Statistics show that less than a quarter of those on the autism spectrum are currently employed in the UK. In this article, we consider the Autism Passport created by Suffolk Law Centre and how this might help autistic people gain employment. We also discuss challenges faced by those on the autism spectrum and what reasonable adjustments might assist autistic employees at work.
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What Is an Autism Passport?
Suffolk Law Centre has recently developed an Autism Education Leavers Passport. This aims to help support those with autism in gaining employment after completing their education. It contains information about applying for jobs, preparing for interviews, and the rights of people with a disability in the workplace. There is also guidance on finances and education health and care plans.
The Autism Passport developed by Suffolk Law Centre supplements a separate one devised by the Disability Advice and Welfare Network. The objective of this passport is to help inform various service providers – including employers, hospitals, and the police – about any reasonable adjustments required by the passport holder. This is particularly useful if communication barriers are an issue.
The Law Centre received a three-year grant to help tackle disability discrimination at work. Following some investigation, it identified a requirement for support by those with autism aged between 16 and 25 years. There was a considerable lack of understanding about reasonable adjustments and disability rights, which the Law Centre hopes the passport will assist with.
Richard Hinton, a discrimination law solicitor at Suffolk Law Centre, explains that the passport is intended to provide information at the outset and reduce the risk of future litigation. He said: “As soon as you write a letter to the employer, the barrier goes up and it becomes contentious. We want to do away with the need for litigation and employment tribunals because autistic people are not being supported.”
Earlier this year, the government published The Buckland Review of Autism Employment. This review, launched in April 2023, considered challenges for autistic people gaining and remaining in employment and provided recommendations for improving the autism employment rate. Raising awareness and providing information about autism in adults, as with the Autism Passport, was one such recommendation.
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Why’s the New Autism Passport Come About?
According to data published by the Office for National Statistics, only 21.7% of autistic people in the UK are in employment. The National Autistic Society estimates that there are approximately 700,000 people on the autism spectrum in the UK. As such, understanding autism in the workplace and helping to facilitate employment for autistic people should be a priority for all employers.
Given that autism is a spectrum condition, it can affect people in different ways and to varying degrees. Some signs of autism in adults might include difficulty with interactions and communication, changes in routines, and oversensitivity to different sensory stimuli such as light, sounds, and smells. Many autistic people also experience severe anxiety in certain circumstances and suffer meltdowns and/or shutdowns when overwhelmed.
Many symptoms and signs of autism can become problematic in the workplace. Communicating with colleagues or interacting with clients may be difficult as some autistic people struggle with eye contact, understanding body language, and/or comprehending abstract language. Others may talk too much or too little, as understanding appropriate workplace conduct may be challenging at first.
Adhering to a strict routine is often important, and any alterations can cause considerable anxiety. This includes changes to transport to and from the workplace or to the structure of the workday, as well as to the work itself. Often, becoming accustomed to a new routine is the main challenge, and once this is achieved, work life will become easier to manage.
With the above in mind, the Autism Passport hopes to offer a solution, guiding young autistic individuals on their rights and bridging the gap between their needs and employer expectations.
Reasonable Adjustments for People with Autism
As autism is classified as a disability under the Equality Act 2010, employers are legally obliged to make reasonable adjustments for those on the autism spectrum. This applies not only to autistic employees but also to contractors, apprentices, and job candidates. Failure to do so may constitute disability discrimination and may result in a claim for discrimination at work.
There are many ways in which employers might support those on the autism spectrum. It is important to appreciate that, as discussed, signs of autism can vary hugely. Not all autistic people will have the same symptoms or experience the same challenges. It will, therefore, be crucial to consider each reasonable adjustments request on a case-by-case basis to ensure appropriate assistance is provided. Utilising the new Autism Passport could help with this.
Employers will naturally be keen to avoid any discrimination against disabled people in their workplaces. Providing training to employees about different conditions and potential effects of each disability in the workplace will help to minimise such risks. Updating policies and procedures to include measures preventing discrimination against disabled people and the consequences of such conduct may also help those with a disability in the workplace.
Reasonable Adjustments for Job Candidates
The recruitment process can be exceedingly difficult for autistic job candidates. This includes searching for jobs, applying for roles, and attending interviews and/or assessment centres. It is important to ensure that job descriptions are clear and concise, with only literal language as far as possible. Ideally, these should demonstrate the employer’s favourable approach to disabled candidates to encourage applications from those with disabilities.
As many people with autism prefer to follow a set routine, anything new or unfamiliar can be extremely challenging. As such, candidates should be provided with as much information as possible in advance so they know what to expect. This might include directions to and maps of premises, a step-by-step plan of the interview and/or assessment process, and interviewer details.
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Due to issues with communication, some candidates may have difficulty with in-person interviews; however, small adjustments can help hugely. Examples include providing questions beforehand, making questions more specific and less hypothetical, and enabling candidates to use notes. Candidates should also be allowed time to process information and consider their answers, which may require some encouragement.
To reduce the level of stress which interviews can invoke, employers may wish to consider alternative methods of assessing candidates’ suitability for a role. These might include a short work trial or pre-recorded video of a candidate’s skills and experience. It will always be advisable, where possible, to discuss a candidate’s condition(s) in advance to understand particular challenges.
As mentioned previously, utilising the Autism Passport could be beneficial for all involved. Autistic candidates may use it to help them disclose their needs, while employers may find it useful in accommodating such requests.
Reasonable Adjustments for Autistic Employees
Implementing a disability-friendly culture in the workplace is crucial to ensure that everyone, including autistic employees, feels valued and respected. Candidates and employees should feel comfortable disclosing and discussing any disabilities without fear of judgment or disability discrimination. Employers should provide opportunities to explain symptoms so that appropriate, reasonable adjustments can be made.
For many autistic employees, the work environment can be an exceptionally challenging experience in itself. Due to the sensory oversensitivity of many autistic people, it will be important to minimise the risk of sensory overload. Locating such individuals in a quieter area, maximising natural light, avoiding any strong smells, and facilitating easy temperature control may all be helpful measures.
Naturally, it is practically impossible to completely eliminate the risk of excessive sensory input. As such, it is advisable for employers to establish a calm, safe space where autistic employees can go if they begin to feel overwhelmed. Other employees should be made aware of this to ensure that the space is always available for those who require it.
For autistic employees who struggle to communicate or understand appropriate behaviour, it may help to pair them with a specific mentor. Such a mentor will be able to act as both a role model and guide, helping such individuals learn acceptable social skills in the workplace and providing guidance, support, and feedback. This will gradually enhance confidence and hopefully decrease work-related anxiety.
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