Supporting people with autism in the workplace

Judith Kerem

Senior Consultant

Prospects Employment Service

Sharron McIndoe

Regional Coordinator - North

Aims of session

• This workshop will focus on the support needed to prepare an individual with an Autism Spectrum Disorder (ASD) to find employment (paid and unpaid).

• We will also look at support for the employer and strategies that be put in place to support the individual and the employer in such areas as recruitment, induction and retention.

• It will also cover the support available from Prospects and the programmes we currently run as well as other employment initiatives being run in the UK by the National Autistic Society.

What is Autism?

• A developmental disability that affects individuals in three key areas:

– Social Communication-– Social Interaction– Social Imagination

• A ‘hidden disability’ – Autism Spectrum Disorder (ASD)

What is Autism?

• The exact causes of autism are unknown.

• 1% have a diagnosis.

• It is a lifelong disability.

• There is no cure (and many do not want one) though there are many approaches and interventions that can improve quality of life.

Social Communication

• Might interpret language in a literal way• May find it difficult to join in the ‘banter’ or

make ‘small talk’• Can sound formal or have stilted language • Tone of voice may sound monotone • May not pick up on non verbal

gestures/facial expressions/hints• May have narrow areas of interest

Social Interaction• Difficulty with starting or sustaining

reciprocal conversation• Eye contact may be fleeting• May express themselves in an

‘unconventional’ way or appear socially ‘awkward’

• Some individuals may not understand ‘physical boundaries’; others may not like to be touched

Social Imagination• Strengths usually lie in following

procedures/routines rather than dealing with situations requiring initiative and judgement

• Difficulty with abstract thinking• Sometimes problems dealing with change

or taking on new ideas• Difficulty understanding instinctively other

peoples thoughts and feelings• Apparent lack of empathy

Personal Insights

• “To you interacting is like…..breathing. I have had to learn everything”.

• “I wish I had a manual telling me how to respond in any given situation”

• “If you have Asperger syndrome, understanding conversation is like trying to understand a foreign language”.

UK Disability Legislation

• Disability Discrimination Act (DDA)

– Applies to all employers.

– Requirement to make ‘reasonable adjustments’

– Asperger syndrome case study 2005

Areas of strength

• Excellent attention to detail• Methodical approach – won’t cut corners!• Accuracy• Good with facts and figures• Good memory• Often a strong work ethic• Structured tasks, routine/repetitive tasks• Motivated

Possible difficulties

• Organisational problems

• Communication and social difficulties

• Unusual Behaviour

• Productivity?

• Mental health difficulties

Before going into work

Think about….• Realistic expectations of the workplace and

career choices• Paid /unpaid• Qualifications• Travel/Location• Hours• Benefits• Support and training available• Planning for change

Recruitment

• Where you advertise/where you look?

• Adverts

• Job description

• Interviews

• Selection tests

• Work trials

Strategies in the workplace

• Provide structure – Clear lines of communication with manager, timetable/plan etc.

• Job analysis – break down each task within the job, provide clear written guidelines on each task. If needed – create a working file.

• Training – identify what training is needed eg.1:1/ Specialist etc. For employer and employee

Strategies

• Give feedback – Clear and honest feedback is helpful, but also give strategies. Remember to give positive feedback when things are going well

• Give advance warning of any changes whenever possible eg. new staff.

• Is there anybody at the company willing and suitable to act as a buddy or mentor?

Strategies

• Can the environment (both physical and sensory) be adjusted in any way e.g.. moving desk/personal filing space, lighting, noise etc.

• Individual should be involved in process, but can seek advice from Occupational Health if needed.

Strategies

• Be precise – make sure the employee knows EXACTLY what is required of them

• Things may be interpreted literally and employee may not always be able to tell when someone is joking/being sarcastic.

• Non verbal communication may be missed so be direct. Do NOT assume anything.

• Keep up support…but review on a regular basis

Case Study Exercise• Lee has Asperger syndrome and works in a large

open plan office in the banking sector. He works part time (9.00-13.00) as a post clerk. His role involves opening, sorting and batching the post.

• He can become very anxious when arriving to work late and finds the journey stressful. He enjoys interacting with colleagues but can become very excitable (and talk very loudly) and he also can become fixated on individual females. He works very accurately and quickly but can get upset if his work is interrupted (eg. photocopier breaking down etc) and also if there are very high levels of work.

Key Points to Remember

• Performance will be linked to anxiety. Can or should you do anything to assist?

• Try to adopt a consistent approach.

• Having an ASD should not be considered as an excuse. Issues must be dealt with appropriately and swiftly through established lines of communication.

What the NAS can offer

• Work Preparation programmes• In work support/ Access to Work• Employer Training• Disability Awareness training• Links to other organisations• Employee training/Advice• Autism Helpline• Student and Graduate support

Further Information

• National Autistic Society: www.nas.org.uk• NAS Autism Helpline: 0845 070 4004

autismhelpline@nas.org.uk

• Employers Forum on Disability: www.efd.org.uk

• Autism Services Directory: www.info.autism.org.uk

• Prospects Employment Service: www.nas.org.uk/prospects

– Judith.kerem@nas.org.uk

– 020 7704 7450