This episode of Maximum Octane is special in every sense. Gilda Dyckman, owner of Cars Muffler & Automotive since 1996, joins Kim Hickey to tell the story of her identical twins, Troy and Brent. The twins were diagnosed with autism, and Gilda describes them as two blessings in disguise who have brought joy, laughter, and lessons about love, empathy, patience, and compassion.
Gilda recently hired Brent to help with filing and reconciling statements at her shop. In episode 57, she shares the twins’ journey into the workforce, the rejections they have faced, the myths about hiring people with disabilities, and why exceptional adults can be a great fit for certain jobs.
What You Will Learn
- A bit about Gilda’s challenging and fun journey
- Some differences between Troy and Brent
- A proposal Brent had to think about for a couple of days
- What are ILS and Tailor Services, and how do they work
- How Trey and Brent changed life also at Cars Muffler & Automotive
- Why hiring exceptional adults is an excellent idea
A Challenging and Joyful Journey
Gilda opens with a look at her family’s journey, which has been both challenging and full of joy. Raising twins with autism required patience, advocacy, and creativity. It also gave her a perspective that shapes how she leads her business.
Families raising children with autism often describe a journey that includes diagnosis, therapies, school advocacy, and planning for adulthood. Each stage brings challenges and moments of joy. Parents become experts in navigating systems and advocating for their children’s needs. Those skills, such as patience, persistence, and creative problem-solving, also make them effective leaders in business.
Two Brothers, Two Personalities
Around the 6 minute mark, Gilda describes some of the differences between Troy and Brent. Like any siblings, they have their own personalities, strengths, and interests. That individuality is an important reminder: autism is a spectrum, and every person is different.
Autism is described as a spectrum because it affects people in many different ways. Some autistic individuals communicate verbally with ease, while others use alternative forms of communication. Some have strong interests in specific topics, sensory sensitivities, or preferences for routine. Understanding that each person is unique helps employers focus on individual strengths and needs rather than assumptions.
For employers, this means the hiring conversation should focus on the individual in front of you. Ask about the tasks the candidate enjoys, the environments where they do their best work, and how they prefer to receive instructions. Those answers are far more useful than any general assumption about autism. A candidate who thrives with a predictable routine and clear checklists may be an excellent fit for parts organization or office tasks that others find tedious.
A Proposal Worth Thinking About
Gilda shares the story of a job proposal Brent took a couple of days to consider. It is a touching moment that shows the care and thought he brings to decisions, and it highlights how meaningful work can be for someone who has faced barriers to employment.
For many adults with disabilities, employment provides more than income. It offers purpose, social connection, independence, and a sense of contribution. Opportunities to work in meaningful roles can be life-changing. Employers who create those opportunities often find the experience rewarding for their whole team.
Support Services for Independent Living
Around the 17 minute mark, Gilda explains ILS and tailored services and how they work. Independent living services and similar programs help adults with developmental disabilities build skills and live more independently. In California, where Gilda is based, regional centers coordinate many of these services. Families elsewhere can explore resources through organizations like the Autism Society.
Many states offer vocational rehabilitation services that help people with disabilities prepare for, find, and keep jobs. These programs may provide job coaching, training, and support for employers. Connecting with local agencies can help shop owners find candidates and access resources that make employment successful.
How the Twins Changed Life at the Shop
Gilda describes how Troy and Brent have changed life at Cars Muffler & Automotive. Bringing Brent into the business gave him meaningful work and gave the team new perspective. Many owners who hire people with disabilities find that it strengthens their culture by encouraging patience, clear communication, and teamwork.
Inclusive workplaces often benefit in unexpected ways. Clear instructions and structured processes created to support one employee can help everyone. Team members may become more patient and communicative. The presence of diverse perspectives can spark new ideas. Many employers report that hiring people with disabilities strengthens their culture.
Shops that want to create that kind of culture can begin with simple habits. Break tasks into clear steps, write instructions down, and give feedback directly and kindly. Introduce changes in advance rather than at the last minute. These practices help an employee with autism succeed, and they also help new hires, seasonal staff, and anyone learning a new role. What begins as an accommodation for one person often becomes a better process for everyone.
Why Hiring Exceptional Adults Makes Sense
Gilda closes with the case for hiring exceptional adults. She addresses the “bitter flavor” of rejections from business owners who could not see the value these employees could bring, and she debunks myths about the supposed dangers of hiring them. Some autistic adults excel at tasks that require focus, accuracy, routine, and attention to detail, such as filing, data entry, inventory, and reconciliation.
For employers who want to learn more about workplace accommodations, the Job Accommodation Network provides free, expert guidance. In a tight labor market, being open to a wider range of candidates is also good business, as Charlene Parlett discusses in How to Use Diversity and Inclusion to Grow Our Business.
Workplace accommodations are often simple and inexpensive, such as providing written instructions, adjusting schedules, or creating a quieter workspace. The Job Accommodation Network reports that many accommodations cost little or nothing. Concerns about cost or difficulty often prove unfounded once employers learn more.
Getting Started With Inclusive Hiring
Shop owners interested in inclusive hiring can start by identifying roles that might be a good fit, such as filing, inventory management, parts organization, data entry, vehicle cleaning, or shop maintenance. Connecting with local disability employment organizations, vocational rehabilitation agencies, or school transition programs can help find candidates.
Preparing the team is also important. Sharing information about the new employee’s strengths and any accommodations, with their permission, helps coworkers support their success. Clear expectations, patient training, and regular check-ins set everyone up for a positive experience. Gilda’s story shows how meaningful these opportunities can be for employees, families, and businesses alike.
Common Hiring Myths to Leave Behind
One persistent myth is that hiring a person with a disability creates extra liability or safety risk. In practice, safety depends on matching the person to the right tasks and training them well, the same as with any employee. Another myth is that accommodations are expensive. Many involve nothing more than written instructions, a consistent schedule, or a quieter place to work.
A third myth is that employees with disabilities cannot handle real responsibility. Roles like reconciling statements, managing inventory, and maintaining filing systems require accuracy and reliability, qualities many exceptional adults bring in abundance. Owners who let go of these assumptions often find dependable, loyal team members they would otherwise have overlooked.
Questions for Shop Owners
- Which tasks in your shop are detail-oriented and routine enough to suit a specialized role?
- Have you ever turned away a candidate based on assumptions rather than abilities?
- What local organizations could help you connect with exceptional adults seeking work?
- How could clearer processes and instructions help every employee succeed?
Gilda returns in Repairing the Automotive Industry and tells the story of selling her business in Building, Battling, and Letting Go: The Journey to a Multi-Million Dollar Exit.
Frequently Asked Questions
What jobs in an auto repair shop are a good fit for adults with autism?
It depends on the individual’s strengths and interests, but roles that reward focus, accuracy, and routine are often a good starting point. Examples include filing and reconciling statements, data entry, parts organization and inventory, vehicle cleaning and detailing, and shop maintenance tasks. Talk with the candidate about what they enjoy and where they do their best work, then build the role around those strengths with clear instructions and expectations.
How do I find candidates with disabilities who are looking for work?
Start with your state’s vocational rehabilitation agency, which helps people with disabilities prepare for and find jobs and often supports employers too. Local disability service organizations, school transition programs for young adults, and community nonprofits can also connect you with candidates. In some states, regional centers or similar agencies coordinate services for adults with developmental disabilities. Building relationships with these groups creates a steady source of referrals.
Are workplace accommodations expensive for small businesses?
Many accommodations cost little or nothing. Common examples include written or visual instructions, a predictable schedule, a quieter workspace, noise-reducing headphones, or extra time for training. The Job Accommodation Network offers free, confidential guidance to employers on specific situations. Discussing needs directly with the employee is usually the fastest way to find a practical solution that works for both sides.
How can I prepare my team to work with an employee who has autism?
With the new employee’s permission, share information about their strengths, how they prefer to communicate, and any accommodations that will help. Encourage coworkers to give clear, direct instructions and to be patient during training. Assign a supportive point person the employee can go to with questions. Regular check-ins help catch small issues early. Most of all, model respect and inclusion so the rest of the team follows your lead.
Resources and Links From This Episode
- Cars Muffler & Automotive website
- Collective Social Services website. Regional Centers in California
Connect With the Guests
- Gilda: LinkedIn
