In 2019, Marc Grundy didn’t imagine that someday he’d be an advocate for jobs for people with autism. In fact, back then, after he’d started and stopped college, he wasn’t sure what he wanted to do with his life. Around that time, Marc’s mother issued an ultimatum: If he wasn’t going to stay in college, he’d have to get a job—not always an easy task for people with autism. That’s when Marc got in contact with PRIDE Industries.
Early Interventions
Marc was diagnosed with autism when he was a toddler, after his parents noticed some behavioral issues.
Other signs included repetitive behaviors and difficulty communicating. Fortunately, Marc’s mother worked in healthcare, so Marc’s diagnosis—and the early interventions that accompanied it—came sooner than they do for some individuals with autism. But even early interventions and hard work—both on Marc’s part and on his mother’s—didn’t waylay the bullying that was born of societal ignorance.
“As much as possible, employers should be aware of what autism is, so that they can put good policies in place for people with autism who are looking for employment. A big part of that will be accommodations.”
“Once I was in school, I was teased and bullied at times,” said Marc. “I really struggle with expressing emotions. That can make the other person not want to hang out with you or like you. Some people think you’re creepy and will say so.”
Job Preparation and Placement
Around that time, Marc’s mother strongly encouraged him to seek employment. She also recommended PRIDE Industries, the leading provider of employment for people with disabilities, including those with autism. Soon after, in March 2019, Marc was put in touch with a Youth Services Job Developer for PRIDE Industries.
“He really helped me,” said Marc.
The job developer showed Marc how to prepare a resume, apply for jobs, and participate in the interview process.
“He really worked with me on subject matter that involved doing a good interview,” said Marc. “Like what you should say that employers most care about and what you should ask them. Also, what would make them see you as a good candidate.”
Then, in August 2019, Marc acquired a paid internship as an assembler in the manufacturing department of PRIDE Industries.
Marc began with simple, entry-level tasks and gradually undertook more complex ones that made use of his eye for detail.
A “Great Employee”
Since joining PRIDE Industries as a full-time employee, Marc has continued to impress his supervisor.
Game Ready™ is a medical device that has been described as “the number one recovery tool used by thousands of professionals, athletes, trainers, surgeons, professional teams, and sports medicine professionals around the world.”
It’s not just Marc’s attention to detail that impresses his co-workers. His soft skills are also on point.
Advocating for Jobs for People with Autism
When asked what he wants potential employers to know about hiring people with autism, Marc emphasized awareness.
“As much as possible, employers should be aware of what autism is, so that they can put good policies in place for people with autism who are looking for employment,” said Marc. “A big part of that will be accommodations.”
U.S. businesses must, by law, provide reasonable accommodations for employees with disabilities to enable them to work. That sometimes concerns employers because they think it will be expensive. It is not. The Job Accommodation Network, a disability employment consultancy, surveys employers regularly about the cost of accommodations, and the numbers have been consistent over the years. Most accommodations (56 percent) are free, and the rest cost an average of $300. For autistic employees, creating a sensory-friendly break room or giving people extra time to formulate answers to questions are inexpensive ways to enhance well-being and productivity.
Marc knows what a difference accommodations can make. That’s why a few years ago, he volunteered to be part of the team that helped prepare for the inaugural I AM ABLE Disability Job Fair, which was created by and for people with disabilities. Marc’s expert advice led to the creation of quiet spaces for those job fair participants who communicate better without too much external stimuli. The job fair drew over 600 attendees, which means that dozens of people benefited from Marc’s insights.
And when it comes to jobs for people with autism, Marc has valuable insights for employers too. Companies seeking to help employees excel at their jobs should keep one thing in mind: “Just make them feel safe.”