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

Abstract

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.

Cost-benefit analysis of a non-government organization and Australian government collaborative supported employment program for autistic people

“…Data collated as part of this study raises some important questions for future research. Retention rates during the program and employment outcomes achieved post completion of the program, as well as the success of some individuals in finding unassisted employment opportunities prior to completing the program, support the view that autistic people can be successful and productive employees, provided appropriate workplace supports are in place (Krzeminska et al, 2019; Nicholas et al, 2015; Spoor, Bury, & Hedley, 2021; Spoor, Flower, et al, 2021). Research is needed to better understand the supports that might be needed as autistic people progress through different employment stages (e.g.…”

How do individuals with autism participate in work life? A study on inclusive employability

“…, 2020). Therefore, there is a need to increase the level of knowledge about AID by managers and co-workers having direct contact with individuals with AID (Remington and Pellicano, 2019; Spoor et al. , 2021).…”

“…The authors first conducted an in-depth literature review on autism to create interview questions and guidelines. Studies on the employment of individuals with AID (Efeoğlu and Kılınçarslan, 2020, 2021; Hendricks, 2010) and studies on the attitude of employees and management towards the employment of individuals with autism (Spoor et al. , 2021; Vogus and Taylor, 2018) were effective in the formulation of the interview questions and guidelines.…”

“…Similarly, there are few studies focusing on the benefits and challenges for managers and co-workers of employing individuals with AID. The gap is significant because the success of inclusive employment requires a deep understanding of the organisational context which consists of the behaviours and attitudes of managers and co-workers (Spoor et al. , 2021; Vogus and Taylor, 2018).…”

An ecological systems model of employee experience in industry-led autism employment programmes

“…Industry-led autism employment programmes ( Austin & Pisano, 2017 ; Hedley et al, 2023 ) use modified human resource management (HRM) processes and supportive work environments to address the barriers to both obtaining and maintaining employment matched to skills and education. However, despite increasing numbers of programmes, there is limited research available describing these programmes, the effectiveness of their processes or the experience of those involved ( Spoor et al, 2024 ). From the available research, these programmes can provide significant benefits in terms of immediate employment success ( Flower et al, 2019 ; Hedley, Spoor, et al, 2018 ) and competitive employment success post-programme completion ( Hedley et al, 2023 ), as well as financial benefits to autistic employees (e.g.…”