La exitosa empresa que solo contrata a empleados autistas
Peter, Evan y Brian trabajan en una firma tecnológica con sede en Santa Mónica (California, Estados Unidos), dedicada a probar software y corregir errores.
A primera vista, no se diferencia mucho de ninguna otra compañía de la zona, con decoraciones de buen gusto sobre paredes blancas que inducen a la calma.
Peter describe la atmósfera de trabajo como «tranquila, pero divertida», y le gusta especialmente el hecho de que no hay presión para socializar, mientras Evan dice de sus empleados que son «muy complacientes y comprensivos». Brian describe su oficina como «única».
Auticon es una de las pocas compañías exclusivamente para empleados con autismo.
Anteriormente conocida como MindSpark antes de ser adquirida por Auticon, con sede en Alemania, la firma fue fundada por Gray Benoist, quien, como padre de dos hijos autistas, vio pocas opciones en el mundo laboral que pudieran adaptarse a sus necesidades.
Gray Benoist fundó Mindspark (ahora Auticon) para ayudar a sus hijos autistas.
«Ambos son increíblemente capaces e inteligentes y merecen la oportunidad de poder expresar eso», le dijo Benoist a la BBC en una visita reciente a la compañía.
«Sentí que ese hueco tenía que ser llenado y no había otra forma de hacerlo que actuando yo mismo», agregó.
Situaciones de mucha presión
Benoist fundó la compañía en 2013 y desde entonces creció hasta tener más de 150 empleados. Su hijo mayor, que también se llama Gray, trabaja en el equipo financiero.
«Nuestra misión es darle posibilidades a un grupo que ha sido privado de sus derechos. Hay muchos segmentos de la sociedad que están infrautilizados y las personas en el espectro autista son uno de ellos», afirma Benoist.
Su hijo Peter, por ejemplo, había trabajado en oficinas «normales» antes, pero a él no le parecían muy normales.
De hecho, comparó su vida laboral previa con un episodio de Survivors, una serie de la BBC que describe la vida de un grupo de personas después de que un brote de gripe eliminara a la mayor parte de la raza humana.
«Todo fue muy difícil de desentrañar y entender. No podía hacer conexiones sociales«, le dijo a la BBC.
Evan describe cómo, en trabajos anteriores, «solo se sentaba y escuchaba un podcast mientras almorzaba».
Uno de cada 100
El autismo afecta a más de una de cada 100 personas, según la Sociedad Nacional de Autismo de Reino Unido, pero menos de la cuarta parte logra un empleo de tiempo completo.
Muchos se quedan en el primer obstáculo porque la ansiedad, que a menudo puede ser mayor entre personas autistas, hace que incluso la perspectiva de una entrevista de trabajo sea muy intimidante.
«Las personas tienden a contratar a personas que son como ellas mismas, y las personas autistas no son como tú, son como ellas mismas«, señala Steve Silberman, autor de Neurotribes, un libro que analiza la evolución del autismo.
«Un listado con las cosas que se supone que no tienes que hacer en una entrevista es prácticamente la definición de autismo. No apartes la vista, mira al empleador a los ojos, véndete a ti mismo. Todo esto es muy difícil para las personas autistas».
Brian quería desesperadamente utilizar sus habilidades informáticas, pero no se animaba a buscar trabajo en el competitivo mundo de la tecnología.
«Hay mucha presión. Tienes que competir contra otra gente», contó.
Claramente abrumado por esa posibilidad, tuvo otros trabajos no especializados, incluido uno en una tienda de comestibles y otro en un lavado de autos, en los que no utilizaba sus habilidades y, en sus propias palabras, «no iba a ninguna parte».
«Sensibilidad»
Algunas empresas han encontrado formas de evitar el proceso de entrevista tradicional.
La firma alemana de software SAP, que también emplea a personas del espectro autista, ofrece a los candidatos la oportunidad de construir robots Lego en lugar de una entrevista formal.
«Eso muestra habilidades para resolver problemas y compromiso con una tarea», destaca Silberman.
Y, obviamente, SAP piensa que vale la pena, señalando que dar empleo a personas autistas no se hace por «caridad», sino porque «aumenta nuestros resultados».
Además de tener mayor ansiedad, con frecuencia a las personas autistas les cuesta la interacción social.
Así que, en Auticon, si los empleados quieren auriculares por la sensibilidad al ruido, pueden usarlos.
También tienen la opción de trabajar en un cuarto oscuro si lo prefieren, no tienen que tomar descansos para comer si no los quieren, y si no se sienten capaces de comunicarse verbalmente con sus compañeros de equipo, pueden usar aplicaciones de mensajería.
Si las cosas se ponen muy difíciles para alguno, tienen derecho a «días de descanso por ansiedad».
Las personas tienden a contratar a personas que son como ellas mismas, y las personas autistas no son como tú, son como ellas mismas».Steve Silberman
«La sensibilidad a los problemas de nuestros empleados es nuestra primera prioridad», asegura Benoist.
Y cuando se trata de la temida revisión de los empleados, hay un énfasis en no ser crítico.
«Se trata de buenos principios de recursos humanos, es algo que otras empresas podrían replicar fácilmente», dice.
Aprendizaje mutuo
Silberman no está convencido de que las oficinas segregadas sean una buena idea porque cree quetanto los empleados autistas como sus compañeros que no lo son pueden aprender mucho trabajando juntos.
«Al aprender a manejar empleados neuro-diversos, los empleadores también aprenden cómo ayudar a cada empleado», sostiene.
En Auticon hay un programa de entrenamiento de cuatro semanas para decidir si los candidatos son adecuados para un empleo a largo plazo.
Algunos no pasan el curso, especialmente aquellos que son empujados por sus padres para solicitar un trabajo a pesar de que no les apasiona la programación.
Para aquellos que tienen éxito en Auticon, el equipo parece apoyarse enormemente entre sí, incluso aunque no todos salgan a almorzar juntos.
Cuando recientemente se diseñó un nuevo espacio de trabajo, los empleados solicitaron que fuera de plan abierto en lugar de cubículos cerrados.
Brian y Evan ahora disfrutan de los descansos para almorzar con sus compañeros de trabajo, aunque a Peter todavía le resulta difícil alejarse del trabajo.
Pero, quizás de manera reveladora, los tres consideran a Auticon como un trabajo de por vida.
Esa es una lección que otras compañías deberían tomar en cuenta, piensa Silberman.
«Para muchas personas autistas, si encuentran un lugar donde se sienten apoyados y sienten que sus habilidades pueden prosperar, se vuelven muy devotos y leales y no se cambian. Y eso ahorra dinero a las empresas porque no tienen que volver a capacitar a las personas».
FUENTE : BBC.COM
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