Here's a link:
http://www.autism.org.uk/get-involved/media-centre/news/2016-10-27-employment-gap.aspx
Think a moment about the stat. 16% of autistic adults in full-time work. Sixteen percent. That is desperate and shameful - and it doesn't even consider how many of those lucky sixteen percent are able to fulfil their potential and develop their career. Another link:
https://www.wearethecity.com/nine-ten-uk-companies-not-considering-neurodiverse-candidates/
If only 10% of workplaces make accommodation for neurodiversity, that inarguably presents an obstacle to autistic and other neurodiverse people, it will contribute to the employment gap, and any proposals to address the problem should be both welcomed and encouraged
However, it only gets us so far. Before adjustments can be made to help an autistic person in the workplace, they have to be in the workplace. Granted, very few people enjoy interviews and assessment centres, whether neurotypical or not - but for autistic candidates, it's another matter entirely: put simply, it would be difficult to create a process which more severely limits an autistic candidate's chances than the standard interview system.
Unfamiliar surroundings. Unfamiliar people. Vague, open-ended questions. Being judged on your ability to talk about yourself - even to lie about yourself - with confidence and in terms that others will understand. The expectation of eye contact and correct body language. Selling yourself. These are extremely challenging concepts for autistic people. And in all likelihood, it has absolutely nothing to do with the individual's capacity to do the job and to contribute to the organisation. I'd even go so far as to call it discriminatory: an obstacle is created, however benign the intentions may be, that actively makes it less likely that an autistic person will be hired.
Autistic people have so much to offer in the workplace. Not only are we able to develop a wide range of skills just like anyone else, but our distinct patterns of thinking actually make us better at some jobs. Why would any business not want that? Why would any business choose to dissuade a candidate who can make a real contribution in the role?
I don't really believe that many employers are deliberately shunning autistic people. Rather, it's a failure to understand, and an unwillingness to challenge an established method. That awful figure, 84% unemployed or underemployed, will not improve unless autistic people have access to opportunities without being excluded by a narrow hiring process. Key to this is judging an individual by their abilities: give the candidate a chance to show what they can do with a piece of work, in an environment that they find reasonably comfortable; if appropriate, invite candidates to produce a portfolio showing what they've done in the past (but be clear about exactly what should be in the portfolio); take the time to speak to referees, rather than sending out a generic form; do not judge - and please make clear that you're not judging - the candidate for a lack of eye contact or fidgety behaviours; and ensure that any questions are concise and specific.
And finally, just be nice. Autistic people don't need to be wrapped in cotton wool (this is something I'll address in a future post), and we won't be a burden, but we live in a world which is rarely supportive or considerate of our needs. A bit of friendly reassurance never goes amiss.
http://www.autism.org.uk/get-involved/media-centre/news/2016-10-27-employment-gap.aspx
Think a moment about the stat. 16% of autistic adults in full-time work. Sixteen percent. That is desperate and shameful - and it doesn't even consider how many of those lucky sixteen percent are able to fulfil their potential and develop their career. Another link:
https://www.wearethecity.com/nine-ten-uk-companies-not-considering-neurodiverse-candidates/
If only 10% of workplaces make accommodation for neurodiversity, that inarguably presents an obstacle to autistic and other neurodiverse people, it will contribute to the employment gap, and any proposals to address the problem should be both welcomed and encouraged
However, it only gets us so far. Before adjustments can be made to help an autistic person in the workplace, they have to be in the workplace. Granted, very few people enjoy interviews and assessment centres, whether neurotypical or not - but for autistic candidates, it's another matter entirely: put simply, it would be difficult to create a process which more severely limits an autistic candidate's chances than the standard interview system.
Unfamiliar surroundings. Unfamiliar people. Vague, open-ended questions. Being judged on your ability to talk about yourself - even to lie about yourself - with confidence and in terms that others will understand. The expectation of eye contact and correct body language. Selling yourself. These are extremely challenging concepts for autistic people. And in all likelihood, it has absolutely nothing to do with the individual's capacity to do the job and to contribute to the organisation. I'd even go so far as to call it discriminatory: an obstacle is created, however benign the intentions may be, that actively makes it less likely that an autistic person will be hired.
Autistic people have so much to offer in the workplace. Not only are we able to develop a wide range of skills just like anyone else, but our distinct patterns of thinking actually make us better at some jobs. Why would any business not want that? Why would any business choose to dissuade a candidate who can make a real contribution in the role?
I don't really believe that many employers are deliberately shunning autistic people. Rather, it's a failure to understand, and an unwillingness to challenge an established method. That awful figure, 84% unemployed or underemployed, will not improve unless autistic people have access to opportunities without being excluded by a narrow hiring process. Key to this is judging an individual by their abilities: give the candidate a chance to show what they can do with a piece of work, in an environment that they find reasonably comfortable; if appropriate, invite candidates to produce a portfolio showing what they've done in the past (but be clear about exactly what should be in the portfolio); take the time to speak to referees, rather than sending out a generic form; do not judge - and please make clear that you're not judging - the candidate for a lack of eye contact or fidgety behaviours; and ensure that any questions are concise and specific.
And finally, just be nice. Autistic people don't need to be wrapped in cotton wool (this is something I'll address in a future post), and we won't be a burden, but we live in a world which is rarely supportive or considerate of our needs. A bit of friendly reassurance never goes amiss.
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