Autism and Employment Statistics

This blog will discuss the percentage of people with autism who are employed or unemployed, and what such statistics may suggest. This will also compare the employment/unemployment rates of people with physical disabilities, and non-disabled people, with those on the autistic spectrum.

The pie chart below shows figures on the employment statistics for people with autism; all the figures used on this blog were taken from the website, Autism Work Barrier (2013).

According to these figures, only 15% of people with autism are in full-time employment, while a further 9% have part-time jobs. The rest are presumed to be unemployed. The following two charts show employment figures for people with physical disabilities, and non-disabled people.

As you can see, the employment rates for people with disabilities are higher than those with autism – with 31% in full-time employment. Subsequently, employment rates for those with no disability are higher still – 57% of which were employed full-time, and more people were employed part-time than unemployed. What is even more alarming is another statistic that is caused by unemployment – in Wales, at least, as many 12% of adults with autism have been homeless at some point (Autism Work Barrier, 2013).

So what lies behind these statistics? In particular, why so few autistic people are employed, and what would help to increase those numbers? Autism is not a physical disability, nor does it affect intelligence; and as previous blogs have demonstrated, such people can have plenty of traits that would be valuable to the workplace. In order to answer this question, there are two factors to take into consideration – obtaining the job, and keeping the job.

With gaining employment, the success rate all comes down to the interview process. This is where the first problem comes in – the one area where most autistic people have trouble is communication. Therefore, a candidate with autism may have difficulty communicating their talents to the employer. Simone (2010, p.6) states that:

‘People with Asperger’s seem to fall into one of two camps regarding interviews and first impressions. They either interview very poorly, and have difficulty getting jobs they qualify for because of it, or else they interview really well and have little difficulty obtaining jobs. That is because the interview is a short performance; it is keeping the job that will be difficult.’

For those work candidates who interview poorly, what can they do about this? According to an online article on job-hunting for autistic people (The Guardian, 2013), the key is to be extremely well prepared for the interview, far more so than a person would normally be. This could include researching the employer in advance, and doing plenty of role-playing in preparation for interviews.

But for those that do obtain jobs, what is the obstacle to maintaining them? One answer to that is choosing the right job. When people with autism don’t understand their own strengths and weaknesses, as well as personal limitations, they may end up in job they aren’t suited for. My advice here is to follow advice on the best jobs for autistic people – there are plenty of resources for this – and choose those that are best suited to your needs.

Another obstacle is coping in a social environment; my own experiences demonstrate problems and solutions for this. The general public has little idea of what autism is – such as how it presents, or what it looks like (Simone, 2010). In light of this truth, there were odd occasions when it was hard to be around people because they didn’t understand my abnormalities; they in turn found it hard to get on with me. This would create an obstacle to managing socially in the workplace. In other instances, however, the outcome was very different. Whenever someone understood about autism, and accepted that I wasn’t the same as everyone else, I always got on just fine with them. Not only that, but such people would even praise having me in their life!

So what is the message in this? If you are an autistic jobseeker, always educate yourself, employers and work colleagues about autism, and how it affects you specifically – autism affects different people in different ways. This can be valuable both for the interview and for the job itself. Practicing for the interview beforehand, choosing the best job, and educating employers about autism, are two key solutions – combined, they could greatly increase the number of autistic people who find, and keep, fulfilling jobs.

References

·       Autism Work Barrier, 2013. Autism, homelessness and unemployment. [online] Available at: http://autismworkbarrier.org.uk/articles/autism-homelessness-and-unemployment#footnote3 [Accessed 27 April 2015].

·       Simone, R., 2010. Asperger’s on the Job. Arlington: Future Horizons.

·       The Guardian, 2013. How can jobseekers with autism communicate their skills? [online] Available at: http://www.theguardian.com/careers/careers-blog/how-can-jobseekers-with-autism-communicate-skills [Accessed 27 April 2015].

 


 

How can Non-verbal People with Autism Function in the Workplace?

This blog will discuss how non-verbal people with autism can not only land a job, but perform a job with the communication requirements of today’s workforce. At the time of writing, I am both a current job seeker, and an autistic adult who has trouble communicating verbally. In my previous blog I had discussed how misconceptions around autism can make life challenging for people on the spectrum. The information discussed in this blog will be valuable both to employers, and to jobseekers that are on the autistic spectrum.

So how can someone with limited speech manage in a job? There seems to be a common assumption that such people are incapable of working. To the untrained mind, this would seem logical – given that jobs take place in a social environment, they usually involve a degree of teamwork, and employers value good communication skills. Contrary to popular belief, however, being non-verbal in the workplace may not be all that difficult. In order to answer the above question, one only has to look at the facts and myths surrounding ‘non-verbal’ autism.

One of the popular beliefs is that non-verbal people with autism must be mentally impaired. My previous blog, as well as true facts provided by the National Autistic Society, have already demonstrated that this is not the case. In truth, non-verbal people with autism often DO understand what others say to them (even if they don’t acknowledge it), and they usually prefer other means of communication (National Autistic Society, 2013). This is where another misconception, which I have learned from my own experiences, comes in – that speech is the only method of communication available. Think for a moment – is that the case, in an age of modern technology, with all the devices that people can write on or send messages with? Not very likely!

Despite my challenges, I have managed to reach a lot of things in life that required communication – these include a university course that required team projects; organising my own fundraising events; ordering meals at restaurants; arranging currency exchange at a shop; and getting through US immigration. So how was all this possible? While I did manage speech in some communication scenarios – including the last three points – I have more often used written communication to get through life. In order for an autistic employee to cope in the workplace, the answer to ‘how’ is simple. All they need two main accommodations, both of which are in the methods of communication.

The first of these accommodations is speech. To any employers reading this – why pressure for speech, when there are so many other forms of communication? I had previously stated that non-verbal people with autism prefer other means of communication – my preference is written notes. I find this easier that speech, and I can absorb information better when it is written. I have no problem getting along with anyone as long as they understand my abnormalities, and preferred methods of communication. With group projects, exchanging email addresses with team members proved very useful, as making arrangements over email was easier than doing so face-to-face.

The second accommodation is with social cues. We on the spectrum often have difficulty interpreting non-verbal cues, such as body language and facial expressions – and I am no exception. This may mean that we cannot tell when someone is displeased with us, or whether we have done a good job. So, does this mean that bosses or work colleagues have no way to communicate with us? Of course not! It just means making a rule to always give us verbal feedback on behaviours, performances, etc – which shouldn’t be a lot to ask for.

And don’t forget, those of us with autism have many positive traits to offer – we have focus and diligence; we take pride in our work; a desire to please others; unique, independent ways of thinking; higher fluid intelligence; good visual thinking; and strong attention to detail (Simone, 2010). Surely it’s worth considering an employee who has all those traits, when the accommodations required shouldn’t cost the company any time or money?

I hope any employers reading this blog will reconsider any negative ideas about hiring autistic employees. As you can see, working with someone who is non-verbal is not all that hard if you understand this person properly. Using easier methods of communication has made so much in my life possible. And remember, just because someone doesn’t verbalise doesn’t mean they have no skills to offer!

References

·      National Autistic Society, 2013. Myths and Facts – | autism | Asperger syndrome |. [online] Available at: http://libweb.anglia.ac.uk/referencing/harvard.htm [Accessed 28 March 2015]

·      Simone, R., 2010. Asperger’s on the Job. Arlington: Future Horizons.

Autism and Misconceptions

This blog will discuss some of the most common misconceptions around autism, and how these affect people on the spectrum. For those who do not know, autism is an abnormal developmental condition; it is sometimes referred to as an autistic spectrum disorder, which can be shortened to ASD. Autism affects different people in different ways, but there is one area where nearly all autistic people, including myself, have difficulty – this is communication with others.

In my experience, it is not so much autism itself, but the misconceptions surrounding autism, that make life difficult. How it this the case? An article on the National Autistic Society (2013) website points out that: ‘Misconceptions can lead to some people who have autism feeling isolated and alone. In extreme cases, it can also lead to abuse and bullying.’ The first point certainly rings true for me; I feel misunderstood a lot, especially when someone fails to recognise my talents, enthusiasm, or intellectual capabilities. This situation is very emotionally upsetting for me, and feels like total discrimination. The result of this is loneliness.

This next section will discuss the actual beliefs that surround autism. The NAS article stated above includes a Twitter campaign to dispel such myths; this involves listing the different beliefs, and separates them into facts and myths. Some of those ‘myths’ that NAS has listed are quoted here:    

• ‘People with autism don’t feel emotions’
• ‘All people with autism require constant care.'
• ‘A person with autism cannot be educated.’

While I have encountered people with such beliefs, NONE of them ring true in for me; and I can contradict each of them with true facts about myself. I experience emotions, both positive and negative, far greater than the average person; I have managed to travel thousands of miles from anyone I know; and I have succeeded in gaining a university degree, against all odds. 

However, there is one misconception around autism that is especially profound in its impact on my life. This misconception is that ‘non-verbal people with autism are severely mentally impaired.’ What this affects is my ability to land a job – not because of my actual abilities, but due to being misunderstood by the interviewer. In past interview situations I have been in – for courses and work placements – I did not manage to say much to the interviewer, or make eye contact. Apparently, this lead to the assumption that I did not have the ability to study or work – this certainly wasn’t true. And guess what the outcome was? That’s right, rejection!

This typical association between poor communication and mental impairment enrages me a very great deal. Who in their right mind would make such an assumption? All my life experiences contradict this belief, as I will discuss here. I am very talented both visually and mathematically. I can memorise huge amounts of information. I have stupendous knowledge of natural history and geography, and can name every African capital city (quiz me if you dare!). I enjoy reading books, and watching movies, and can memorise countless quotes. I have gained plenty of skills with travel, and managing my own responsibilities. This would make me a good candidate for many jobs. Indeed, I have succeeded in many aspects of life where I did not require the approval of an interviewer. So where does this ‘myth’ come from? Through the Twitter campaign mentioned previously, the NAS has provided facts to contradict this belief, which I whole-heartedly agree with:

• 'Some people with autism may have an associated learning difficulty while others can have average/above average intelligence.'
• 'Non-verbal people with autism can often understand what other people say to them.'
• 'Non-verbal people with autism prefer other means of communication - e.g. sign language or visual symbols.'

Based on this, it seems there is no actual evidence to support the ‘non-verbal/mental impairment connection.’ The most likely explanation is that it is a belief that culture has spread, coming from an illogical mindset. You can liken this assumption to another myth – Simone (2012, p.76) states that ‘the myth of the superior male driver/bad female driver kept a lot of women in the passenger seat when it is a fact that most accidents are caused by young men.’ Such a myth can sure bring drastic consequences! To any employers who read this blog, you can use your newfound knowledge for an interview situation. If a candidate has trouble communicating, don’t assume that they have no skills to offer – you might just be making a BIG mistake! 

To round off this article, it is my sincere belief that the world needs to be more educated about autism. Although I am primarily non-verbal, I have no trouble with written forms of communication. My knowledge and experiences demonstrate that autism is not a straightforward ‘disability’ – it can come with many gifts. Indeed, I wouldn’t have been able to write this blog if I was mentally impaired! So what stops us from progressing into adult life – in particular, getting through a job interview? It is discrimination that comes as a result of misconceptions around non-verbal people. By dispelling these myths, we can all have hopes for the future.

References

·      National Autistic Society, 2013. Myths and Facts – | autism | Asperger syndrome |. [online] Available at: http://libweb.anglia.ac.uk/referencing/harvard.htm [Accessed 28 March 2015]

·      Simone, R., 2012. 22 Things a Women with Asperger’s Syndrome Wants her Partner to Know. London: Jessica Kingsley Publishers.

•