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.
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.
Statistics show that only 29% of autistic adults are employed despite them having the ability, skills and will to be employed. (ONS, 2021).
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).
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
• Person With Autism 29%
• Speaks Few or No Words
• Verbal
• On The Spectrum
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.
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.
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.
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.
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.
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.
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.
• Frequent feedback.
• Longer time to familiarise with new routines when there are changes.
• Maintain consistent job roles, patterns and working partners where possible.
• Minimise unnecessary away days.
• Minimise unnecessary face-to-face meetings.
• Minimise face-to-face interaction where possible.
• More time for tasks.
• 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.
• Using a mentor (external) to help manage challenges.
• Using an internal advocate who can communicate on behalf of the employee.
• Weekly plan with manager.
• Widespread training on neurodiversity available to all employees.
• Written communication preference over verbal communication.
• Written questions for job interviews and circulated ahead of time.
Physical Environment and Equipment
• Ability to adjust temperature where possible (e.g. through air conditioning, desk fan).
• Allocated desk (i.e. in otherwise hot-desking environment).
• Allocated parking space.
• Avoid fluorescent strip lighting if possible.
• Open plan office if possible.
• Blue screen filter for computer screen to see colours more easily.
• Clear signage throughout building and designated quiet areas.
• Communication devices (e.g. a slider on desk to indicate when working from home).
• Designated quiet space.
• Ear defenders.
• Ear plugs.
• Ergonomic chair.
• Ergonomic wrist-rest and keyboard.
• Fast response to malfunctioning equipment (e.g. a flickering light above desk).
• Laptop stand (neck and back support).
• Maximise personal space where possible (e.g. spaced out seating in meetings).
• Noise-cancelling headphones.
• Online accessible resources about getting up to speed in a new role.
• Option to work away from doors (which slam shut) and busy pathways.
• Repositioning of desk (e.g. in corner to avoid being startled).
• Secondary glazing (to provide sound protection) where possible.
• 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).
• Visual partitions of workspace (i.e. to minimise distraction and sound).
Job Role and Social and Cultural Practice
• 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.
• Access to senior mentoring.
• A team culture that educates about negative language in the workplace (e.g. describing autism as a tragedy).
• Ask the individual/s what language or terminology they wish to use (e.g. person with autism or autistic).
• A team culture that avoids unnecessary metaphorical and idiomatic language (which can be hard to interpret for autistic people).
• A team culture that respects preferences concerning physical contact (e.g. no handshakes).
• 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.
• Ensuring all team members understand and respect adjustments in absence of manager.
• Flexibility regarding clothing choice if possible.
• Handouts in advance of training/ presentations (to follow what is being discussed verbally).
• A culture that respects keeping promises if they are made.
• More patience and flexibility from colleagues regarding misunderstandings.
• Offering the option to refuse taking on more work (since some employees find it very difficult to say no).
• Reduced overnight stays where possible.
• Relaxed obligations to social commitments.
• Specified hours for responding to emails.
• 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.
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
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.
Discover more about reasonable adjustments: equalityni.org/ ReasonableAdjustments
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:
• One-to-one help from a job coach to help the employee and their colleagues adapt to the needs of the job.
• Extra training for the employer.
• Disability awareness training for employers and work colleagues.
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).
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
Northern Health and Social Care Trust northerntrust.hscni.net
NI Direct, Access to work nidirect.gov.uk/articles/accesswork-practical-help-work
Partner Organisations
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
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!
