
How These 9 Companies Are Celebrating Difference This Autism Awareness or Acceptance Month
Five million adults in the U.S. have autism spectrum disorder, per the CDC. More are considered neurodivergent, which can refer to people with autism, ADHD, and dyslexia.
You've met some of them—maybe they're your family, friends, classmates, or coworkers, or perhaps you identify as neurodivergent yourself.
You may have recognized that some neurodivergent people are exceptionally skilled, excelling in things like pattern recognition and mathematics, and that those skills deserve to be celebrated, as the Harvard Business Review did in their report "Neurodiversity as a Competitive Advantage" in 2017.
But whether highlighting the significant contributions that neurodivergent employees have made or just honoring who they are as people, we wanted to take a moment this April to share some ways that industry leaders are marking World Autism Awareness Month.
We also want to acknowledge that Autism Speaks, the organization that began World Autism Awareness Month in the 1970s, has had a complicated relationship with the autism community. (Here's a good guide on that context.) We recognize that some prefer to celebrate Autism Acceptance Month, or to align with other organizations' World Autism Awareness activities, like the UN's.
However you decide to "Celebrate Difference"—the Autism Society of America's theme for April 2021—this month, PowerToFly and these 9 companies are celebrating right along with you!
Sharing inclusivity, not stereotypes, at Raytheon Technologies
"Raytheon Technologies and our Raytheon Alliance for Diverse Abilities (RADA) Employee Resource Group (ERG) is committed to trying to bring focus on invisible disabilities, as they are among the most misunderstood. Autism/neurodiversity isn't a mental illness and we recognize how important it is to bring awareness, be inclusive of everyone and avoid stereotypes. During Autism Awareness Month RADA is featuring a multi-regional presentation about Autism Awareness & Acceptance, as well as neurodiversity overall. The presentation is focused on educational information, including what Autistic people want in terms of inclusion and meaningful work, as well as dispelling common misconceptions."
Learn more about Raytheon Technologies.
Hiring a world-class workforce at the National Geospatial-Intelligence Agency
"The National Geospatial-Intelligence Agency recently launched the Neurodiverse Federal Workforce (NFW) pilot program, a collaborative effort between NGA, MITRE, and Melwood. The NFW pilot aims to help government agencies hire neurodiverse talent for U.S. Federal Government agencies. 'NGA mission success is contingent on a world-class workforce with a wide diversity of opinions and expertise,' said NGA Deputy Director Dr. Stacey Dixon. 'Neurodiverse talent can bring new perspectives to the NGA workforce and make important contributions to the mission.' The pilot is a great learning opportunity for NGA to continue to grow and improve our first-class workforce."
Learn more from the podcast "The National Geospatial Intelligence Agency Takes Workforce Diversity In A New Direction"
Learn more about the National Geospatial-Intelligence Agency.
Supporting each individual's preferred environment at Elastic
"We distribute anonymous surveys that allow anyone, including neurodiverse folks, to address potential barriers that we should address.
Our accessibility working group acts as an employee resource as well as an equity-seeking team that works to create and develop a disability inclusive workplace at Elastic.
The majority of our Elasticians work from home. Our hope is that this empowers neurodiverse employees, including those who may be on the spectrum, to have more control over their environment so that they can manage noise and light sensitivity, control their personal space, and manage their own schedule to reduce anxiety."
Learn more about Elastic.
Pioneering neurodiversity at Freddie Mac
"Freddie Mac values the insights and different perspectives that result from employees bringing their authentic selves to work. Our Office of Inclusive Engagement works with several organizations to identify qualified candidates, consider them for suitable roles and pair them with mentors who can help them adapt to an evolving new normal. In 2020, we evolved our neurodiversity internship initiative into a more robust training, education and hiring process called 'Neurodiversity at Work' to directly place candidates with Autism Spectrum Disorders into full-time roles."
Learn more about Freddie Mac.
Decoding inclusion at MongoDB
"MongoDB supports the neurodivergent community through interview accommodations, providing new hires the opportunity to select equipment and denote special requests, and onboarding checklists broken down into useful sections. To raise awareness about neurodiversity in the workplace, we have a learning and development (L&D) platform which has content on collaborating with different working styles. Our L&D Program focuses on building skills in managing teams inclusively. We also host Decoding Inclusion, a series of events aimed at building community and sharing foundational knowledge about D&I topics, including neurodiversity, to further our understanding of differences."
Read more about how MongoDB celebrates difference in this interview with their VP of Corporate Comms
Learn more about MongoDB.
Encouraging allyship at Folsom Labs
"At Folsom Labs, we are passionate about building a culture of acceptance and inclusion. Our goal is not just to spread autism awareness but to strive to be allies and elevate the voices of those with disabilities. Now more than ever, this is important as many are facing the added weight of mental health and wellness challenges due to the pandemic. Encouraging allyship throughout the community and building a culture where everyone can thrive are at the forefront of our current initiatives. We are proud to celebrate Autism Acceptance Month — to set a stage where we can celebrate our differences and continue to create a space of inclusion and support."
Learn more about Folsom Labs.
Recruiting for diverse problem solvers at Dell Technologies
"Dell's Neurodiversity Hiring Program provides professional development training, internships, and full-time career opportunities for neurodivergent job seekers. The program rethinks the traditional interview process by removing barriers that may limit an individual from fully showcasing their skills and capabilities. Additionally, program participants benefit from job coaching and mentorship provided by our community partners and True Ability ERG members.
A variety of critical positions across the company have been filled through the program. In doing so, we are bringing in diverse perspectives for problem solving that have helped us differentiate ourselves within the marketplace all while cultivating a culture of inclusion."
Learn more about Dell.
Supporting professionals with autism throughout their talent journey at Deloitte
"At Deloitte, everyone contributes to our diversity, equity, and inclusion efforts. Our inclusive culture, empowers all of us, including those with diverse abilities, to connect, belong, and grow. Deloitte's Autism@Work program supports our professionals with autism throughout their talent journey. A customized, autism-friendly assessment process helps draw out our candidates' strengths. Our employees have an internal Coach, an Onboarding Advisor, and access to external job coaching. Our Onboarding Mentor/Buddy Program pairs professionals with autism with other Deloitte colleagues/allies. Through Neurodiversity Training, our professionals can help support and manage our differently-abled professionals. We also have our Abilities First Business Resource Group for people with disabilities plus allies."
Learn more about Deloitte.
Sharing stories to support awareness at Lockheed Martin
"Lockheed Martin shares employee stories internally to help others understand Autism Spectrum Disorder (ASD) and hosts internal events to support ASD awareness and education. The Able & Allies business resource group, whose mission is to build an environment that empowers employees with disabilities, has recently partnered with ASD advocacy organizations to offer resources to assist with managing the effects of the COVID-19 pandemic with persons who have ASD and their families. Missiles and Fire Control (MFC) is a member of the Florida Ability Inclusion Network and strives to educate employees and leaders on disabilities and recommend best practices to promote a disability-friendly workplace."
Learn more about Lockheed Martin.
Interview Tips and Tricks from CU Direct’s Sr. Talent Acquisition Specialist Jason Concepcion
Jason Concepcion is a Sr. Talent Acquisition Specialist at CU Direct, a technology leader that delivers lending solutions to financial institutions, auto dealers, retailers, and medical providers nationwide. As a progressive company that looks for the best diverse talent, CU Direct prides themselves on seeking and taking care of their employees.
We sat down with Jason to learn about CU Direct’s hiring process. Keep reading for his top 6 tips to put into practice when interviewing with CU Direct.
Tip # 1 Do Your Research
While it may seem obvious, learning about the company you’re interviewing for is crucial. “Before the interview, do some research on CU Direct, our products and services, and even our subsidiary companies,” says Jason. Doing the research will show the interviewer that you are highly interested and that “you did your due diligence in getting to know the company.” Check out their About page to get to know CU Direct and its various projects.
Tip #2 Ask Questions
It’s important to be transparent from the first point of contact with the company, which means asking questions to clarify and gain more information. Jason suggests, “when talking to the recruiter, ask questions. Go into that interview confident and prepared, making sure you have questions for them to figure out if you can succeed, have fun, and prosper with CU Direct. As a recruiter, we gather information and we want you to gather information, too.”
Tip #3 Take Your Time
Pace yourself in the interview. Jason explains that “it’s okay to pause, regroup, and answer questions. When asked about your experiences, taking your time will allow you to think of the situation, how you solved it, and what was the outcome.”
Tip #4 Ask Yourself, ‘What Do I Want to Do?’
Take inventory of what you have accomplished or learned in your professional trajectory so far. “We’re not just looking for what you’ve done, but we are also looking for what you can do and what you want to do,” says Jason. He believes that “those things are just as important as what you’ve done in the past. Your drive and determination will show us where you want to go and ideally, that will organically align with the positions we have here at our company.”
Tip #5 Understand the Job Description
With your resume in hand, consider what experiences best align with the job description. “Valuable work experience can be found almost anywhere. It can come from your first job or it can come from your most recent job,” Jason explains. Whatever small or short experience you have that matches the job description is worth mentioning and explaining, depending on the job you are applying for. Jason explains, “a good understanding of the job description you’re going for, and related positions within the company will give you a greater insight as to what we’re looking for and what you want to highlight or present in regards to this role.”
Tip #6 Don’t Be Afraid to Get Personal
One way to stand out in the interview process is to show that you’ll be a good values fit, so intentionality throughout, and after, the interview can go a long way. Jason suggests sending a thank you email after the interview. “This will make sure that you stand out in front of thousands of applicants,” he says. “Don’t make it generic, tailor the message including details mentioned in the interview, this will show the person that you were completely engaged throughout the interview.”
CU Direct’s personal and careful recruitment process is a reflection of their fun and innovative atmosphere, their value of team members, and commitment to growth. They offer several benefits to their employees, such as a flexible working environment, paid time off, 401k match, college tuition reimbursement, and an exciting company culture. Because of this, they want to make sure people are treated with the same kindness and positivity from the start. As Jason reiterates: “We want to make sure you are prepared and ready for each step of this process, from interviewing, to asking questions, and to possibly onboard in the future,” says Jason.
Are you interested to find out more about working at CU Direct? Check out their openings here!
Careers in Web Development: Which One's For You?
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
Think of front-end development as the décor of a house. The color scheme, furniture, manicured lawns, and overall aesthetic. In terms of a website, front-end development is laser-focused on the appearance of a website and its presentation on different devices. If you’re considering a role in front-end development, it’s important to learn programming languages such as HTML, CSS, and JavaScript. These three languages go hand-in-hand. HTML allows you to create user interface elements, CSS helps you with stylistic elements, and JavaScript allows you to incorporate online tools and connect your website to back-end functions.
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Since this role is more code-heavy, it’s important that you learn numerous programming languages and understand algorithms and data structures. Some languages that are essential to back-end development are Ruby, Python, SQL, and JavaScript. Back-end developers also ensure that users can successfully retrieve and access data. This requires creating and using APIs (Application Programming Interfaces) which act as messengers that relay data related requests. Additionally, developing the code for the inner workings of a website also requires back-end developers to be conscious of the user interface features designed by front-end developers and to internally mitigate potential security risks. Due to the increased technical aspect of this position, back-end developers normally earn higher salaries than front-end developers. The average median salary for this role is around $118,000 per year.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
How Equinix’s SVP of Platform and Product Empowers Her Team to Make an Impact
Yun Freund considers her background to form the “typical immigrant story” — but sitting down with the SVP of Platform and Product at Equinix, it’s clear she’s made it her own.
“I came to the United States about 30 years ago with $80 in my pocket. I earned a CS degree from a Beijing university when computer science was new. I was good at math, so that’s what I studied,” explains Yun.
Fast forward a few decades, and Yun is now running one of the largest organizations at Equinix, a Fortune 500 digital infrastructure company focused on providing an interconnected platform to its global 10k customers. While focusing on external growth — the business has grown nearly 40% since her arrival — Yun has also invested in internal progress, especially when it comes to Equinix’s Diversity, Inclusion, and Belonging (DIB) goals.
“I know first-hand how hard it is, as an Asian and a woman, to be able to survive and excel at a workplace, and I’m proud of how Equinix has grown to be an amazing workplace where employees feel that they are safe, belong, and matter,” says Yun.
That’s not just her opinion. Glassdoor confirms this, having given the company a “best place to work” distinction in 2021, and a special award for best places to work for LGBTQ+ equality list by the Human Rights Campaign Foundation.
We were excited to learn more about Yun’s strategies for empowering her team — including her belief that making room for failure is just as important as celebrating success.
The Intersection of Technological Innovation and People Management
Yun first heard about Equinix through a recruiter. Decades into her career in tech leadership, she was looking for a role where she could drive innovation in both technology and people management.
“After many rounds of discussion with our executives, I realized Equinix is a company that’s full of potential. It was doing a lot of innovation on interconnected SaaS products and networking products, and I thought I could really help drive, from a culture and process perspective, the company's digital transformation journey,” reflects Yun.
Her first order of business? Building a strategy for scaling product development. Yun had long worked at the intersection of engineering and people management, and she embraced the challenge to scale a talent strategy as well as changing the culture.
That resulted in clear growth — not just for Yun’s career, as in promotions and new responsibilities, but also in what the company was able to do.
“Helping to cultivate a DevOps culture, move products to the Cloud for high reliability and availability, and build operational excellence for our customers is contributing to us fulfilling our purpose, which is to be the platform where the world comes together, enabling the innovations that enrich our work, life and planet,” says Yun.
Diverse Ways of Measuring Impact
Yun doesn’t manage her team by the balance sheet alone.
“Improving the bottom line, or operating more efficiently, is just as important as improving the top line, or driving more revenue and more customer adoption,” she says. “Sometimes it’s not about how we get new products and services out the door, but how we run things more efficiently.”
For Equinix, says Yun, that includes committing to becoming carbon-neutral by 2030.
“We’re a company that really touches life every day, from online shopping, to sending emails and streaming movies, to smart cars,” says Yun. “We want to be doing that sustainably. For example, by using AI and machine learning to lower our power consumption and using green sources of energy.”
Yun knows that to drive the most impact, Equinix needs a diverse team. She has partnered with other senior leaders and employee connection groups and started driving a more coherent DIB strategy across the company. She is excited to see the progress and wants to continue the effort in building a diverse and safe workplace for everyone — including by leading through her own example.
3 Key Ways to Empower Your Team
When Yun says that it’s important to empower your team, she doesn’t mean that you simply transfer the responsibility to your team and call it done. Here’s what she does mean:
- Embrace failure. “It’s easy to say, ‘Ah, empowerment. Here’s the purpose, go drive impact.’ But sometimes it’s not all rosy,” she says. “The road to empowerment can sometimes be a failure. How do you support your employees along the way? When they fail, you should not blame them. You should be there, on their side, to help them do a retrospective and learn from it.”
- Show trust via delegation. “Giving your team the opportunity to make their own decisions helps give them a purpose. It shows them they can make a difference. Accountability and ownership will help drive your team to have deeper engagement and commitments, and ultimately deliver results.”
- Tie individual responsibilities to company OKRs (Objectives, Key Results). “I always communicate to my team that every engineer and individual contributor’s work will have an impact on the business, no matter how small that is,” says Yun. For example, if an engineer is working on a new digital experience component for the customers, their work will contribute to some kind of business outcome such as, hours saved from many customer support calls or customer satisfaction score improvement, and that in turn drives operational efficiency and customer experience improvement for the whole business. “When employees realize their impact on the business, it elevates their motivation as well as their state of mind.”
Looking to join an empowerment-first culture? Check out Equinix’s open roles!
A Successful Job Search Requires Strategy. Learn How To Approach It In The Best Possible Way!
💎For a successful job search you need to be very strategic, focused, and intentional about your career. Watch the video to the end to get advice on how to achieve it!
📼Be successful in your job search by identifying the career goals you’d like to achieve over the next 12 to 18 months. LaMont Price, Senior Recruiter, and Meg Fronckowiak, Senior Talent Acquisition Recruiter at Tenable, share with you the benefits of having a short-term career development plan and understanding your unique value proposition.
📼A successful job search requires you to take a deep dive into the job description. Look at your resume and try to match the skills and the qualifications and highlight that on your resume, so it stands out. Secondly, do your research. You want to make sure that you've taken a look at the company website. You've looked at the leadership of the company, the size of the company, and the culture of the company. And to go one step further, look at the interviewer. Look them up on LinkedIn, and take a look at their background. Recruiters always look for people who have great insightful questions that show the level of research the person did.
📼You’ll be successful in a job search if you know how to face the interview process. Every interview includes some don’ts. Don't be late. There's nothing worse than showing up late for an interview. Dress Professionally. Try to be in a quiet place so that you're not distracted. Get through the interview process, show that you're engaged, and have good body language. At the end of the interview, you always want to ask if there's any question that maybe you weren't able to answer. And always ask about the interview process to get a good understanding of the timeline.
A Successful Job Search Requires Research - Learn About A Company’s Values!
Recruiters need to know if you are aligned with the company’s culture. If you want to apply to Tenable, you should know that its core values are diversity, equity, and inclusion. They work together and they win together, and this is an idea that resonates throughout the entire organization. Tenable celebrates all of its employees. This allows them to focus on the equal representation of women and minorities in technical roles, sales roles, and leadership roles. The company provides training for all of its employees in diversity, equity, and inclusion. This helps employees to understand how their behaviors can impact others. Make sure to show that you are aligned with these values during your interview!
🧑💼 Are you interested in joining Tenable? They have open positions! To learn more, click here.
Get to Know LaMont Price and Meg Fronckowiak
Over the last 25+ years, LaMont Price has researched, analyzed, and optimized services and products by exploiting the latest tools and tactics aligned with the strategic goal via Attention, Differentiation, Trust, and Memorability. Meg Fronckowiak has been working in the recruiting and talent attraction since 2003 and she spent the majority of her career working across all disciplines including, Building out GTM Teams, Accounting & Finance, Marketing, Operations, and Sales Leadership. If interested in a career at Tenable, you can connect with LaMont and Meg on LinkedIn. Don’t forget to mention this video!
More About Tenable
Tenable empowers all organizations to understand and reduce their cybersecurity risk. Over 30,000 organizations, more than 50% being fortune 500 companies worldwide, rely on Tenable to help them understand and reduce cybersecurity risk. The company has some of the greatest minds. That’s because they bring people who come from diverse backgrounds and give them the resources and support to partner together to bring new ideas to life.