Autism and A/V-Furthering the Discussion to Unlock Abilities!

One of the things I’ve enjoyed the most about our recent DEI roundtables at the Exertis Almo E4 Experiences has been talking about aspects of diversity, equity and inclusion that go beyond what most people think of when they hear the term “DEI.”?

Part of our aim with these talks has been to peel back the layers of DEI and explore what it really means. Only then can we start to encourage broader viewpoints, thoughts and action from leaders of organizations. We feel that when people really start to understand the meaning of DEI, they quickly begin to appreciate the cultural and financial benefits that go alongside incorporating a DEI policy. Making actionable change within a workforce trickles up to the industry as a whole.?

As a white male, my contribution to these efforts might appear surface level to some. But, in fact, it’s an issue that’s very close to my heart. Like many people, I have a family member who is neurodiverse. Note the word “diverse” in that classification!?Samantha, who is 15 and a sophomore in high school, was diagnosed with Autism when she was 3 years old.

My daughter is smart, accomplished and joyful. Her brain functions in remarkable ways, including remembering and recalling extremely detailed data and grasping technological concepts in a snap. She also happens to really dislike crowds, loud music, dramatic changes in light, complex or insufficient instructions, and unexpected changes in routine. And when she’s nervous, she fidgets a lot.?

Does that mean that a career in AV, IT or any number of related fields are out of bounds for her? That a job at which she could excel, within a company that might truly benefit from her input, might be worth some extra accommodations — for her comfort level and productivity and for the organization’s own bottom line??

My daughter and I sat down and had a roundtable discussion of our own. We dug into some of her issues and thought about others’. Here are some of the points we came up with:?

·? ? ? A simple thing like lighting can make all the difference. Companies should consider replacing fluorescent lighting with LED lighting, and other less harsh or natural light sources.

·? ? ? Audio controls that crossfade from music to announcements, or just softer music in general, could help avoid harsh transitions and system overload. Accessible volume controls and well-spaced ceiling speakers would help.

·? ? ? Offices should be equipped with quiet spaces, noise canceling headphones, fidgets and system controls for things like volume, lighting and scheduling — small tweaks that could easily be included in design elements of an AV system.?

·? ? ? While it’s against the law for employers to ask job applicants about any disabilities, employers that foster and promote diversity within the workplace can realize benefits from simply being a safe space for applicants or new employees to voice their individual needs and concerns. A comfortable and accepted employee almost always offers a higher work output and quality of work.

Thanks Samantha for all of your help here!

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Here at Exertis Almo, we talk about and incorporate DEI, including hosting frequent in-house trainings, webinars and panel discussions on the topic — such as the lively discussions we’ve had at this year’s E4 Experiences. We firmly believe that sending a message to our employees that the company cares and that each person deserves to feel comfortable and equal in the workplace engenders a culture of inclusivity and equitability that allows everyone to successfully contribute and achieve their career goals. That includes being willing to make accommodations for any unique requirements they might have.