Summary:
This paper reviews evidence-based research on the topic of employment for individuals with ASD. If you were to pick just a few papers to read on the topic, I believe this is a great pick. It is relatively recent (look, we work slowly in academia), is a great overview (covers other good papers), is often referenced by other, newer papers, and is a fairly easy read. The top points below are merely some of the ideas discussed in the paper.
Top Points:
Some Benefits to Employers and Companies
- Employees with ASD are often trustworthy, reliable, and have low absenteeism (when properly supported).
- Employees with ASD often demonstrate particular strengths, such as attention to detail, intense focus, and enjoying job tasks and projects that others dislike due to social isolation and/or repetitiveness.
Some Common Obstacles
- “Interactional difficulties associated with ASD account for the biggest vocational impact. (p. 127)”
- Employees with ASD may have difficulties understanding directions, reading between the lines, reading facial expressions and tone of voice, asking too many questions, and communicating in an inappropriate manner.
- Many employees with ASD exhibit difficulties with task execution (due to issues with attention), motor planning, response shifting, and working memory. (Side note: other, more recent research has demonstrated that individuals with ASD often have above average rote memory. So, using a random example, an individual with ASD may be able to memorize a list of tasks very quickly, he/she may not be able to explain what the tasks actually are.)
- Employees with ASD often encounter high levels of stress and anxiety in the workplace.
Strategies for Success
- On-the-job support services have been shown to improve the employment outcome of individuals with ASD dramatically.
- It is crucial to have appropriate job match, with job placements that are individualized and based on the person’s strengths and interests.
- “Both knowledge of the disorder as well as job supports available are important prerequisites for employing individuals on the spectrum. (p. 129)”
- Schedules should be predictable, work tasks should be clearly defined, and some employees with ASD prefer jobs that require less social interactions, allow for more learning time, and be void of excessive sensory stimulation.
- Training may be most beneficial provided on the actual job site.
- If there is a job coach, it is vital that the training and support provided by the coach be slowly and systematically lessened over time.
- Employees with ASD need extended support, however, especially if there are unexpected changes in job tasks, expectations, etc. This extended support can be provided by a supervisor and/or co-worker.
Reference:
Hendricks, D. (2010). Employment and adults with autism spectrum disorders: Challenges and strategies for success. Journal of Vocational Rehabilitation; 32; pp. 125-134.
Employing the Spectrum 