Autism Employability Guide

Autism Employability Guide midandeastantrim.gov.uk

Welcome We want to enable more autistic people to progress into and within employment by equipping employers with the skills and knowledge to understand their needs.

This resource provides tools for employers to help support autistic people into roles within their workplace. It aims to help autistic people entering the workplace, to be understood,

to reduce anxiety associated with a new role, and enable all candidates to demonstrate their abilities with confidence.

50% of autistic people said that support, understanding or acceptance would be the single biggest thing that would help them into employment.

(NAS,2016) This guide has been developed in partnership with The Northern Area Autism Employability Working Group and The Northern Area Autism Reference Group.

What is Autism?

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Talking about Autism

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Myth Busting 6 The Benefits of Autistic Employees

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Reasonable Adjustments 10 Job role and management processes

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Physical Environment and Equipment

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Job Role and Social and Cultural Practice

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Resources 14 Quick Links and References

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Partner Organisations 17 Employer Quotes 18

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What is Autism?

Autism is a lifelong developmental condition that impacts how a person communicates with, and relates to other people. Being autistic means that you see, hear and feel the world in a different way from other people.

Autism is a spectrum condition and impacts people in unique different ways. Like all people autistic people have their own strengths and challenges.

The NI 2021 Census reports that there are 35,400 autistic people living in Northern Ireland, which equates to 2 in every 100 people.

(NISRA,2022).

Statistics show that only 29% of autistic adults are employed despite them having the ability, skills and will to be employed.

(ONS, 2021).

29%

Talking about Autism Autistic people describe themselves and autism in different ways, so it is always best to ask the individual about their preference.

Autistic individuals prefer that terms such as high-functioning or low-functioning are not used, in addition to phrases such as ‘suffering from’.

When discussing autism support the use of the term ‘neurodiversity’. This is a relatively new term for describing differences that are not necessarily disabilities, but recognises a different way of thinking outside of how a ‘neurotypical’ brain works.

An autistic person could identify as neurodivergent, which covers a range of differences in how the brain works.

When you meet an autistic person they may use varying terminology to describe themselves, some of which is highlighted below: • Autism Spectrum Disorder • Autistic Person • Non Verbal • Autism Spectrum Condition • I Have Aspergers • Speaks Few or No Words • Verbal • On The Spectrum • Person With Autism

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Myth Busting

Only males are autistic

In Northern Ireland we know that 3 times as many boys compared to girls are diagnosed as autistic. One of the reasons for this may bethat girls are much more likely to ‘mask’ their autism, meaning that it isn’t picked up. This can mean that in some cases females are diagnosed much later in life than males.

Autism is a learning disability and/or mental health condition

Autism is a lifelong developmental condition and not a learning disability or mental health condition. However, these can co-occur, meaning that someone could be both autistic and have a learning disability or be autistic and have co-occurring mental health conditions.

Every autistic person is the same

When you have met one autistic person, you have met one autistic person. Autism is a spectrum condition meaning that some autistic individuals can learn, live and work independently, while some have learning differences or co-occurring health conditions that require specialist support. Some may need forms of support at different stages throughout their life.

Autistic people prefer to be alone

Autistic people would often like to make friends and have the company of others, though they may have difficulties in making this happen. For a lot of autistic individuals, being social can make them feel anxious, but the desire to connect is also there.

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The Benefits of Autistic Employees Many autistic people have a variety of sometimes exceptional skills that enable them to thrive inroles ranging from a sales assistant to a computer programmer, to a journalist or statistician.

Employing an autistic person demonstrates your organisation’s commitment to equality and diversity, and shows a positive attitude to disabled people.

Having a diverse workforce brings benefits to staff and businesses alike, and managers and colleagues often describe working with an autistic colleague as an enriching experience that encourages them to think more carefully about how they communicate, organise and prioritise their work.

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High levels of concentration.

Reliability, conscientiousness and persistence.

Accuracy, close attention to details and the ability to identify errors.

Technical ability such as in IT.

Detailed factual knowledge and an excellent memory.

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Reasonable Adjustments Under the Disability Discrimination Act (DDA, 1995) employers are required to consider and introduce reasonable adjustments in respect of applicants/employees who are disabled.

It’s important to note that autistic individuals have challenges with social communication and interaction, as well as sensory processing differences.

Adjustments and their suitability will vary from person to person, and therefore should be considered on an individual basis, taking into account the role within the workplace.

This is done to ensure that disabled people are not disadvantaged and have equality of opportunity in employment.

There are a number of factors that employers should consider when determining what is a reasonable adjustment (please see resources section).

The following lists are designed to help facilitate discussions between autistic employees and managers about what possible adjustments could be implemented.

Job Role and Management Processes • Accurate job descriptions (e.g, not emphasising social presentation skills when not necessary, clarifying likelihood of taking on additional responsibilities).

• Advanced notice of changes.

• Avoid role-play on training courses.

• A culture of asking one question at a time.

• Extra breaks to prevent becoming overwhelmed.

• Extra time meeting with managers.

• Flexible deadlines.

• Flexible work hours to avoid commuting in rush hour.

• Online access to further information about sources of support for job role, mental health and wellbeing.

• Option to work remotely where possible.

• Process for having concerns recorded and taken seriously.

• Realistic manager expectations.

• Specifying clear action points in emails so that recipients understand what is being asked of them.

• Trialling workspace before starting.

• Frequent feedback.

• Using a mentor (external) to help manage challenges.

• Longer time to familiarise with new routines when there are changes.

• Using an internal advocate who can communicate on behalf of the employee.

• Maintain consistent job roles, patterns and working partners where possible.

• Weekly plan with manager.

• Minimise unnecessary away days.

• Minimise unnecessary face-to-face meetings.

• Minimise face-to-face interaction where possible.

• Widespread training on neurodiversity available to all employees.

• Written communication preference over verbal communication.

• Written questions for job interviews and circulated ahead of time.

• More time for tasks.

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Physical Environment and Equipment • Ability to adjust temperature where possible (e.g. through air conditioning, desk fan).

Job Role and Social and Cultural Practice • Laptop stand (neck and back support).

• Allocated desk (i.e. in otherwise hot-desking environment).

• Maximise personal space where possible (e.g. spaced out seating in meetings).

• Allocated parking space.

• Noise-cancelling headphones.

• Avoid fluorescent strip lighting if possible.

• Online accessible resources about getting up to speed in a new role.

• Open plan office if possible.

• Blue screen filter for computer screen to see colours more easily.

• Option to work away from doors (which slam shut) and busy pathways.

• Clear signage throughout building and designated quiet areas.

• Repositioning of desk (e.g. in corner to avoid being startled).

• Communication devices (e.g. a slider on desk to indicate when working from home).

• Secondary glazing (to provide sound protection) where possible.

• Designated quiet space.

• Ear defenders.

• Ear plugs.

• Ergonomic chair.

• Site blocker software to avoid internet distractions.

• Small desk lamp (if main light too bright or not bright enough).

• Software to improve accessibility (e.g. screen reader).

• Ergonomic wrist-rest and keyboard.

• Tinted glasses (to minimise overpowering lights).

• Fast response to malfunctioning equipment (e.g. a flickering light above desk).

• Visual partitions of workspace (i.e. to minimise distraction and sound).

• Team culture that is aware of sensory impacts (e.g. eating lunch away from desks due to potential sensory discomfort from smell).

• Ability to explore other job roles within the organisation.

• Flexibility regarding clothing choice if possible.

• Handouts in advance of training/ presentations (to follow what is being discussed verbally).

• Access to senior mentoring.

• A culture that respects keeping promises if they are made.

• A team culture that educates about negative language in the workplace (e.g. describing autism as a tragedy).

• More patience and flexibility from colleagues regarding misunderstandings.

• Ask the individual/s what language or terminology they wish to use (e.g. person with autism or autistic).

• Offering the option to refuse taking on more work (since some employees find it very difficult to say no).

• A team culture that avoids unnecessary metaphorical and idiomatic language (which can be hard to interpret for autistic people).

• Reduced overnight stays where possible.

• A team culture that respects preferences concerning physical contact (e.g. no handshakes).

• Specified hours for responding to emails.

• Being asked about one’s preference for social events (e.g. whether to receive birthday cards, location for social dinner).

• Colleagues conscious about wearing strong perfumes.

• Relaxed obligations to social commitments.

• Training staff on neurodiversity and specific needs.

• Working near familiar and understanding colleagues.

• Have a mentor or ‘buddy’ to show them how the company works, not just regarding work but culture.

• Ensuring all team members understand and respect adjustments in absence of manager.

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Resources We offer a variety of resources to aid both employer and employee within the workplace. Have a look at the following links and see what you can encorporate into your work life.

Communication Passport A ‘communication passport’ is a tool that provides an effective way of summarising information about an individual’s communication preferences and sensory profile. It can help an autistic person to articulate their preferences to their line manager or colleagues to support a better transition into the workplace.

Visual Timetable The aim of the visual timetable is to show what is happening and when, to provide predictability, prepare for change, promote independence and reduce anxiety.

Work and Wellbeing Passport

Organisations Providing Support to Employees and Employers Workable NI tailors support for individuals with a disability to meet their specific needs in the workplace, including:

Passport is to provide a documented record of an individual’s needs, which would allow them to function to their maximum capacity in a supportive environment, without prejudice or discrimination.

• One-to-one help from a job coach to help the employee and their colleagues adapt to the needs of the job.

Links

Workable NI is delivered by three providers contracted by the Department for Communities (DfC) as follows: Ulster Supports Employment Ltd (USEL), Disability Action and Supported Employment Solutions (SES).

Download resources from: midandeastantrim.gov.uk/ autismfriendly Discover more about reasonable adjustments: equalityni.org/ ReasonableAdjustments

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• Extra training for the employer.

• Disability awareness training for employers and work colleagues.

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Quick Links and References Original Author, Reasonable Adjustment Passport Kent Community Health NHS Foundation Trust kentcht.nhs.uk Heasman, B., Livesey, A., Walker, A., Pellicano, E., & Remington, A.(2020).

DARE report on adjustments.

Centre for Research in Autismand Education, Institute of Education, UCL, London, UK dareuk.org/dare-adjustmentstoolkit Office of National Statistics Outcomes for disabled people in the UK - Office for National Statistics ons.gov.uk Northern Ireland Statistics and Research Agency Census 2021 update, Northern Ireland Statistics and Research Agency nisra.gov.uk

Partner Organisations

Northern Health and Social Care Trust northerntrust.hscni.net NOW nowgroup.org Disability Action disabilityaction.org USEL usel.co.uk Workable NI nidirect.gov.uk/articles/ workable-ni Equality NI, Disability Discrimination Act 1995 equalityni.org/ NI Direct, Access to work nidirect.gov.uk/articles/accesswork-practical-help-work

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Employer Quotes As an employer we have always been keen to provide opportunities to all sectors of the community. Recently we have recruited a number of individuals who have an Autism diagnosis. We have found that having Autism has not held them back but, in fact each have unique skill sets which has benefited the company. They have come into the business and, despite having limited work experience prior to taking the roles, they have learnt the job very quickly. As a printing company, the quality of our

final product is especially important to our success. We were quick to learn that they would excel in the finishing end due to their attention to detail and how they are particular in their work. I would say to all employers, do not see Autism as a barrier but instead an opportunity to recruit someone who may see things from a unique perspective which in turn could benefit the company.

Aaron Klewchuk, Ballyprint

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We opened our Furbies Doggy Daycare business in July 2021 and as we grew we needed reliable staff who we could trust with the dogs in our care. Luckily, one of the first to join our team was a young girl who had just finished high school and had some experience with horses and her own dogs at home. We haven’t looked back since she has been working with us and is really an amazing dog handler. Having Autism doesn’t hold her back. In fact, she’s like our Doctor Do little and just has that way with animals! Then, almost a year

later, we were able to secure a job placement through the Jobstart programme with another young man who has not long left school with mild learning difficulties and Autism, and again, has been absolutely amazing with the dogs and he really loves his job. He’s first in, in the morning, raring to go. I’d say to any employers out there that young people with Autism can be a real blessing for your business!

Jonny Greer, Director Furbies Doggy Daycare ltd.

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