great music!)



















The second video discusses the topic of "Why should an employer hire, or not

hire, a person with Asperger’s Syndrome?" and "How does one find employers willing

to hire a person with Asperger’s Syndrome?"




















Another barrier to employment, due to one aspect of their disorder being limited to the understanding of social interactions, is the current practice of the on-line application process.  It can be extremely daunting as many scenarios to answer are based in this understanding of sociability.


Being impacted by this social challenge - which a well-executed job search and interview process is, a socially arduous process – is where I come in.


After having met high-functioning people on this spectrum and having the opportunity to work alongside them in developing their abilities to pursue and maintain employment, I always make contacts to potential employers, on their behalf.  With care for the legal considerations that employers must follow, I step in to assist those who are professionally diagnosed and who have chosen to disclose their diagnosis, prior to interviewing, in the hope of being understood and accepted – and to be offered employment.


I’m reaching out to you, today, because it is my passion to come alongside high-functioning people on this spectrum who want to be employed and help create partnerships of employment.  There are many adults right in your community who would, forever, be grateful for the opportunity they could have within your organization and you may gain an employee that you will be able to train and receive many years of committed employment which will result in a significant return on your investment.


Even if you and I live on opposite sides of the country, we can work together.


The role that I offer to you, in consideration of interviewing/hiring a spectrum person is to help define a job description that utilizes their strengths, and to, at any interval, meet to continue to develop the skills and characteristics that will bring success to your employee and, ultimately, to your business.


To learn more or just toss ideas back and forth – please send your email my way.


Remember to check out the Spectrum Employment Community, by AASCEND LinkedIn profile to view and get in on this dialogue ---


Thank you for your consideration!



~ coaching neurodiverse adults into the self-determined life they choose ~

Active Living Skills  •  Career Development  •  Educational Pursuit  •  Employment

Asperger’s • High-Functioning Autism • AD(H)D • Dyslexia • Anxiety • PTSD