Critical Reflections on Employment Among Autistic Adults

Nicholas, David; Klag, Malvina

doi:10.1089/aut.2020.0006

Cited by 18 publications

(15 citation statements)

References 25 publications

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“…This model is widely used in autism employment programmes (Annabi et al, 2019; Hedley et al, 2018); thus, it may be important to evaluate this potential limitation against the programme’s wider goals. For example, Nicholas and Klag (2020) have questioned whether employment without inclusion contributes to autistic people achieving a good life.…”

Section: Discussionmentioning

confidence: 99%

Non-autistic employees’ perspectives on the implementation of an autism employment programme

Spoor

Bury

Hedley

2021

Autism

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Although employees’ attitudes towards an autism employment programme may impact its ultimate success, there is limited research examining the implementation of these programmes from the perspective of non-autistic employees (i.e. co-workers and managers). This study explored the implementation of an Australian-based supported autism employment programme, drawing on qualitative data collected from 32 employees working with autistic trainees in the programme. Thematic analysis revealed three main themes. The programme benefits theme suggested that the employment programme and autistic trainees were generally viewed positively, with the programme benefitting both the trainees and the organisation, and leading to greater understanding of autism. However, negative attitudes and perceptions of special treatment contributed to programme challenges, which paralleled challenges that have been observed with other disability and diversity programmes. The design of this specific programme led to concerns about workforce integration, such as reduced opportunity for social and work integration into the broader workplace. This research extends the research on diversity management in the context of autism employment and provides practical insights into barriers and facilitators associated with implementing autism employment programmes. Lay abstract We asked 32 employees who work alongside autistic trainees for their thoughts about the autism employment programme that is running in their company. Specifically, we analysed their responses to understand how the employees perceived the autism employment programme’s implementation and outcomes. How employees within an organisation view diversity, and the nature of specific programmes to increase the inclusion of certain groups of individuals (e.g. autistic employees) in their organisation, can impact the success of these programmes. Research in other organisations has suggested that diversity perspectives that fully support the inclusion of people with diverse backgrounds in the organisation lead to better outcomes. Thematic analysis of the responses in this study revealed that the views of the employees fit three main themes: programme benefits, programme challenges and concerns about workforce integration. The programme benefits theme suggested that the autism employment programme was viewed positively. However, negative attitudes and perceptions of special treatment contributed to programme challenges, which were similar to challenges that have been observed with other disability and diversity programmes. The design of this specific programme led to concerns about workforce integration, such as reduced opportunity for social and work integration into the broader workplace. This research extends the research on diversity management in the context of autism employment, and it provides practical understanding into ways in which organisational-based autism employment programmes are more and less successful.

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Section: Discussionmentioning

confidence: 99%

Non-autistic employees’ perspectives on the implementation of an autism employment programme

Spoor

Bury

Hedley

2021

Autism

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“…Rather, it entails contributing factors such as people, services, systems and broader conditions that play a role in the achievement of sustained em- ployment (or lack thereof). Adding to these components, social and ancillary conditions associated with the Social Determinants of Health, such as poverty, transportation challenges, a lack of social support, and co-existing mental health or health issues, may impede prospects of employment, thereby warranting concerted supportive strategies at individual, community and population levels [12].…”

Section: Stakeholders On the Path To Employmentmentioning

confidence: 99%

“…Nicholas and Klag [12] called for shifts in the focus of employment supports and related policy. They noted that many support programs focus on obtaining employment as a sign of success, which often includes shorter term employment.…”

Section: Introductionmentioning

confidence: 99%

“…В работе предложены рекомендации для развития данной сферы. employers [12]. Furthermore, this cycle of on-andoff-again employment can leave gaps in an individual's income.…”

Section: Introductionunclassified

“…Nicholas and Klag further suggested that services need to offer greater focus on building individual capacity in soft skills (e.g., social reciprocity), and be sufficient enough to alleviate reliance on family members who currently may feel compelled to provide employment-related support due to a lack of services. Finally, a more holistic view of employment is invited, with the ultimate goal of attaining a 'good life' in terms meaningful to the autistic individual [12].…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Activity Employment in Autism: Reflections on the Literature and Steps for Moving Forward

Nicholas

2020

Autism and Developmental Disorders

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Reflecting an address given at the Autism Challenges and Solutions International Conference in Moscow in April 2019, this paper reviews selected studies within the author’s program of research as well as selected literature addressing pathways to employment for adults with autism. A range of employment support programs are considered, representing promising approaches. Attention is given to environmental elements that appear to have a bearing on individual employment experience and outcomes. These elements point to a person in environment approach which is increasingly supported by emerging evidence. This approach is conveyed as the employment ecosystem, with constituent elements that include the individual (employee or potential employee), family, employer, co-workers, work setting, community services, and embedded labor, health and disability policy. These various components of the ecosystem offer relevance in terms of understanding employment options and experiences of autistic adults. Recommendations for advancing this field are offered.

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Restricted, Repetitive Behaviours and Interests in the Workplace: Barriers, Advantages, and an Individual Difference Approach to Autism Employment

Bury

Hedley

Uljarević

2021

Repetitive and Restricted Behaviors and Interests in Autism Spectrum Disorders

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Critical Reflections on Employment Among Autistic Adults

Cited by 18 publications

References 25 publications

Non-autistic employees’ perspectives on the implementation of an autism employment programme

Non-autistic employees’ perspectives on the implementation of an autism employment programme

Activity Employment in Autism: Reflections on the Literature and Steps for Moving Forward

Restricted, Repetitive Behaviours and Interests in the Workplace: Barriers, Advantages, and an Individual Difference Approach to Autism Employment

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