July 24, 2024 Leave a Comment

Celebrating Autism Awareness and Acceptance Month 2023

April 2^nd was World Autism Awareness Day, marking the beginning of Autism Awareness and Acceptance Month which JVS Toronto proudly celebrates.

Job seekers with ASD face a number of challenges when looking for meaningful employment ranging from difficulties in social settings and sensory issues to a lack of employers who understand and are willing to work with them to ensure mutual success in the workplace. These factors, and others, restrict an individual’s ability to find and maintain employment. And with the employment rate for individuals with ASD aged 20-64 years at only 33% in 2017, there is a great need for proper support.

These individuals demonstrate motivation and capabilities to work, but a common theme JVS Toronto has observed in our experience working with this population is a lack of available support to help them achieve their employment goals.

Why is this kind of support important?

For individuals with ASD, finding meaningful work can provide numerous benefits to leading a more fulfilling life:

Individuals with ASD are at a higher risk of social isolation, which can lead to negative mental health outcomes. Employment can help individuals with ASD develop a sense of belonging and connection to others, reducing the risk of social isolation.
Employment provides them with the chance to interact with others in a structured environment, improve social skills and learn how to communicate effectively with co-workers and supervisors.
Increased independence and self-sufficiency can help them gain a sense of purpose and meaning in life, and give them the opportunity to contribute to society.
Employment provides individuals with ASD with financial stability, which can lead to improved quality of life. It can help them become more self-sufficient and reduce their reliance on government programs and social services.

Our mission

Since JVS Toronto opened its doors in 1947, we have strived to empower individuals from all walks of life in the Greater Toronto Area to maximize their employment potential. In line with this goal, JVS Toronto has been delivering the ASD Job Readiness Project since 2010 for individuals with an Autism Spectrum Disorder (ASD) diagnosis that are seeking employment.

JVS Toronto understands how accessibility, communication and social difficulties interfere with the ability of individuals with disabilities to find and retain work. Incorporating extensive job retention strategies and increased employer involvement in programming helps address the more intensive needs of these clients.

What is the ASD Job Readiness Program?

The ASD Job Readiness Project is a 6-month program which serves young adults between 18-30 years of age who have little or no experience in the labour market. Through one-on-one employment counselling, specialized workshops and on-the-job coaching, our highly specialized employment experts help them prepare for, secure and retain employment.

Through the ASD Job Readiness Project, participants develop communication skills, teamwork, literacy and numeracy, computer skills and self-advocacy, among other critical skills. Our participants have shared feeling much more confident about succeeding in their employment goals after completing the program. They are able to develop a better understanding of their marketable skills and abilities in relation to the current labour market.

Last year, JVS Toronto served 173 individuals through specialized employment and inclusion programs for people with a variety of disabilities. Learn more about these services and the ASD Job Readiness Project today.

October 14, 2019 Leave a Comment

Make the Most of Your Exit Interview

Business people shaking hands in a meeting room

Maybe you’ve handed in your resignation letter or maybe your contract is almost over. However, it happened, your job is officially coming to an end. This is the time when your employer may invite you to an exit interview.

An exit interview is a closing meeting between an employer and the employee leaving the organization (either voluntarily or through termination). It is an opportunity for employers to gain feedback from exiting employees in order to evaluate the company’s practices, retain employees and reduce turnover, and improve the organization.

What to expect in an Exit Interview

While it might be unnerving to meet with your soon-to-be previous employer and you may be tempted to decline, don’t turn down the invitation. Since you are leaving the position, you have nothing to lose and plenty to gain! It helps to be prepared to fully maximize the opportunity and end the employment relationship in a positive note.

If the interview was initiated by the employer, then they set the agenda. Be ready to answer questions such as:

Your reasons for leaving (if you resigned)
Your feedback, both positive and negative, in terms of:
- Duties and challenges of the position
- Working relationships with colleagues and managers
What skills and qualifications does the position require
Offer suggestions for the new hire that will replace you
Your availability to support the new hire

Do your best to answer the questions as honestly, constructively and as tactfully as you can. Employers who conduct exit interviews genuinely want to learn from your experience, so don’t be shy about offering helpful feedback. Your opinions might benefit the colleagues you are leaving behind.

At the end of the interview, make sure to thank your employer for the opportunity to give your feedback and for any you received in return. Offer your gratitude for the employment experience.

What you can gain from an Exit Interview

Many employees dislike exit interviews, describing the experience as awkward or uncomfortable and without any benefit for the employee who is leaving. However, you may be surprised how useful exit interviews can be.

1. Reference Letters and Networking Contacts:

Assuming that the job ended on relatively collegial terms, exit interviews are a chance to secure a strong reference. It’s a simple as asking who would be available to provide a reference for you.

Keep in touch with your colleagues and supervisors, especially those who you want to keep as networking contacts. Make sure you connect on Linkedin. Job hunting is an unpredictable process and you never know when you may learn about a new employment opportunity from former supervisor or co-worker.

2. Evaluating your Skills:

Before the interview ends, make sure to ask for time to address a few questions of your own – things you really want know about. Consider asking for:

Feedback about your performance on the job
Your strengths and weaknesses
Advice about professional development that might be useful for you

If the job ended on negative terms and you’re still dealing with anger and resentment, it may not be a good idea to participate in an exit interview. Expressing your anger with an employer will only end your chances of a reference and may ruin your professional reputation. If you have a legal or human rights cause with your employer, discuss it with your union, lawyer or the Ministry of Labour; don’t handle it on your own at the exit interview.

While first impressions are powerful, so are final, lasting impressions. Ending a job on a positive and constructive note will benefit both you and the company well into the future.

December 12, 2016 Leave a Comment

Ask Our Employment Specialist: Resigning from your job with grace

This is Joanna Samuels’ final post in the “Dear Employment Specialist” series. Joanna has taken on a new opportunity. We wish her the very best in her new endeavour. JVS Toronto’s Karin Lewis will be advising you as our new Employment Specialist. We look forward to her sound advice and expertise.

Dear Joanna,

After 11 years at my organization, I have been offered and accepted a fantastic career opportunity. I would like to resign from my current employer in the most diplomatic way. I am having a hard time because I am leaving a job and work friends that I love.

Please help me with this challenge.

Signed: Saying Goodbye is Hard (SGH)

Dear SGH

The best advice for resigning with dignity and diplomatically is presented by Dr. Randall S. Hansen, who the recommends the following strategies for a “graceful departure”:

Leave on good terms. Never burn your bridges. Don’t brag to your coworkers about your great new opportunity. Job hunting is an unpredictable process, and you never know when you will run into your former supervisor, co-worker, or a former employer in another situation.

Giving notice. Legally, you are required to give a minimum of two weeks. Consult your employer’s policies and/or the Collective Agreement if you are in a union. If you can, I would suggest giving extra notice as a special favour to your team and employer. Keep this in mind when discuss the job offer with your new employer.

Salary. Make sure you are paid for any outstanding salary, vacation, sick, personal days, commission payments or other compensation due to you.

Help with the transition. Offer to help your current employer find your replacement. Offer to train or work with your replacement to show them the ropes.

Remain an active employee. Don’t disappear during your last weeks on the job. Stay an active member of the team and avoid taking a short-timer’s attitude or aligning yourself with any discontented coworkers. Complete all open assignments and leave detailed progress reports for your supervisor and coworkers.

Keep networking. Keep in touch with your (soon to be former) colleagues and supervisors, especially those who you want to keep as network contacts. Make sure you are connected with them on Linkedin, Twitter and any other social media venues.

Joanna

September 7, 2015 Leave a Comment

Ask the Employment Specialist: Resigning Responsibly

Dear Joanna,

I am a consultant who has been working on a project since January. It ends in a few months, but there is some indication in the office that it will continue after this time. As of yet, I have not been approached by the project manager or the vendor regarding the renewal of my contract. And recently, I have received an interesting offer from a reputable company to work on an important contract that will enhance my career. I feel a responsibility to complete my current assignment right to the end of my contract. Also, I really like the project manager to whom I report. I’m afraid of burning my bridges with her.

What should I do?

Signed, Feeling Guilty

Dear Guilty,

Congratulations on the great career opportunity! Thank you for the great question. Let’s talk about responsibilities. And boundaries.

1. Remember what you are NOT responsible for:

Unless stated in the contract agreement that you signed when you were outsourced by this current organization, you are NOT responsible for the project. You are NOT responsible for its success. You are NOT responsible for its completion. You are NOT responsible for its failures. You are NOT responsible for the hires and training. You must be clear about this. As you know, especially as a contractor, that organizations and projects are complicated with many complex stakeholders involved, lots of politics and power and plenty of overt and covert agendas.

2. Focus on what you ARE responsible for:

From my observations and experiences, your focus should always be on what you are responsible for, and what you can control in your current and future workplace. At your current project, you are responsible for being a responsible contractor, doing the best job you can, being a top performer who strives for excellence, being accountable to your co-workers and supervisor(s), being a helpful, collaborative team member, as well as ensuring that you always meet your deadlines, and deliverables.

You are also responsible for being transparent about your work and contributing YOUR PART to the success of the bigger project. You are responsible for resigning in a professional manner by giving the required two weeks’ notice by law, unless your contract agreement states otherwise. You can consider sharing the reasons for your early resignation with the manager you like.

3. An opportunity to expand your professional network:

Invite the Project Manager to connect with you on LinkedIn and be in touch with her as you can never have enough people in your professional network! If you want to go the extra mile for her, you can always refer a qualified candidate to fill your role. Again, unless stated in the agreement, it’s optional.

4. **WIFM (what’s in it for me?) evaluation**:

Just as your employer always does, make sure that in your role as a consultant or employee, you always remember to consider “WIFM” – what is in it for me? Ultimately, the most important area that you are responsible for is your own career, professional and financial development. It is also your responsibility to research and do your due diligence regarding the current offer on the table to confirm it meets your needs. Regarding your current assignment, unless it fills your professional, career and financial needs, it’s time to move on.

Hope this helps with your decision.

Joanna

April 13, 2015 2 Comments

Ask the Employment Specialist: Setting boundaries at work — Learn to say No.

Dear Joanna,

I’m just a person who can’t say no! I am an administrative assistant with five bosses. Each one assigns me different projects with tight deadlines that require a strong attention to detail and a ton of paperwork and more. I’ve been working overtime, on weekends as well as responding to work-related emails and phone calls all the time.

I’m stressed and exhausted. How do I set my boundaries at work and hopefully return to a healthy work-life balance without jeopardizing my job?

Signed: Exhausted

[Read more…]

Why is this kind of support important?

Our mission

What is the ASD Job Readiness Program?

What to expect in an Exit Interview

What you can gain from an Exit Interview

Joanna

1. Remember what you are NOT responsible for:

2. Focus on what you ARE responsible for:

3. An opportunity to expand your professional network:

4. WIFM (what’s in it for me?) evaluation:

Joanna

4. **WIFM (what’s in it for me?) evaluation**: