Rhys Jones' (NAS Cymru) slides from Hr Insights 25th September. Disability Discrimination Law.

1. Autism-friendly recruitment
and
Supporting Autistic staff
By Rhys Jones and Cath Leggett

2. What is Autistic Spectrum Disorder?
• Autistic Spectrum Disorder (ASD) is a lifelong developmental
disability that affects how people perceive the world and interact
with others
• All autistic people share certain difficulties but will be affected by
autism in different ways. Some also have learning difficulties and/or
mental health conditions, meaning people need different levels of
support
• Approximately 700,000 people in the UK (30,000 in Wales) are on
the spectrum

3. Moderate
learning
disability

4. Characteristics of ASD
• Social Communication and Interaction
• Repetitive Behaviour and Routines
• Sensory Sensitivity
• Highly Focused Interests

5. The Benefits of
Employing Autistic Adults

6. Autism and Employment Statistics
• Only 16% of adults on the spectrum are in full time paid employment,
with only 32% in some form of paid employment (NAS, 2017)
• 4 out of 10 people surveyed said they’d never had a job before while
77% of unemployed surveyed individuals stated they wanted to work
• 60% of employers surveyed stated they were concerned with regards
to how they would support an autistic employee and whether or not
they’d get it right

7. Why is the Interview Process Challenging?
• Interviews are not found to be autistically friendly, nor do employers
generally make the adjustments to help put more autistic people at
ease
• Only 11% of those who disclosed their diagnosis on application forms
were offered reasonable adjustments while only 3% were offered an
alternative interview process
• Information overload, triggers include sensory issues, communication
methods and time pressures
• Differences in non-verbal communication and a reliance by
interviewers on this body language

8. Film….Job interviews
• https://youtu.be/zLTf6YJOh1c

9. How Can Employers Adjust Their Assessment
Processes?
• Consider alternative methods of application and interview, for example,
tick box exercises in the application form and work trials for the interview
• Disclose questions or interview topics beforehand, allows time for
information to be processed and for sufficient answers to be prepared
• Low arousal environment (e.g. Interview to take place in a less busy part of
the office)
• Avoid Jargon where possible
• Most importantly, contact the candidate beforehand and discuss
reasonable adjustments. Equity, not equality.

10. Common Difficulties in the Workplace
• Unsuitable environment (e.g. Sitting colleague in high arousal part of
the office)
• Time Management/Prioritorising
• Social Aspects (e.g. Socialising with colleagues, unwritten rules, lack
of cultural awareness, lack of understanding from colleagues etc.)
• Clarity (Expectations and Instructions)

11. • Adjusting working hours
• Providing adapted equipment and environmental adaptations
• Providing written instructions for tasks
• Assistive resources (e.g. visual reminders/checklists/activity planners)
• Advanced notice of changes
• Support network
• Regular meetings with manager
• Buddy/mentor
• Workplace support from external specialist
• Adapted appraisal targets
• Training – accessible to the individual
• Adaptations to role
Some Common Reasonable Adjustments in the
Workplace…

12. Film… small adjustments which help
• https://youtu.be/bcMMW8Yjod8

13. Further Information
• Employment Training Service:
www.autism.org.uk/working-with/employment.aspx
training.enquiries@nas.org.uk
0141 285 7117
• Business Disability forum: www.businessdisabilityforum.org.uk