Very Reflective Easter Break: Do you feel Like you could do more to benefit society?

Hello and Happy Easter’s End my LinkedIn Family. As the Easter Bank Holiday draws to a close, I get my social mobility uniform back on. I head back to my? Bridge of Hope Careers post. Like me, many of us find ourselves reflecting on various aspects of our lives, including our careers. For some, returning to work after this reflective period might bring a renewed sense of purpose and determination. Its Autism Acceptance Day and I recently spent time reading about some of the great changes in our social mobility space. However, for many individuals like Adam Murphy from Cheltenham, who I read about in a BBC News Report, the path back into the workforce is riddled with challenges that extend far beyond the traditional hurdles of job hunting. This year I am doing all I can to drive a strong dose of empathy into the hearts and minds of all involved in making decisions that change people’s lives.

In a recent report by BBC News, it was revealed that ambiguous interview questions and application forms are acting as formidable barriers for autistic individuals seeking employment. Despite efforts to promote diversity and inclusion in the workplace, the statistics paint a stark reality. While 53.6% of all disabled people are employed, only 30% of autistic individuals are currently in work in the UK.

Adam Murphy's story is emblematic of the systemic challenges faced by many autistic jobseekers. After dedicating over two decades to caring for his son Ryan, who is autistic and has learning disabilities, Adam is now ready to re-enter the workforce himself. However, despite his qualifications and determination, he has faced repeated rejections in his job search.

For Adam, the frustration lies not only in the lack of job opportunities but also in the unwillingness of some employers to accommodate his needs during the application process. As someone who finds it challenging to navigate traditional forms and interview formats, Adam advocates for simple adjustments such as tick-boxes in applications and receiving interview questions in advance. These accommodations, he emphasises, can make a world of difference for autistic individuals like himself.

Adam's experience underscores the urgent need for employers to adopt more inclusive hiring practices. The government's call to action, as outlined in Sir Robert Buckland's report on autism in the workplace, urges employers to embrace all recommendations aimed at fostering a more inclusive work environment. These recommendations include signing up for an employers' index, offering career-progression training focused on autistic staff, and ensuring that career advisers can provide appropriate guidance to autistic job seekers.

While progress is being made, there are shining examples of businesses leading the way in inclusive hiring. Cafe Track in Northampton, for instance, has supported over 120 autistic individuals in paid employment and work placements since its inception in 2019. Founder Thomas Cliffe's dedication to creating employment opportunities for autistic individuals speaks volumes about the transformative impact of inclusive hiring practices.

Similarly, companies like CubeLynx in central London are demonstrating the benefits of accommodating the unique needs of autistic employees. By providing reasonable adjustments such as flexible schedules and access to quiet rooms, CubeLynx has created an environment where autistic individuals like Darcey Isaacs can thrive and contribute meaningfully to the company.

Dr James Cusack, Chief Executive of research charity Autistica, emphasises that inclusive hiring practices benefit not only autistic individuals but the entire workforce. By recognising and embracing neurodiversity, employers can unlock the full potential of their employees and foster a culture of innovation and creativity.

As we return to work after the Easter break, let us heed the call for inclusivity and empathy in the workplace. By partnering with inclusive hiring job boards such as Bridge of Hope Careers, employers can make a tangible difference in the lives of autistic jobseekers like Adam Murphy. Together, we can create a more equitable and compassionate working world for all.

Autistic and other Job Seekers! To learn more about inclusive hiring opportunities, visit Bridge of Hope Careers or reach out to Chance Bleu-Montgomery on LinkedIn Chance Bleu-Montgomery | LinkedIn).

Recruiters! For more information on inclusive hiring and how you can make a difference, visit Bridge of Hope Careers or contact me, Chance Bleu-Montgomery directly on LinkedIn. I will tell you how we reach disadvantaged groups who are NOT on other known jobs boards. I have some great case studies and James Fellowes and I would love to share them with you.

For those I have encountered on this journey for a better society, thank you!

KPMG UK , Diageo , Jacobs , Kier Group , Enterprise , Molson Coors Beverage Company , HelloFresh AMS , ManpowerGroup , Rullion and Hays , Ghulam Rasool , Kate Elder , Tricia Lucas-Clarke PGC PES , Andrea Saini , Tracey Dawes , Katie Jones , Allison Francis , Eleanor Doherty , Deepak Amriwala , Kaitlin Little , Steve Phillips , Chris Duck , Chris Lewis , Ashley Saunders ., Sophie Parkinson CertIHR , Kevin Andrew Dennis , Nicole Eaton , Emma Edmondson . Ashmita Ale , and James Fellowes Thank you! Maven Securities GSK Solutions Inc. , Burger King , Reed , Chaucer Group , Baringa , IHR - In-house Recruitment , The Firm and more. Only in coalition can we move the needle on social mobility.?

Article References:

Rafiq, Munasa, & Fox, Nikki. "Ambiguous interview questions 'keeping autistic people out of work'." BBC News. Retrieved from BBC News