A startling statistic recently came out from the Office for National Statistics – although 77% of unemployed autistic people yearn to work, only 29% are currently employed.
We hope this figure will improve following the government’s recently launched Buckland Review, an initiative to improve employment prospects for individuals with autism.
You may be wondering, “Why is this important to me as a business owner?”. It matters because you could be missing out on a wealth of untapped talent.
Top-tier employers such as EY, JP Morgan Chase, SAP, and Autotrader have long recognized and reaped the benefits that neurodiverse employees bring to their teams. For example, an internal analysis by JP Morgan Chase highlighted that the production of their autistic employees was equal in quality but 48% more productive than that of their neurotypical counterparts.
Understanding Buckland’s review
Sir Robert Buckland is leading the review with support from the Department for Work and Pensions and Autistica, a well-known charity. Its recommendations are expected in September 2023, and the review will consider:
- ways to identify and support existing autistic employees;
- techniques to prepare individuals with autism to join or return to work;
- How to adapt work practices and initiatives to reduce stigma and increase the productivity of employees with autism.
What does this mean for you, the business owner?
You are not just an observer in this process. The review encourages employers to reassess their workplaces, identify potential barriers, and innovate their ways of working. The potential benefits are enormous:
- Individuals with autism get a supportive platform to thrive and reach their potential;
- Employers gain a competitive advantage by leveraging the strengths and perspectives of individuals with autism;
- Collectively, we are boosting the economy.
Navigating Autism and the Law
Autism is a spectrum condition that affects each individual differently. The condition lasts for life, and if it has a “significant long-term adverse effect” on the individual’s “ability to carry out normal daily activities”, it would amount to a disability under the Equality Act 2010. Accordingly, employers must make reasonable adjustments where they know (or They are reasonably expected to know) that the individual has a disability and is likely to be placed at a disadvantage compared to others without a disability.
Empowering employees with autism: a practical approach
The path to inclusivity begins at the recruitment stage. Here are some simple steps you can take:
- Write a clear and simple job description with the necessary skills identified and consider using pictures;
- Engage with candidates prior to the interview, and make necessary adjustments;
- consider alternative interview formats such as practical assignments or work experiences;
- be flexible with interview environments – offer interviews online, provide quiet venues;
- Ask questions sequentially during interviews to prevent information overload.
Support does not stop at recruitment. During employment, engaging in regular dialogue with employees with autism and providing necessary training to colleagues with autism can promote a healthy and inclusive work environment.
For example, while a hot desk is a recent trend, it can upset someone with autism. So be prepared to offer alternatives such as dedicated offices and consider developing a neurodiversity policy.
We eagerly await the results of Buckland’s review, but in the meantime, here are concrete steps you can take to support diverse employees in nerve and enhance your business.
Ask for Support: We’re in this together
To make your journey easier, several support networks are available to help employers, such as the National Autistic Society and Autistica. They provide invaluable guidance on business best practices and can offer advice on becoming a more inclusive employer.
Remember, by embracing neurodiversity, you are not only creating job opportunities, you are opening your business to untapped potential and creativity.