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I will go into further detail about the guidelines I have drawn up for helping get people with autism into and keeping.  I am starting with issues applying for jobs and flourishing at interviews.

Only 16% of people with autism are in work.  More want to be.  We have great skills to offer, often in databases, problem solving and information management.  Skills valuable to any company.

On the surface this may seem quite a simple thing to do. Just write what is involved in the job, and what might be?  And if they get to interivews just treat them like anyone else?

Unfortunately these can put walls up between companies and autistic people.  I will explain why, from my autistic side.  Most of this already happens but is worth emphasizing I feel.

Job Descriptions

1. The language should be clear
2. Only include elements the role requires
3. Exclude any ‘may also include’ – this introduces an element of uncertainty
4. Contact details should we feel we wish to request any further information

If someone other than the person wanting the information rings up, be understanding.  They may not feel confident asking for a variety of reasons and would like someone else to.  This does not automatically mean they will be unable to do the job if phone work is not their forte, and the job involves information work, which is their forte

Application Forms

1. Be clear and easy to fill out
2. As most applications are now online, and can be saved this really helps, as it allows time out to think, reflect, and discuss as required
3. In addition to the boxes requesting any information on disabilities request any support or adjustments required at interviews

I shall go into further detail below what this may include.  Please bear in mind this is partially based on what helps me.  It is not exhaustive and WILL vary from one person to another.

Interviews

Interviews are stressful at the best of times, but can be especially so for autistic people.  We are expected to

1. Act in a certain way, display the required body language and facial expressions
2. Understand what is expected from questions and answer correctly, with the correct tone of voice and words
3. Not to fidget, ie stim, it is not recognised as ‘normal’ behaviour.  It is common with those with autism, especially when stressed
4. Cope with a physical environment we may find stressful, ie lighting, sound and other distractions which we may be over sensitive to

Very nerve wracking, especially for us.   Communications is a consciously learnt skill for many for us, what to say when and how.  Reading it is often a challenge, a conscious effort quite often.

So how to make the interview more relaxing and allow us to open up, as we feel able.  These are just some, mainly from my experience.  It will vary from person to person.

1. Environment – Adjust the lighting, other distractions if possible, and ask at any time if anything is causing a distraction
2. Questions – Consider how you ask the questions, consider simplifying.  We cannot always read between the lines as to what is required.  If you feel we have missed something, or it is not clear, seek clarification, nicely
3. Body language, tone of voice, verbal language – As it has not always been seen or understood by autistic people this may be different.  Expressions of boredom can just mean processing thoughts.  Lack of eye to eye contact can also be misunderstood, looking away removes a distraction when processing thoughts
4. Delays in responding – this does not mean we are slow or stupid.  Rather, according to Tony Attwood, Autism expert,  it means we are processing the answer, putting it in order then expressing it with words (possibly affecting body language).  Tony Attwood said this might take as long as a minute
5. Stimming/fidgeting – This may be more visible.  It can mean we are nervous, but it helps us relax and concentrate, any time.  Fidget toys may help with concentration at interviews.  I am happy to provide more information on this
6. Representation/support – For some it may help to have a representative with them to clarify any issues.  This does not automatically mean they do not have the skills for the job, especially if the job involves information, database other detailed work which is their true forte

I have had some of the adjustments above, and I felt relaxed and able to open up.

Additional useful information

Include any disability partnerships if appropriate, or this should be clear on the company website.  This has influenced my decision to apply to jobs and reinforces our confidence as autistic people that the company is keen to get to know our skills and challenges and work with us.  Remember once you know one person with autism, you know one person with autism.  The symptoms present differently from one person to another.

In Summary

To remove the barriers to autistic people bringing our invaluable skills to the workforce

1. Consider if the job description is right
2. Application forms – allow free disclosure of disability and any interview requirements
3. The actual interview

I promise you organisations will really benefit and grow with our skills and insights.  Don’t CLAM us up, CALM us down.

In my next article I will discuss, largely based on my own experience how once a job offer has been offered and accepted how you can ease any concerns prior to the autistic person actually starting the job, and learn to respect us and our strengths.

I look forward to seeing you then.