German Tech Company Hires Asperger’s Syndrome Workers

For many the 1988 movie Rain Man was their first introduction to autism. Twenty-five years later and not only is autism a household term, but most people know someone who has been diagnosed to be on the autism spectrum. Today, fans of the primetime TV show Parenthood have watched the young Max Braverman (played by Max Burkholder) grow up before us in our living rooms with Asperger’s Syndrome, a form of autism.

The character in Rain Man was an oversimplified example of someone with autism, but many of his attributes were accurate. In the movie, Dustin Hoffman’s character has unusual skills that are exploited by his brother to count cards in Las Vegas casinos. While the brothers’ activities were unethical, the movie demonstrated that individuals with autism have unique abilities that neurotypical people do not.

Rain Main Autism Asperger's
20th Century Fox Home Entertainment; MGM Home Entertainment; United Artists

Those abilities are being put to good use by a German technology company called Auticon, which exclusively employs people with autism. The company’s owner, Dirk Mueller-Remus, founded the Auticon when his own son was diagnosed with Asperger’s. He says, “Our guys have a lot of skills in concentration and analytical/logical thinking. And we are sure the IT (information technology) industry will have benefits.”

According to Auticon’s website, the company uses the logical and analytical strengths of their consultants in software testing and quality assurance. The special abilities of their consultants with Asperger’s are advantageous in the quality control of software. Auticon lays out a vision that is both entrepreneurial as well as social. On the business side, Auticon seeks to deliver pinpoint quality in the IT sector, but it is also highly focused on being socially conscience and increasing the quality of life of those with autism through job satisfaction.

The idea that those with Asperger’s have special abilities that make them better qualified in certain jobs like those at Auticon is no shock to Mike Levine, 35, of Royal Oak. Self-diagnosed with Asperger’s in February 2003 (and later confirmed by physicians), Levine explained that “a lot of ‘Aspies’ take a real liking to the Internet and technology and they’re good at it because of their ability to really focus. If they take a job in that field, they will likely succeed because of their special aptitude.”

When Levine first heard of Auticon’s program to hire those with Asperger’s he was surprised. “My first reaction is that it’s usually the other way around. ‘Aspies’ are usually seen as a deterrent and can’t get their foot in the door at companies. The fact that Auticon specifically desires people with Asperger’s to be software testers and managers is great. And it makes sense.”

Avi Kapen

Those with autism often have trouble fitting into the working world, but under Mueller-Remus’s leadership, the Berlin-based company has created the right working environment for people with autism and a culture that draws upon their strengths. That environment is essential says Avi Kapen, 39, of West Bloomfield, Michigan who was diagnosed with Asperger’s at 18-years-old by Dr. Ami Klin, a world renown autism and Asperger syndrome expert. Kapen works as a circulation page at the West Bloomfield Public Library and says that due to having Asperger’s, his job suits him well. “I think in some ways my Asperger’s helps me with my job. They didn’t know I have Asperger’s when they hired me, but they see how my ability to remember facts and numbers makes me successful.”

Levine agrees. About to celebrate his fifth year on the job as the office administrative assistant at Country Place Condo Association in Northville, Michigan, Levine maintains that he’s well suited for the job as a result of the combination of it being the right working environment for him and a structured, routine-focused position. That recipe has proven successful for Auticon as well and they’re not the only company looking to a workforce of autistic people in order to grow. Auticon’s Belgian partner has also shown that jobs for autistic people in the area of software testing and quality assurance lead to corporate growth and financial success.

Mike Levine

Auticon argues that many with Asperger’s have a knack for finding patterns and flaws in gigantic calculations making them well suited for software testing. For Kapen, remembering obscure numbers and facts has been a part of his life since he was a child. He only has to hear a date – like a friend’s birthday – once and it will never escape his memory. His special talent is recalling little known sports statistics and trivia about politicians. Some might find those characteristics odd and only focus on the peculiar social skills, but increasingly people are recognizing the positives of those gifts and looking to take advantage of them.

In Germany, roughly 15 percent of people with autism are employed in the private sector due to their trouble with social interactions, a symptom of Asperger’s. The program at Auticon, however, uses job coaches to help its employees with customer relations. Participants in the study state the training allows them to feel valued as employees.

One of Auticon’s new software testers, Philip von der Linden, has found the program to be a life changing experience, saying, “That is what makes life valuable. To be needed. And if what you can do is appreciated and if what seems to be a weakness is turned into an asset.”

While those with autism have been challenged to integrate into the professional world in the past, companies like Auticon are not only giving them new opportunities, but are also demonstrating that those with special talent are integral employees. The future quality of software coming out of Berlin will be superior and we’ll all have Auticon’s autism program to thank. Hopefully American tech companies will soon follow suit.

Cross-posted to the Detroit Jewish News

(c) Rabbi Jason Miller | http://blog.rabbijason.com | Twitter: @RabbiJason | facebook.com/rabbijasonmiller

Jewish Summer Camp and Customer Service

This Shabbat we read the double Torah portion Mattot-Masei. Last year, I wrote a d’var Torah for this Shabbat extolling the virtues of Jewish summer camp. This year, Jewish summer camp is on my mind again.

On Wednesday night, Rabbi David Krishef, a Conservative rabbi in Grand Rapids, Michigan, did what any father would do. He advocated on behalf of his son. Rabbi Krishef published a long exposé on his blog that detailed what his family had endured over the past few days after being told that his 16-year-old son Solomon, who is blind, would not be able to spend the second part of the summer at camp. The reason the new camp director at Camp Ramah in Canada gave for this decision was that Solomon required more assistance from the camp’s staff members than the camp could adequately provide. The bottom line was that the camp could no longer effectively accommodate a camper like Solomon, even though he had spent several successful summers at the camp in previous years.

Photo on  Camp Ramah in Canada’s website of Solomon Krishef with a staff member

Rabbi Krishef’s blog post went viral. Well, at least in the Jewish community it did. Several people (myself included) posted a link to the blog post on Facebook and watched as dozens of people commented about this travesty and dozens more shared the link on their own Facebook pages. In the end, the camp director reversed his decision welcoming Solomon back to camp, although the 16-year-old blind teen weighed the decision and ultimately determined that after all the commotion he would not return for the remainder of the summer.

Of course there is probably much more to the story than what Rabbi Krishef blogged about. The camp director didn’t make his decision in a vacuum and it must have been a difficult decision to come to. But it raises several important issues about summer camp and keeping the publicity about camp positive.

The most important rule about summer camp is that the campers are safe and having fun. Solomon’s safety was not compromised. The camp director said the blind teen took too long at meals and in the shower and there wasn’t ample staff coverage to assist him. These problems can easily be remedied. Mistakes were clearly made and there was poor “customer service” coming from the camp.


I felt bad sharing Solomon’s plight when I posted the link to Rabbi Krishef’s blog on my Facebook page because I knew it would have negative consequences for this Ramah camp and the new director. [Full disclosure: In 2005 I served as Rabbi-in-Residence at Camp Ramah in Canada, and my friend was suddenly and unfairly released of his duties as director last year.]

The lesson in this is that every camp director needs to realize what it means to be in the customer service industry. Like any business, camps need to advance and be innovative. The leadership also must recognize the power of social media in the 21st century. Social media reigns king and that means that if a customer isn’t happy with their service at Best Buy or Starbucks, they will take their rant to the social networks where it will be “liked,” commented on and shared across other networks exponentially. As demonstrated by the angry father of a blind teen with a blog, this is also the case at Jewish summer camp.

Jewish summer camp means Jewish parents. While it may be fair to describe some of these parents as neurotic, the fact remains that all Jewish parents care deeply about the livelihood of their children. That means that they want their children to all feel special, safe and secure while at camp. No parents want to hear that the camp can’t accommodate their child for any reason.

Today is the first day of the new month of Av according to the Hebrew calendar. It is the beginning of a period of mourning for the Jewish people as we recall the destruction of the Temple in Jerusalem. In fact, this Hebrew month is often called “Menachem Av” because we desire comfort during this sad period. Camp Ramah in Canada will also require menachem as it deals with this matter internally and externally (a petition was signed by campers and staff appealing to the director to let Solomon stay). 

I’m glad that the camp director reversed his decision and apologized to Solomon and the Krishef family. That was a good resolution. But the lesson has to be learned. In the 21st century, it is not enough for a camp to have a program for special needs children and teens. It must seek to accommodate all children and help them feel safe and happy at camp. Camp directors must lead by example and always seek to do good and to make wise decisions. They must try to always accommodate.


It is often said that a parent is only as happy as his saddest child. So too it is for summer camp directors. Try to keep all your kids as “happy campers” and the camp will be a happy place too.

Shabbat Shalom.

(c) Rabbi Jason Miller | http://blog.rabbijason.com | Twitter: @RabbiJason | facebook.com/rabbijasonmiller