Tips for employers to support people with ASD in employment

Autism Spectrum Disorder (ASD) is a spectrum of lifelong developmental disabilities that affects how a person communicates with, and relates to, other people. People may be in work with a diagnosis also of Autism, Asperger Syndrome.

ASD affects around 1% of people. More males than females have ASD.

The ‘spectrum’ element of the disorder means that while all people with ASDs share certain difficulties, their condition will affect them in different ways and to varying degrees.

Strengths people describe:

• Focus well
• Hard working
• Determined
• Logical skills
• Good at spotting errors
• Sense of justice
• Forthright
• Honest
• Reliable

The three main challenges for people with ASD include difficulties with social interaction, social communication and social imagination.

Common challenges described are:

Many people with ASD, can appear very able yet face real difficulties in getting to appointments on their own, coping with a change to routine and performing well in interviews.

People with ASD may also experience some form of sensory sensitivity or under-sensitivity, for example to sounds, touch, tastes, smells, light or colour.

• People may also have difficulties with organisation and planning skills
• Take the words that people speak literally e.g. “holding it together”
• May appear na?ve not picking up on nuances of language or social interaction
• Change can cause anxiety that may present as frustration or upset
• Find it harder to work as part of a team
• Not pick up work place rules e.g. when to make tea, how to speak to peers or line managers
• Conflict with peers or line managers misunderstanding why they have said or done something
• Misunderstanding rules, policies or instructions- these may need to be explained explicitly and check for understanding
• Shift patterns or irregular working may be stressful- consider fixed working hours
• If sensory distraction/overload in the workplace is an issue then try to maximise natural light; enable easy control of light, temperature etc; place away from strong smells
• Provide a mentor so there is someone who the person can go to.
• Discuss how the person wants to relay that they are feeling stressed and what should be done if this occurs- create an agreed work agreement

Support in the workplace by the employer

• Ask the person what works for them and what makes things harder or easier for them.
• Routine and a pattern of work is usually more acceptable for people with ASD.
• Some people with ASD find light, sounds and specific smells distracting and can cause anxiety if this is the case discuss how this can be avoided where possible.
• Arrange regular short meetings to check on priorities and progress- this reduces anxiety levels for the employee that they can see they are on task and helps to gain confidence.
• Discuss what adjustments does the person think they may need or has helped them before.
• If a change is occurring, such as change of staff, work tasks or work setting, describe what will happen beforehand if possible so the person can be prepared.
• Avoid ‘hot desking’. A place for everything in the same place will be of help.
• Discuss flexible working times if peak travel causes anxiety.
• Address the person by their name so they are sure any instructions are for them.
• Be specific in what you are asking the person to do. Avoid saying things like ‘in about 5 minutes’.
• Avoid jargon where possible. If there are workplace acronyms and language supply a list of terms so the person can refer to them if needed.
• Be explicit in the information/tasks you are asking the person to do and check for understanding.
• Jokes and metaphors may be misunderstood. Try to avoid this where possible.
• Provide a ‘buddy’ or peer initially to talk through expectations in the job and to discuss the culture of the work setting.
• Demonstrate as well as say how to do a new skill and give time for practice.
• Give additional time to learn a new skill requiring co-ordination.
• Arrange regular short meetings to check on priorities and progress- this reduces anxiety levels for the employee that they can see they are on task and helps to gain confidence.
• Let them know/discuss if they need to present information in front of others e.g. writing on a white board, so they can prepare or provide handouts rather than show their handwriting to others.
• Email, colour code and / or underline important text.
• Create a list of words and terms used in the work setting.
• Maintaining eye contact?may be harder and may not indicate the individual is not listening to you. Discuss what is comfortable when communicating if appropriate to do so.

For more information/consultancy or guidance/training please contact [email protected]