Research by the National Autistic Society (2019) found that only 32% of autistic adults were in full time employment. In this blog I will be looking at the reasons behind this picture, what autistic spectrum condition is and how employers can encourage adults with Autistic Spectrum Disorder (ASD) into the workplace, whilst being able to manage their needs successfully.
Autistic people need routine and can find the world an unpredictable and confusing place to be. This can affect their experiences in the workplace hugely.
What is Autistic Spectrum Disorder?
Autistic Spectrum Disorder is a neuro diverse condition which occurs from birth and is estimated to affect up to 700,000 people in the UK. Often this disorder can go undiagnosed for some time, even many years, however symptoms generally begin to be distinctive by the age of 2. Autistic Spectrum Disorder is a group of neurodevelopmental disorders, where the brain processes things differently to the wider population. The complexity of the disorder suggests there may be numerous causes. There are possible links to genetics and often autism runs through family generations.
There may be a connection between parental age and the condition, however there is not enough evidence to corroborate this currently. ‘Autism is a lifelong disability which affects how people communicate and interact with the world.’ (Autism.org.uk). There is no known reason why people have the condition. It is often linked with other disorders such a dyslexia, epilepsy, ADHD and mental health conditions. Autistic Spectrum Disorder is known to affect more males than females (1-4 ratio). This may be in part due to a lack of awareness of the condition in women with the condition often being overlooked or not diagnosed until later in life.
There are known to be three levels of Autism which are as follows:
Level 1: High Functioning Autism – Those who need some support, and their behaviours are more noticeable without that support.
Level 2: Autism is where substantial support is required, and symptoms are obvious even with that support in place.
Level 3: Severe Autism – Those who need very substantial support where symptoms can severely impair daily life.
The Functional Impact of Autism
Autism can cause impairment in day-to-day functioning and some of these are listed below. These symptoms can affect people with varying degrees of complexity.
- Difficulty with interpreting verbal and nonverbal communication such as gestures or tone of voice. These can range from being unable to verbally communicate through to having excellent language skills but being unable to interpret different tones of voice or emotions
- Difficulty with recalling how tasks need to be performed and these may need to be taught explicitly. There is an inclination to focus on minute detail rather than the big picture which can lead to misinterpretation
- Being unable to recognise or engage in ordinary social interactions, lacking an understanding of others’ intent
- Unable to seek comfort in others
- Difficulty in forming and retaining relationships
- Exhibit behaviours which seem odd to others
- Sensory issues which can include over or under sensitivity to materials, sounds and the environment
- Difficulty in processing information which can lead to an ‘overload’
- Obsessive hobbies or interests due to their highly focused nature
Disability Provisions of the Equality Act 2010
The Equality Act 2010 defines a disabled person as ‘someone who has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities.’ A person who is considered to be disabled and as such employers have a legal obligation to make workplace adjustments in order to assist the employee at work.
Autism in the Workplace
Research suggests that ‘improving employment inclusion for adults with conditions such as autism can reduce mental health issues. (Richards, 2012) It is known that people with autism can bring unique abilities to the workplace as they often excel in attention to detail, alongside a tolerance for repetitive tasks and can be highly creative. Colleagues often describe working with an autistic colleague as an enriching experience as it encourages people to think more carefully about how they react to situations, how to communicate, prioritise and organise their work.’ (Autism.org.uk).
However, their traits can present some challenges for employers who wish to embrace the skills that autistic employees might bring to the workplace. Open plan offices, more flexible working practices and the restrictions that the pandemic has brought has increased the challenge for employers, as employees with autism find change and lack of routine very difficult.
The impact of the pandemic
The pandemic has seen many changes to our working and daily lives, and this is something which has created some anxiety in most of us at some point in the last year. However for people with Autistic Spectrum Disorder, change can cause extreme anxiety due to changes in routine, changes in the working environment and the changes which we have all had to adhere to such as mask wearing and social distancing since last year. Employers need to be mindful of this when employees begin to return to the office environment and should plan carefully for how best to support employees with autism.
Research suggests that up to one third of autistic people are living with serious mental health issues and these will have been heightened by the changes experienced in the last year.
Strategies to Support Autism in the Workplace
There are many strategies which employers can use to help support employees with Autistic Spectrum Disorder in the workplace, so that they are able to fulfil their role effectively and become successful. Below are some of the strategies which employers may find useful when planning the return to work in office environments and how they can best support employees with the condition.
- Put together a step-by-step plan which will help to support office routines
- Identify clear goals which need to be carried out
- Using visual representation of tasks can help
- Be explicit in your instructions
- Some employees will benefit from a buddy or a mentor who is able to help them understand what is expected of them
- Training for managers around autism can be helpful
- Have meetings on a 1-1 basis and shorter meeting times can be beneficial
- A quiet space with a reduction in distractions be it noise or light will help employees to focus better on the task in hand
- Use of noise cancelling headphones can also be helpful in managing the intrusion of noise
- Ask specific questions to explore the root of any problem
- Clear concise but sensitive feedback will provide reassurance
- Changes to job roles need to be explored in advance and ensure there is clarity around those changes
- Consider having a wellness action plan in place to support their mental health
- Involve Human Resources or make a manager referral to your Occupational Health provider if there are underlying issues which need resolving
In Conclusion
It is possible for people living with Autistic Spectrum Disorder to be really successful in the working world. This will take some time and need understanding and careful planning from the employer for it to be successful. These colleagues can be valuable assets to companies, helping to increase productivity and growth. More information on autism in the workplace can be found at www.autism.org.uk.
Dr Nikki Cordell
Photo by Annie Spratt on Unsplash
