Enabling Employees with Autism to Reach their Maximum...
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Enabling Employees with Autism to Reach their Maximum Potential Judith Kerem, Head of Training, CareTrade
Transcript of Enabling Employees with Autism to Reach their Maximum...
Enabling Employees with Autism to Reach their Maximum Potential
Judith Kerem, Head of Training, CareTrade
CareTrade
CareTrade strives to improve the life
chances of school leavers and adults with
autism by creating inspirational and
sustainable opportunities that will help
them achieve their potential and be as
independent as possible.
Autistic Spectrum Conditions
• Autism is a developmental disability that effects the way a person communicates, understands communication and views the world around them. It is believed that 1:100 adults in the UK have an ASC
• Autism is referred to as a spectrum condition because it effects people on different levels.
• A person with ‘high functioning autism’ may be diagnosed with Asperger’s Syndrome. They both mean the same thing.
• Someone with high functioning autism may have above average intelligence and be highly skilled. However, they may still struggle with communication and social skills.
• Someone with severe autism may also have a learning disability and require a significant level of support throughout their lives.
• Some people with autism may also have a learning disability and/or mental health difficulties.
CareTrade
• The Autism Project is a well established programme within Guy’s and St Thomas’
NHS Trust. The aim is to support young people with autism to gain confidence and
skills to become work ready.
• We have just completed our fifth year, meaning we have benefited 50 young
people. Up to 25% each year have gone into employment within a month of the end
of the course. Two of our first year students have now worked for Ward Food
Services at St Thomas’ for 4 years now.
• In a response to our concern that not enough young people were able to become
both work ready and secure employment within an academic year we developed
Employment Opportunities specifically to address the needs of TAP@GSTT
graduates and new students who are job ready and do not need to attend
TAP@GSTT
• In our initial pilot (academic year starting 2013) 57% of young people that
participated on Employment Opportunities gain full time paid employment or a
paid apprenticeship within 6 months. In 2015 with a grant from the Department of
Health Autism Innovations fund we repeated a study with larger numbers and 58%
of young people were successful in their endeavour to secure paid employment or
an apprenticeship.
Autism and Employment
• 70% of young people with autism attended mainstream school, less than a fifth go on to higher or further education and yet the majority of young people with autism want to work and are able to work, given the right support.
• The chances of finding employment is only 15% (this compares to 74% of the general population and 48% of the disabled population as a whole.
BUT…
…Being in employment is the biggest single factor that will change the life of a person with
autism.
• It is not just a job, it is a gateway to acceptance, approval and improved health and wellbeing. And it is employers and not governments or educationalists that can make this happen
Autism in the Workplace
• Under the Equality Act 2010, there is a legal duty on employers to make these reasonable adjustments for disabled employees/candidates.
• Adjustments for a person with autism tend to be low cost and involve more of a creative approach to a task.
• Adjustments start from when a person first enters the recruitment process.
• .A reasonable adjustment is an alteration that an employer could make that would enable a disabled person to carry out their duties without being at a disadvantage compared to others.
Recruitment
• People with autism may not always have mainstream qualifications, but be perfectly capable of doing a job that requires them.
• Interviews can be very difficult for people with autism; the questions are often ambiguous or hypothetical (“what would you do in this situation?” etc.)
• Neurotypical people often know what is expected in an interview, what an interviewer wants to hear and is able to “perform” accordingly. A person with autism is more likely to be direct in their responses and may not elaborate.
• They may also find it difficult to display the appropriate social skills.
• Job adverts can be difficult to understand for someone with autism, as they often use lots of unnecessary words and jargon.
• Adverts often ask for skills that people with autism may struggle with, but that aren’t absolutely necessary for the role, such as “excellent communication skills with a wide range of people” for a data entry job, or “an ability to cope under pressure and juggle multiple tasks” for a retail role. These phrases can make a job sound a lot more complex than it needs to and put someone with autism off applying.
• Application forms are not always clear and it can be difficult to know what is expected without guidance.
Recruitment Tips
• Any communication with the applicant regarding interviews, should be direct. Email is usually the best way to get in touch and should include clear instructions telling the applicant what they need to do.
• Make sure the date and time of the interview is clear as well as the location, include a map if possible.
• Tell the applicant if they need to take anything with them and also what to expect at the interview, will there be any assessments etc.
• If necessary, make it clear that the applicant should reply to the email to confirm their attendance at the interview.
• A group interview may be difficult for an autistic person because it can be hard to focus with the distraction of lots of people in the room.
• Interview questions should not be hypothetical, i.e. “what would you do in this situation?” but should focus on the person’s previous experience, i.e. “Have you ever worked in a team? What did you do to help that team achieve its aims?”, “can you tell me about a time that you provided excellent customer service?”
• Understand that a person with autism may find eye contact difficult so don’t mark down on this.
• If someone with autism (or any disability/mental health condition) applies for a job, they should be asked if they require any support at interview.
• For an autistic person, this is likely to be somebody supporting them to the interview, to help them understand any questions they might find difficult.
• Interviews should take place in a quiet space with no distractions.
Access to Work • An Access to Work grant can pay for practical support if an
employee has a disability, health or mental health condition.
• Support can start from the interview and continue into employment.
• There is usually no cost or minimal cost to the employer
• Support is for both the employer and the employee and can include staff training.
• https://www.gov.uk/access-to-work
Taking Things Literally…
Help to work independently
• Employer needs to provide structure and routine – timetables, plans and regular management meetings can be a big help.
• Job analysis – break down each task within the job and
provide clear written guidelines on each task. • Clear communication – use unambiguous language and
being direct. Ask you what it your preferred method of communication?
• Give feedback – Clear and honest feedback is helpful but also give explanations
• Being given advanced warning of any changes
whenever possible e.g. new staff.
• Is there anybody at the company willing and suitable to
act as a buddy or mentor?
• Can the environment (both physical and sensory) be
adjusted in any way e.g. moving desk/personal filing
space, lighting, noise etc?
• The employee should be involved in process, but seek
advice from Occupational Health if needed.
• Be precise – make sure the employee knows what is
expected of them and why.
More Support…
• Lack of structure can lead to increased anxiety and
stress.
• Things may be interpreted literally and employee may
not always be able to tell when someone is joking/being
sarcastic.
• Give someone time to answer you - Some people with
autism find it hard to express themselves and can also
find it difficult to process thoughts and emotions.
• Non-verbal communication may be missed so be direct.
Do not assume anything.
• Keep up support but review on a regular basis
• Performance may be linked to anxiety. Can or should
you do anything to assist?
• Try to adopt a consistent approach.
• Having autism should not be considered as an excuse;
issues must be dealt with appropriately and swiftly
through established lines of communication.
• Whilst the fact autism is a “hidden” disability can be a
positive thing, it can also lead to people thinking the
employee with autism is being rude or unfriendly.
Training for new staff is important.
Work Trials and Employment
• Work trials rather than interviews will enable employers to
better assess a young person with autism’s abilities and suitability.
• Employing a person with autism can deliver improved attention to detail
• Improved corporate communication (need to be clear and specific),
• Lower staff turnover
• Savings in staff recruitment
• New opportunities for staff development
• A more diverse workforce and will help develop a more equal society.
And we all have fun along the way…
Some Success Stories…
Andrew
Andrew completed The Autism Project in 2013.
Following a successful work placement in The Post Room
at St. Thomas’ Hospital, he was offered a full-time position
when a vacancy became available.
Andrew has now been working in the role for 2 and a half
and receives consistently good feedback.
Luke
Luke started The Autism Project in 2012. By the
end of the first term he was shopping
independently and cooking for his family.
Luke took a summer break and started on
Employment Opportunities in October 2013.
After only two interviews, Luke secured a
permanent full-time role as a Customer Assistant
at Boots. He has been in the job for 2 years now.
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”.
Further Information
Judith Kerem Development Director/Head of Training [email protected]
Emma Bates
Head of Projects
http://www.care-trade.org
Twitter @CareTradeUK
www.facebook.com/CareTrade
