Supporting people with
autism in the workplace
Judith Kerem
Senior Consultant
Prospects Employment Service
Sharron McIndoe
Regional Coordinator - North
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.
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)
What is Autism?
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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.
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
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
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
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”.
UK Disability Legislation
• Disability Discrimination Act (DDA)
– Applies to all employers.
– Requirement to make ‘reasonable
adjustments’
– Asperger syndrome case study 2005
Areas of strength
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Excellent attention to detail
Methodical approach – won’t cut corners!
Accuracy
Good with facts and figures
Good memory
Often a strong work ethic
Structured tasks, routine/repetitive tasks
Motivated
Possible difficulties
• Organisational problems
• Communication and social difficulties
• Unusual Behaviour
• Productivity?
• Mental health difficulties
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
Recruitment
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Where you advertise/where you look?
Adverts
Job description
Interviews
Selection tests
Work trials
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.1:1/ Specialist etc. For employer and
employee
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?
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.
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 support…but review on a regular basis
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.
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.
What the NAS can offer
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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
Further Information
• National Autistic Society: www.nas.org.uk
• NAS Autism Helpline: 0845 070 4004
autismhelpline@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/prospects
– Judith.kerem@nas.org.uk
– 020 7704 7450