Webinar Series

Cybersecurity Careers for Autistic People

October 18 , 2017
CyberBlueTM: Leveraging the Strengths of 

Autistic People to Solve our Cybersecurity 

Crisis

Kevin Pelphrey, PhD

Carbonell Family Professor & Director

Autism & Neurodevelopmental Disorders Institute

@ George Washington University & Children’s National Health System

Diana Burley, PhD

Professor, Graduate School of Education & Human Development

Director, Institute for information Infrastructure Protection (I3P) 

@ George Washington University

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WIRED Proposal

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Autism Spectrum Disorder (DSM-5)

• Persistent problems in social interactions across multiple contexts

– Reduced social reciprocity

– Problems understanding & using nonverbal communication

– Troubles maintaining relationships

• Restricted/repetitive behaviors or interests

– Repetitive motor mannerisms

– Insistence on sameness

– Restricted interests

– Over- or under- responsive to sensory stimuli

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Levels of Cognitive Functioning

55 70 85 100 115 130 145

-3 -2 -1 0 1 2 3

MEAN = 100

STANDARD DEVIATION = +/- 15

Intellectual 

Disability ~2.5%

Below Average-Above Average ~95%

Autism Spectrum Disorder (DSM-5)

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Structuring the Workforce

• NICE Cybersecurity Workforce Framework identifies 7 

categories, 33 specialty areas, and 52 work roles

• Workforce development targets

– Past/Current: Individually defined work roles with defined 

combination of KSAs 

– Future: Team-based, flexible, dynamic assemblies of 

capabilities or skillsets

Current 

Future Target

Target

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... Beyond Purple Rabbits

Fulfills a

Work Role

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... Beyond Purple Rabbits

Fulfills a

Work Role

Though not “purple” they have 

capabilities that support desired skillset 

development

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People Living with Autism

• Over 70 million people worldwide 

• By 2020, the number of autistic adults will exceed 3 million in 

the US alone. 

• Less than 1% of autism funding is currently allocated for 

research on workforce transitions. 

• Efforts to employ autistic adults focus on their social 

deficiencies, rather than leveraging their cognitive 

strengths...

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Cognitively Able

• Critical thinking

• Rapid pattern recognition

• Efficient quantitative analysis of data

• Precision focus

Profile of many cognitively 

able individuals with 

autism matches many of 

the cybersecurity 

workforce needs

A connection – newly released (April 2017) CRA research shows that 

ASD are the most common disability among UG computing students

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One Social Challenge Can Solve Another 

Project Components

•Education

•Research 

•Policy

•Workforce Development

Interrelated project 

components designed to 

provide ongoing formative 

insight and to expedite the 

transition of research to 

practice

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Education Objectives

• To build new programs to engage students with autism, 

developing their expertise in cybersecurity concepts and skills 

as well as workplace social proficiencies and independent living 

skills. 

• To develop new resources for potential employers to better 

understand how to optimally integrate employees with autism. 

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Research Objectives

• To conduct and disseminate 

– Disciplinary research that advances understanding in each area

– Integrated research studies that transcend levels and disciplinary 

silos (e.g. genes, brain, behavior, workplace context, cybersecurity 

education, and public policy) 

• To provide formative assessments to the educational and other 

components that will continuously inform program development.

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Neuroprediction

Increase in severity

Decrease in severity

Predicted change in severity

Actual change in severity

y = -50 mm y = -52 mm

y = 18 mm y = -4 mm

-0.06 0.04

weig

hts

R

Finn et al. (2015) Nature Neuroscience

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Workforce Development Objectives

• Develop transformative workforce initiatives to train 

and place a cadre of autistic individuals in the 

cybersecurity workforce.

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Q	&	A	

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Driving	Change								Creating	Opportunity

Jennifer	Sheehy

Deputy	Assistant	Secretary	

Office	of	Disability	Employment	Policy

U.S.	Department	of	Labor

October	18,	2017

Cybersecurity	Careers

for	Autistic	People

National Initiative on Cybersecurity Education

National Institute of Standards and Technology

U.S. Department of Commerce
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Driving	Change								Creating	Opportunity

• Only non-regulatory federal agency that promotes policies and 

coordinates with employers and all levels of government to increase 

workplace success for people with disabilities

– Mission: Develop and influence policies that increase the 

number and quality of employment opportunities for people with 

disabilities

– Vision: A world in which people with disabilities have unlimited 

employment opportunities

ODEP’s	Vision	and	Mission
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Driving	Change								Creating	Opportunity

National	Disability	Employment	Awareness	Month	

2017
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Driving	Change								Creating	Opportunity

• 2017 Australian study (survey) of 59 employers regarding their 

employees on the autism spectrum:

– Above average performance: attention to detail, work quality 

and work ethic

– 32% of employers report new creative and different skills 

brought to the workplace

– 56% of employers report positive adaptations in work culture

– No significant additional costs to employers

Neurodiversity:	Benefit	to	Employers
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Driving	Change								Creating	Opportunity

• CREST report on “Autism and the Technical Security Industry” 

(2017, UK) recommendations

– Virtual work placements for people on the autism spectrum

– Need for career guide(s) and films highlighting talents 

– Mentoring and interview workshops

Cybersecurity	&	Neurodiversity
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Driving	Change								Creating	Opportunity

• GCHQ (Government Communications Headquarters) –

UK security agency

• UK Defence Academy - 2017 event: “Neuro Diversity: 

Autism Spectrum Condition into Cyber”

• Israeli Defense Forces Unit 9900

Security	Agencies	Tapping	Neurodiverse	Talents
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Driving	Change								Creating	Opportunity

• Alternative post-high school career pathway

• High interest by cybersecurity employers

– Transmosis – Silicon Valley

– Programs in Virginia and Maryland launched in 2016

• 2017 Presidential Executive Order on Expanding Apprenticeships in 

America

• #ApprenticeshipWorks Video Series & Guides: 

www.dol.gov/odep/apprenticeship

Apprenticeship
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Driving	Change								Creating	Opportunity

• Connects college students and recent graduates with disabilities 

to full-time jobs or internships at federal and private employers

– www.WRP.gov: federal agency employers

– www.WRP.jobs: private-sector employers

• Schedule A-eligible, full-time college students enrolled in twoyear schools, four-year schools, and graduate school

Workforce	Recruitment	Program	(WRP)
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Driving	Change								Creating	Opportunity

• Affirmative action hiring authority for federal agencies to hire 

employees with disabilities

• Eligibility: Intellectual disability, severe physical disability or 

psychiatric disability

• Autism is an eligible disability under Schedule A

• ODEP infobrief on Schedule A: 

https://www.dol.gov/odep/pdf/20160129-ScheduleA.pdf

Schedule A
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Driving	Change								Creating	Opportunity

• ODEP-funded technical assistance center supporting employers, 

employees with disabilities and others

• www.askjan.org; 800-526-7234

• Autism resources: askjan.org/media/autism.htm

– Interviewing tips for job seekers

– Accommodations and best practices for supports

– Executive functioning-related information

Job	Accommodation	Network	

(JAN)
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Driving	Change								Creating	Opportunity

• Requires federal agencies to take affirmative action to recruit, hire, 

retain and advance people with disabilities

• Prohibits discrimination on basis of disability

• Sets two key goals for workforce representation:

– 12% representation for people with disabilities

– 2% representation for people with targeted disabilities

• FAQs: www.eeoc.gov/laws/regulations/qanda-ada-disabilities-finalrule.cfm

Rehabilitation	Act	– Section	501
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Driving	Change								Creating	Opportunity

• Centrally funded program for multiple federal agencies

• Provides assistive technology, devices and support services, 

including online trainings

• Housed at U.S. Department of Defense 

• 833-227-3272; cap@mail.mil

Computer/Electronic	Accommodations	Program	

(CAP)
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Driving	Change								Creating	Opportunity

• Centralized Accommodation Funds (CAFs) 

• Shared info and resources on disability focuses, such as via 

affinity groups for federal employees with disabilities

• Innovation, including mentoring for federal employees with 

disabilities

• Federal Exchange on Employment and Disability (FEED)

Federal	Agency	Best	Practices
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Driving	Change								Creating	Opportunity

• Requires federal contractors to take affirmative action to hire, place and 

advance people with disabilities

– Utilization goal of 7% 

– Contractors with 50+ employees and contracts of $50,000+

• Prohibits federal contractors from discriminating on the basis of disability

– Federal contractors with contracts of $10,000+

• OFCCP’s FAQ on Section 503: 

www.dol.gov/ofccp/regs/compliance/faqs/503_faq.htm

Rehabilitation	Act	– Section	503
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Driving	Change								Creating	Opportunity

• Challenges with self-disclosing “hidden” cognitive disabilities 

like autism in the workplace

• 411 on Disability Disclosure: A Workbook for Youth with 

Disabilities:

www.ncwd-youth.info/411-on-disability-disclosure

• JAN resources on self-disclosure in the workplace: 

askjan.org/topics/discl.htm

Self-Disclosure
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Driving	Change								Creating	Opportunity

• Q&A

• www.dol.gov/odep

Thank You!
Q	&	A	

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DXC Proprietary and Confidential October 18, 2017

The Dandelion Program

Cyber security

Michael Fieldhouse

Director – Emerging Businesses & Cyber security, DXC Technology

Adjunct Professor of Cyber security at La Trobe University

https://www.linkedin.com/in/michaelfieldhouse/

Establishing careers for people on the spectrum

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DXC Proprietary and Confidential October 18, 2017 35

The Journey • The Dandelion Program was established 4 years ago by DXC, formally HPE in 

partnership with Australian Department of Human Services

• When we initially started the program there was very little evidence based information 

around employing people with autism. Our due diligence investigations with other 

organisations showed that where tried, failure of sustainment was the greatest 

challenge. They were correct. 

• The key is that it is more than just providing a job... It is about giving the individuals 

the tools, skills and proper work experience to define and build a career. 

• Approximately 12 months into the program we realised there was a lot more 

complexity involved to create sustainability. Areas to tackle were identified as: – Mental health issues; something we did not know until later is that 80% of people 

on the spectrum have at least one comorbidity (anxiety, depression, sleeping 

disorders) and they are nine times higher to have suicidal thoughts

– Managers being fearful of having performance management discussions – Executive functioning problems – Lack of life (adaptive) skills – Continuous education of the work environment about autism and mental health 

issues

• We realised we needed more help to develop a programmatic approach to dealing 

with all these issues if we are truly going to change participation rates for people on 

the spectrum. We identified and involved a variety of partners in the program to assist 

including Cornell University, Harvard Business School, Ivey Business School, La 

Trobe University, University of Queensland, Autism CRC, University of Haifa and Ono 

Academic College (Israel)
DXC Proprietary and Confidential October 18, 2017 36

The Dandelion Program

• The vision was to create a sustainable program that would increase the workforce participation rate of 

people on the Autism Spectrum

• The Dandelion Program consists of two streams – internships and employment

• The Dandelion employment program is a three year program focussed on building careers and the skills of 

people on the spectrum; similar to a graduate program

• The Dandelion Program now has 58 people and 14 work experience participants working in the areas of 

cybersecurity, data analytics and software testing for the Australian Federal Government Department of 

Human Services, Department of Defence and Department of Border Protection and we have shared our 

experiences with the autism community by open sourcing the learnings with La Trobe and Cornell 

University

• Longitudinal study running underneath the program through La Trobe University

• Currently working on implementation with ANZ Bank 

• Have been providing a large amount advisory work to a number of local and international organisations

"This program is unique because it attacks the problem of employment for people with an ASD, not simply 

by pushing harder the peg into the square hole, but instead by addressing the supports needed on both 

ends...“ 

Professor Cheryl Dissanayake, Director, Olga Tennison Autism Research Centre
DXC Proprietary and Confidential October 18, 2017 37

Benefits

• Unique skills sets that team members bring to the workforce such as attention to detail, out 

of box thinking and the ability to do repetitive tasks accurately

• Productivity is very high

• Identification of defects and issues that no one else has identified

• Increased team morale of the staff around the Dandelion team members

• Manager and team leader have become better managers and leaders

• A positive impact on the families of the people on the spectrum. A sense of relief that there is 

opportunity and a career based future for their family member

“Our main objective is to enhance capability”

Australian Department of Defence, Rear Admiral Peter 

Quinn 

Head Joint Capability Management and Integration
DXC Proprietary and Confidential October 18, 2017 38

Challenges of employing people with Autism

• Mental health issues e.g. anxiety, depression, sleep disorders

• Managing more than one disability

• Executive functioning skills

• Self Advocacy of the individuals

• Life / adaptive skills such as financial awareness, nutrition 

• Managers did not have enough management skills and the fear of performance management

• Regular management training for the co-workers and managers due to organisation change

Productivity

Innovation

Cultural
DXC Proprietary and Confidential October 18, 2017 39

Cyber security role being provided by autistic people

• Reverse engineering of malware

• Event management

• Software development

• System Administration

• Hunt activities

• Forensics 

People on the spectrum are also creative
DXC Proprietary and Confidential October 18, 2017 40

Year 1 

Job Awareness

Year 2

Self Advocacy

Year 3

Transition

The staff member is trained in the environment and job processes and 

commences work activities. Technical and social development is 

tracked and staff integration into the workforce commences

Involves the individual improving their work profile and taking note of 

their key strengths and support that may be required. Introducing the 

staff member to networking opportunities and focus on certifications

The individual is setup for transition at the end of the program and to 

provide all opportunities for employment. The recruitment of a new 

team on the Autism Spectrum

Workplace education

Dandelion Program Structure
DXC Proprietary and Confidential October 18, 2017 41

Assessment Program On-boarding

Outcomes:

• Identify candidates

• Assess candidates

• Provide a 

recommendation and 

risk profile on candidates

Outcomes:

• Environmental concerns 

identified and addressed

• Build first phase of 

adaptive skills; e.g. 

traveling to work and 

arriving on time

• Build technical skills 

associated with the role

• Build social relationships

Skill & 

Experience Building

Outcomes:

• Develop technical skills

• Build experience & 

knowledge

• Improve executive 

function skills

• Build adaptive skills

• Life skills such as 

cooking classes

• Financial planning

• Nutrition

• Travel planning

Job or Career Transition

Outcomes:

• Careers fair

• Matching individual 

interests to jobs

• New manager and team 

training

• Transition plans

Dandelion Employment Program Overview
DXC Proprietary and Confidential October 18, 2017 42

Benefits of the model – La Trobe University

Personal

Ø Job retention is high when compared to other ASD employment programs; some transitioning out of the program early and into full time 

unsupported employment

Ø Recruitment process and support system considered critical to workplace success

Ø Participants:

– develop a “sense of purpose and meaning in life”, previously unobtainable opportunities (e.g., purchasing a house)

– opportunities to socialise, feel “part of the wider workforce”

– better prepared to apply for unsupported jobs, build experience/work history necessary to be competitive in job market

Organisation

Ø Co-workers “proud” their organisation is involved in the Dandelion Employment Program, see diversity as important and relevant, program is 

a “go to” when talking about positive aspects of work 

Ø Quality of work and performance of trainees reported to be excellent; new innovations transferable to broader workforce

Ø Managers learn new skills (e.g., improved communication) transferable to other work environments

Economic

Ø For every 100 individuals* participating in the 3-year Dandelion Employment Program, it is estimated that the program:

– generates $2,826,600 in tax benefits

– savings of $3,219,900 in welfare payments

– $600,000 reduction in employment service access

– resulting in potential for over $6 million benefit to the government over 3 years**

*Assuming previously unemployed, receiving welfare or disability pensions.

**Figure does not factor in benefits from decreased health care costs, decreased use of other support services, nor general economic benefit from increased productivity and activating a 

previous unutilised section of the labour market 
DXC Proprietary and Confidential October 18, 2017 43

Key Learnings from the research & operations

What we have learnt from longitudinal research and input from leading experts at La Trobe University and Cornell University.

Key elements to the success:

•Organisational change and training for general workplace and co-workers

•Shared experience as part of recruitment and on boarding as it creates friendships thus decreases suicidal thoughts due to lower

levels of loneliness 

•Sustainment support for the individuals (people, process & tools)

Key learnings:

•Autism awareness training needs to be reinforced, due to staff turn over. Face-to-face training does not reach everyone

•Improved integration services – communication and executive education 

•You are not only dealing with and managing autism but other mental health disorders at the same time
Q	&	A	

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Thank	You	for	Joining	Us!

Upcoming	Webinar:	A	Path	to	Obtaining	Cybersecurity	Work	

Experience:	Internships,	Cooperative	Education,	and	

Apprenticeships

When:	Wednesday,	November	15,	2017	at	2:00pm	EST

Register:	https://nist-nice.adobeconnect.com/webinarnov2017/event/registration.html

nist.gov/nice/webinars

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