Supporting people with autism in the workplace

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Supporting people with autism in the workplace

• Judith Kerem
• Senior Consultant
• Prospects Employment Service
• Sharron McIndoe
• Regional Coordinator - North

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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.

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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)

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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.

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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

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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

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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

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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.

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UK Disability Legislation

• Disability Discrimination Act (DDA)
• Applies to all employers.
• Requirement to make reasonable adjustments
• Asperger syndrome case study 2005

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Areas of strength

• Excellent attention to detail
• Methodical approach wont cut corners!
• Accuracy
• Good with facts and figures
• Good memory
• Often a strong work ethic
• Structured tasks, routine/repetitive tasks
• Motivated

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Possible difficulties

• Organisational problems
• Communication and social difficulties
• Unusual Behaviour
• Productivity?
• Mental health difficulties

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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

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Recruitment

• Where you advertise/where you look?
• Adverts
• Job description
• Interviews
• Selection tests
• Work trials

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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.11/ Specialist etc. For employer and employee

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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?

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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.

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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 supportbut review on a regular basis

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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.

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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.

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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

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Further Information

• National Autistic Society www.nas.org.uk
• NAS Autism Helpline 0845 070 4004
  autismhelpline_at_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/prosp
  ects
• Judith.kerem_at_nas.org.uk
• 020 7704 7450