Solutions Marketing Group

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Ford: Innovation from the Inside Out

Ford logoFor over a century, the Ford Motor Company has distinguished itself as an innovator in automotive technology and design. With 67 plants worldwide, this industry giant commands a workforce of over 200,000 that will now expand to include persons on the autism spectrum as part of its groundbreaking program FordInclusiveWorks. While similar employment models are increasingly common throughout the business world, what distinguishes the Ford initiative is that positions will be offered at various levels throughout the company rather than in assembly lines alone. According to Monique Brentley, Ford spokesperson and Ford’s May 25, 2016 press release, “Ford understands that individuals with autism bring a unique set of strengths to our employment talent pool. Utilizing a diverse and inclusive workforce, one that represents our customers, makes us a better, stronger company. Ford believes that gaining experience with working with individuals with autism contributes to business objectives and enhances diversity at Ford and adheres to our desire to construct a ‘better world’ through collaboration with and support of those in the community around us.”

Autism of Alliance of MichiganCrucial to achieving those goals has been the partnership Ford built with Autism Alliance of Michigan (AAoM), a well-established organization offering case management and supports for adults with autism. AAoM CEO and President Colleen Allen points out that in constructing the program, from the very beginning, Ford was open to bringing people with autism to all levels of its company. Allen and her staff, all equipped with degrees in autism related fields, worked with Ford to develop the program and were responsible for the selection of the five individuals who currently participate in the FordInclusiveWorks pilot.

Having officially launched on June 1, 2016 in the Ford product division, the program is still very much in its infancy. Nonetheless, Allen is already excited by what she sees. She anticipates that this success will spark a revolution in hiring people with disabilities, particularly those on the autism spectrum, not only in the automotive industry as with Ford, but in many other industries, as well.

Program Inception

FordInclusiveWorks developed organically when interest from both Ford and AAoM intersected through the personal motivation of its employees. Kirstin Queen, Diversity and Inclusion Manager, Ford Motor Company, has a brother on the autism spectrum. Allen recounts, “Kirstin’s father heard of one of our programs on employment issues and brought the ideas to Kirstin, who then proposed developing such a program at Ford.”

Raj Nair, Ford’s Executive Vice President of Product Development and Chief Technical Officer, enthusiastically volunteered to serve as the program’s executive sponsor. Having been touched by autism through friends and family, Nair, like Queen envisioned Ford as a forerunner in such collaborations: In the May 25 release, he states, “We (at Ford) are committed to making people’s lives better, and this pilot program has the potential to not only make the participants’ lives better, but also help Ford be an even more diverse and inclusive workforce. Autism affects many people in our communities, and I’m proud we’re taking on this important initiative.”

Program Development

Ford data further explains that as FordInclusiveWorks took shape, AAoM and Ford partnered to review work at Ford that was both essential to meeting business needs, and was complementary to the typical skills and abilities of individuals with autism. Next, AAoM spent time observing employees performing the work, gathering integral information regarding work requirements, conditions, and surrounding support and structure that would contribute to success. AAoM worked with Ford supervisors to structure job duties, in addition to reaching out to local colleges, universities, and agencies to identify individuals with autism and the skills and/or experience to perform this work at Ford.

The next phase of development focused on equipping Ford personnel. Prior to the start of the pilot AAoM provided autism awareness and effectiveness training for Ford Human Resources and employees who will direct and work adjacent to pilot participants. To ensure effective communication, natural supports are put in place within the Ford team, creating a greater likelihood of successful retention and high performance of pilot participants. One such support, the “On-the-Job Work Experience” portion of the program is coordinated by AAoM and provides job consulting to both pilot participants and to the Ford employees who work alongside them. AAoM also provides training for Ford employees involved in the program to increase their understanding of autism and a position everyone to better relate to their new colleagues.

According to Ford’s May 25 press release, although specific skill sets vary for each job, all of the pilot program positions are located within the product development department. For example, in the vehicle evaluation and verification test lab, a FordInclusiveWorks participant will log and prep tires for test vehicles used by engineers for product assessment. The work is highly structured, according requiring a great deal of focus, and calls for a high level of attention to detail and organization. Skills required to complete this task (and other tasks) safely and with a high level of quality lend themselves to strengths typically associated with individuals with autism.

In that same May release, another Ford executive also spoke about the value of the program. “Individuals with autism bring a unique set of talents to our business,” said Felicia Fields, Ford group vice-president, human resources and corporate services. “We recognize that having a diverse and inclusive workforce allows us to leverage a wider range of innovative ideas to make our customer’s lives better.”

Monitoring the Progress and Determining the Success of the Pilot

For Allen and her staff, developing and launching the program are just the beginning. This collaboration with Ford includes ongoing assessment of the program so that each participant finds the best possible fit, ideally performing at the highest level, given the nature of the job assignment. Allen notes that “often the issues are resolved by simply letting the person know what is expected beyond the job description. Sometimes it is as simple as explaining the culture of the workplace, what it means to take a break, how they will get to work, where to go for lunch and more on that level. We are watching the entire project closely so that we can create  best practices guidelines. We hope this program can be eventually broadened and replicated in other operations.”

At this phase of FordInclusiveWorks, AAoM candidates participate for 30-90 days of on-the-job work experience. During this pilot time period, Ford will assess the individuals for quality of work and fit within Ford culture. If quality and production standards are met, and a fit with Ford is positive, the individual will be invited to apply for the position as a Ford employee through Ford’s recruiting process.

“Individuals with autism bring a unique set of talents to our business,” says Felicia Fields, Ford group vice president, human resources and corporate services. “We recognize that having a diverse and inclusive workforce allows us to leverage a wider range of innovative ideas to make our customers’ lives better.”

In terms of employee support, Ford has several employee resource groups (ERGs) at Ford including Ford Employees Dealing with disAbilities (FEDA). This ERG was organized in 2002 and helps ensure the company’s ongoing commitment to all of our employees with disabilities. FEDA provides a first-stop resource for information and networking tools for employees dealing with disabilities of their own or of others.”

The Road Ahead

Colleen Allen anticipates that other initiatives will quickly follow this pioneering program in the automotive industry and beyond: “Ever since the article on this project appeared in Disability Scoop, we have been contacted by one company after another–more than thirty by this writing. They want to see if they can also start a similar program. We hope to develop guidelines for such programs so that they can be replicated in other parts of Ford and in other industries. Employment of people on the autism spectrum is the future. Ford is making that future a part of our present reality and helping assure its continuity and success.”

Smooth Sailing

By Joan Leotta

Photo of Oasis of the Seas, a Royal Caribbean ship

Royal Caribbean’s Oasis of the Seas, it’s largest ship, which has 46 accessible rooms.

Royal Caribbean International, one of the brands of Royal Caribbean Cruises, Ltd., has recently revealed a sweeping new program to make family vacations that meet the needs of all family members, including those on the autism spectrum, a reality. The cruise line has the certification of being “Autism Friendly.” Royal Caribbean has been working toward this goal for many years, wanting to go beyond compliance with the law to truly serve passengers with disabilities of all types.

Ron Pettit, Manager of Access Compliance says, “As a brand we have learned to offer modifications of many activities to make the cruise experience fun for the entire family. Since 2007 we have worked to develop products and services for guests with autism. We were certified as the first Autism Friendly cruise line in February 2014. We now have many products and services to meet the needs of guests with autism and other disabilities – developmental and physical. We are a family cruise brand, known for multi-generational cruises. Even before we focused on autism we already had many programs offering accommodations for passengers with visual, hearing and mobility needs. For example, there are “relief areas” for people with service dogs, large print menus, amplified phones and sign language interpreters. We have boarding assistance, accessible staterooms with wider doors and grab bars. Every one of the 22 ships in our line, Royal Caribbean International, has designated accessible rooms, a total of 487 in all ships combined. Our largest, Oasis of the Seas, has 46.”

Certification

The February 2014 certification was awarded by Autism on the Seas (AotS), a Connecticut–based organization that is a Developmental Disability Service Supplier to the Cruise Industry as a whole. Awarding certification status to the entire line of Royal Caribbean International ships is based on their meeting seven criteria, including training for staff, offering programs and dining area options that meet the needs of families with an autism spectrum member and more.

Mike Sobbell, Founder and President of Autism on the Seas, has stated that awarding the certification to Royal Caribbean marked a “turning point” in the travel and cruise industry toward the effective accommodation of families impacted by autism.

Doing Good Makes Good Business Sense

“Accessibility is about accommodating all disabilities,” says Pettit who adds many of the company’s executives were very supportive of the program and helped with the development of the special programs for passengers with autism.”  We received increased input in our reports to our contact centers for activities to support people with autism and other developmental disabilities. As a result, we began to pay extra attention and the program plans began,” says Pettit. He adds, “When the idea first came up, it was a very simple concept. We saw several land based hotels and theaters that made their products and services autism friendly and we wanted to replicate that same kind of success and awareness to the Royal Caribbean International brand.”

Some of the most supportive executives were Lisa Lutoff-Perlo, Executive Vice President of Operations, Royal Caribbean International, Vicki Freed, Senior Vice President of Sales, Trade Support and Service, Royal Caribbean International and Carlos Leyva, Vice President of Trade Support and Services, Royal Caribbean Cruises Ltd.

Pettit notes, “The entire company is behind this. Many autism communities have tweeted and posted their support for this effort.” He adds, “This is a growing market. According to our data, one of every 68 children in the United States alone has been diagnosed with autism, which translates to approximately two million people. When you add the family members that brings the total up to about ten million people, a very large market. And much of it may be new business. Many families with children with autism might not even have taken vacations or thought about cruising, as a family, before our program came to their attention. On our cruises parents can choose from a list of tailored activities designed to make the cruise experience appealing for the whole family.”

Specific Types of Activities Offered

Pettit says, “We offer many elements like priority boarding, gluten free meals (and meals that are dairy free), and accommodations in the Adventure Ocean Programs.” The company’s Adventure Ocean and Teen Program caters to guests under 18 years old.  There are six tiers of programming for these younger guests, with all programs being led by college-accredited counselors. The activities are offered from 9 a.m. to 2 a.m., which provides parents with a great break to enjoy their holiday.  The activities are grouped by ability, and not strictly age. Examples of one of the specific program refinements, which may appeal to families, are films are presented in an environment with low lighting and volume. Guests are also able to freely talk and walk around during the films. Movies are offered on all autism group cruises and cruises when there are at least five children with a disability onboard. Pettit noted that the movie sessions were beta tested on Oasis of the Seas in 2013 and got great results.

The full range of activities offered can be found at www.RoyalCaribbena.com/AutismFriendly.  The dates and times of these activities will be highlighted in the Cruise Compass Program.

“The young passengers with autism are not in a separate section.  They are integrated into the programs we have, and our staff has been trained to provide a wonderful experience for the child, and his/her family.  We have already been very successful accommodating passengers with disabilities.  The Autism Friendly certification builds on our success. We recognize that a family with a child with a disability is on duty 24/7 so it is extra nice for the parents to be able to participate in activities with their child, but also be able to have a dinner by themselves.

Pettit says, “Many of the things we do every day are all complimentary, with no additional charge for families and their loved ones who have disabilities. The one thing we do not have is additional staff to serve guests with autism who are over the age of 18. There are group cruises that often offer additional staff that may be right for these families to use.”   Pettit says these companies who offer group cruises with extra staff often work with the cruise line (see below).

Training and Planning are Key

Royal Caribbean is one of the first cruise lines to offer training for travel agents. “Over eighty percent of our cruises are booked with travel agents and we tell our agents about the accessible options through a series of webinars called the University of WOW including a course on their autism-friendly program in their on-line training program/.. We developed this program and are making an effort to communicate to the public to let them know that this option is here. We already are doing many of the things that the certification required and so we wanted to get recognition for our efforts,” says Pettit.

He adds, “We continue to progress. Right now we are at the bronze level of certification and that means we have it all in place and the next level, the silver level, includes training of our Adventure Ocean staff in awareness. We plan to finish that by the end of this year.  Adventure Ocean staff will have advanced training, next year and the last training is a hands-on for youth staff and a few other select groups. Training will be very specific.”

The Future

When Pettit was asked if the company was finished with its over-the-top accessibility features, the answer was a resounding ‘NO.” With the next tier of certification to accomplish, and additional training for staff, the company aimed to have this all completed by end of 2014. He added, “As we launched our initiative, we saw all the wonderful and positive feedback from our guests and the autism community. One in particular stood out to me:

“I just want to thank you for your efforts to become an expert in dealing with autistic children. My wife and I have adopted several children with special needs, most on the Autism spectrum and this is truly an amazing thing. Thank you so much for this as a dad.” – James D.

Additional Resources

For more information about the program, prospective guests can contact Royal Caribbean’s Access Department at (866) 592-7225 or send an e-mail to special_needs@rccl.com. Learn more about Royal Caribbean’s committment to accessibility at www.RoyalCaribbean.com/AccessibleSeas.

A sampling of travel services that work with RCL: