“We believe in good jobs, fair jobs, dignifying jobs that give you a good sense of identity”: Career and job guidance counseling in autism

Bölte, Sven

doi:10.1177/1362361321990325

Cited by 4 publications

(4 citation statements)

References 35 publications

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“…For future research, the development of an assessment tool to capture the main workplace difficulties, consider a short-list of possible adjustments and enable employers and employees to work together to identify reasonable adjustments, may facilitate these recommendations being put into working practice (Bölte, 2021 ). Indication of need from such a tool could prompt the provision of review spaces, or prompt discussion about wellbeing within existing meeting structures, such as supervision, line management or appraisal.…”

Section: Discussionmentioning

confidence: 99%

“…Insufficient support provided in the workplace not only negatively impacts upon autistic individuals but means that employers are missing out on valuable workplace contributions from neurodiverse employees: positive contributions are suggested to include innovative solution-finding, boosted productivity with good attention to detail and concentration, reliability and workplace morale (National Autistic Society, 2011 ; Patton, 2019 ). Currently, there is little research that explores this optimum fit for both employee and employer (Bölte, 2021 ). However, employers are required to understand their employees’ needs and provide tailored workplace adjustments to enable autistic employees to do their job successfully (Equality & Human Rights Commission, 2010 ).…”

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confidence: 99%

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Workplace Adjustments for Autistic Employees: What is ‘Reasonable’?

Petty

Tunstall

Richardson

et al. 2022

J Autism Dev Disord

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Autistic adults are inadequately supported in the workplace. This study sought a definition of ‘reasonable’ and explored facilitators and barriers to employers making reasonable adjustments. 98 employers and employees across a UK city completed a survey; 15% identified as being autistic. Qualitative data were analysed using framework analysis. Reasonable adjustments were defined as having a positive impact on autistic employees’ wellbeing and work outputs without being detrimental to non-autistic employees or the organisation; they were low cost and easily implemented. Recommendations were for autism awareness training, low-stimulus work spaces, clear instructions and flexible working hours. A definition of reasonable is added to the literature, with suggestions of where to invest support efforts. Recommendations mostly apply to the education sector.

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Section: Discussionmentioning

confidence: 99%

mentioning

confidence: 99%

Workplace Adjustments for Autistic Employees: What is ‘Reasonable’?

Petty

Tunstall

Richardson

et al. 2022

J Autism Dev Disord

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“…The value of these inclusive practices and the benefits of hiring an autistic workforce need further research (Bölte, 2021). There is an important need for learning to bridge the gap between higher education, and the workplace for autistic adults.…”

Section: Conclusion and Areas For Further Researchmentioning

confidence: 99%

“…As a possible explanation, personal experiences of autism are more variable and qualitatively different from autism as represented in academic literature, offering explanations for behaviours (Gillespie-Lynch et al, 2017; Harmuth et al, 2018). Currently there is low understanding of strength- or possibility-focused approaches to supporting autistic colleagues (Black et al, 2020; Bölte, 2021; Scott et al, 2017). This context would support a shift in training focus from ‘awareness’ of autism to understanding of autism (Harmuth et al, 2018) to promote an inclusive and better-supported neurodiverse workplace.…”

Section: Conclusion and Areas For Further Researchmentioning

confidence: 99%

Supporting autistic employees: Understanding and confidence in UK workplaces

Petty

Richardson

Eccles

et al. 2022

Industry and Higher Education

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Autistic adults are underemployed. This means that workplaces are not meeting expectations of support for autistic employees and are not benefitting from a diverse workforce. This brief study investigated the current understanding in UK workplaces of adjustments and confidence with regard to supporting autistic employees. An online questionnaire was completed by 98 employees, mostly within the education sector. 15% of the respondents had a diagnosis of autism themselves. Understanding and confidence across all employees were moderate. Attending autism training in the workplace was associated with a better understanding of adjustments that could be made, but having autistic family or friends and having autistic colleagues were both associated with higher confidence in supporting autistic employees and understanding of positive workplace contributions. The findings corroborate the benefits of autism training in increasing understanding of adjustments that can be made in the workplace; however, a minority of employees had completed such training. The research provides a positive focus on personal understandings of autism which aid understanding and confidence when supporting autistic colleagues. The recommendations are to update and increase the accessibility of autism training, and notably to include the perspective of autistic employees and acknowledge workplace strengths in order to improve employment prospects within the autistic community.

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Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates

Garrod,

Hansen

2024

EDI

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PurposeA significant autism employment gap persists in many countries. This study examines how the traditional job interview might form an obstacle to autistic people obtaining employment. It then offers a range of strategies that could make the traditional job interview more effective in allowing employers to identify and hire those who have an “autism advantage”.Design/methodology/approachA triangulated, qualitative approach is employed, comprising (1) five focus groups with a total of 23 students at a UK university who identity as autistic, and (2) semi-structured interviews with five of their support practitioners. Thematic analysis was then applied to identify causes, effects and possible solutions.FindingsThe analysis identified three main strategies, and two sub-strategies, for refining the traditional job interview by reducing or removing the obstacle it presents to autistic people seeking employment. These comprise abandoning the traditional interview, adapting it (divided in to adjusting and augmenting sub-strategies) and accepting it.Originality/valueThree conclusions were developed from the analysis: first, that while the traditional interview tends to be biased against autistic people, it is not in itself a particularly acute method for selecting job candidates; second, that the application of universal design would be beneficial not only to neurodivergent people, but also to neurotypicals and employers; third, that the fear of disclosure represents a major obstacle to autistic people trusting in schemes intended to assist them.

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“We believe in good jobs, fair jobs, dignifying jobs that give you a good sense of identity”: Career and job guidance counseling in autism

Cited by 4 publications

References 35 publications

Workplace Adjustments for Autistic Employees: What is ‘Reasonable’?

Workplace Adjustments for Autistic Employees: What is ‘Reasonable’?

Supporting autistic employees: Understanding and confidence in UK workplaces

Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates

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