Psychology Chartered

Bridging the gap: autism spectrum conditions and employment  

Posted by Lily Hopkins

19th February 2019

The “employment gap” is a term I’m sure many of us have heard before. It describes the difference in employment status between people classified as having a disability and those without disability. This employment gap exists in many areas, but it is especially apparent in people with autism spectrum conditions (ASC). A report published in 2016 by the National Autistic Society revealed that only 16% of those on the autistic spectrum are in full-time paid work, and 32% are in any form of paid work, compared to 80% of people with no considered disability. This figure has remained relatively static since 2007, and highlights the shocking chasm in employment that those on the autistic spectrum currently face. Research shows that this isn’t due to a lack of motivation or want to work; in fact, three quarters of the people with autism spectrum conditions surveyed stated that they wanted to, and were willing to work. So, what are the barriers that prevent people on the autistic spectrum from entering employment?

Misconceptions: There is a common misconception that people on the autistic spectrum are not able to work. Whilst this is the case for some with more extreme needs, many people with autism spectrum conditions are perfectly capable of working when some reasonable adjustments are made. In fact, they can sometimes provide unique skills and ways of approaching tasks that ‘neurotypical’ people do not. An increase in this understanding has lead companies such as Microsoft to actively try to recruit individuals with ASC who have special attention to detail and problem-solving skills. Whilst this is definitely a step in the right direction in closing the employment gap, this assumption that people on the autistic spectrum want to work in technical roles that require attention to detail can cause problems in itself. The 2016 survey by the National Autistic Society revealed that like everyone, autistic people want to work across many sectors and in a variety of jobs. The survey found that just as many people with ASC report wanting to work in the arts and acting (11%) as in IT (10%) or office work (9%). This highlights how important it is for employers to not pigeon hole those on the autistic spectrum into technical roles; instead we should work to recognise the unique contributions that people with ASC can make in a variety of jobs.

Worries about getting it wrong: Another barrier to employment for people with ASC has been shown to be employer worries. A 2016 YouGov poll found that 60% of employers worry about getting support for an employee with an autism spectrum condition wrong, and 60% also said they did not know where they could go for support or advice about employing someone on the autistic spectrum. This can be a huge potential barrier that prevents employers considering an applicant on the autistic spectrum, as they may feel it’s easier to just not employ them rather than risk getting it wrong. To help tackle this, guidelines and support on autism and employment needs to be much more visible and accessible for employers. The National Autistic Society guidelines and the TUC report about autism in the workplace provide brilliant advice on how to manage an autistic employee and make their transition into work as smooth as possible (both of which will be linked below). However, in many cases employers do not need to make huge adjustments in the work place; small changes can make a big difference. Providing written directions to make sure instructions are specific and clear, asking about sensory distractions and providing things such as noise-cancelling headphones can make a massive difference to the working life of someone on the autistic spectrum. Furthermore, just helping other staff to be more aware of someone on the autistic spectrum’s needs and providing training for them can benefit everyone involved. The 2016 National Autistic Society survey found that 50% of autistic people said that support, understanding and acceptance are the biggest factors that would help them into employment. So, these are the areas for employers to focus on; try not stress about the rest.

Overall, having a job can be great for providing a sense of purpose, improving self-esteem and enhancing confidence in people. Thus, working has the potential to improve the lives of many people on the autistic spectrum. Similarly, employing someone with ASC can be greatly beneficial for employers and can promote a more diverse and productive work place. Due to this, increasing employment in the ASC community would be mutually beneficial for employers and people on the autistic spectrum alike. Ultimately, it is important that the government, employers and autism services work together to promote employment for those with ASC and help bridge the employment gap.

 

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