Reimagining Recruitment for Autistic People: The Employee
The job market is a daunting place for the 82% of the UK population who do not have a disability or an impairment.
So, when a system that is built by and managed for non-disabled people is considered to be stressful, is there much hope for the remaining 18% of the population for whom it is not appropriately designed? Autistic people, who account for 1 in every 100 people, have had to become accustomed to operating in spaces that are dominated by neurotypical values in practically every walk of life. Education, hospitality, leisure and work.
Through masking and coping mechanisms, one may be able to function, albeit uncomfortably, in these neurotypical spaces. However, no two people will experience ASD the same way, meaning there is no guarantee that one will be able to cope in suboptimal conditions. The numbers do nothing but back this up.
“The UK has around 7 million people of working age with a disability or long-term health condition, yet only about half of them are in work.” (CIPD)
Autistic individuals make up a high percentage of this number, with only 22% of autistic adults being employed at all. So far, this article has been made up of an excess of bleak facts and harsh statistics, and while these are important to gain an understanding of context, they do little to incite hope in those autistic people currently looking to work. For this reason, the remainder of this article will work to offer actionable advice and tips to autistic jobseekers.
For the prospective employee there are measures that can be taken during the recruitment process to minimise feelings of stress and avoid becoming too overwhelmed. Specifically, during the job search, interview prep/execution and training programmes.
Remember to communicate
This is perhaps the most important, yet most difficult, piece of advice to follow. As a neurodivergent individual the only person who can have a fully comprehensive understanding of what you need and what to avoid in order to succeed is you. It is your responsibility to communicate any appropriate measures required during the recruitment process. It is not (I repeat, not) unreasonable to expect these changes to be made to give you the best possible chance at getting a positive outcome.
2. Bring mistreatment to light
That being said, if you have clearly stated your requirements and these have been knowingly ignored, you are well within your rights to call out unfair treatment. Unfortunately, not all companies are person-centred and so not all will respond favourably to being asked for more than the bare minimum. Acknowledge that you do not have to accept this and know you are well within your rights to report it. You are not a burden.
3. Recognise your strengths
Oftentimes autism is spoken about using a language of lack. Autistic individuals are notoriously represented as different to the ‘norm’ rather than simply a different kind of normal. It can be all too easy to internalise this perception of your own autism and begin speaking about yourself in terms of deficit, e.g. I can’t, I’m unable, etc. When you appeal to an employer, prepare by listing all of your strengths and abilities, of which there are many! As autism is a neurological condition, a different way of thinking and processing can be a fantastic asset to a company.
Now, these steps are not easy, especially when you feel particularly misunderstood or mistreated by a system that feels much bigger than yourself. However, knowing your rights is ultimately the most important step when searching for or kickstarting a change in your career. Prioritising your wellbeing is the first step in a successful job search. If any part of the recruitment process doesn't sit well with you then walking away is the kinder thing for yourself in the long run.