Change of autism narrative is required to improve employment of autistic people

'I did what I could to earn some money and be of use': A qualitative exploration of autistic people's journeys to career success and fulfilment

Employment contributes to well-being, yet many autistic people who want to work face barriers to meaningful employment. Much research focuses solely on employment rates, rather than taking a more holistic view of professional trajectories and occupational experiences. We conducted semi-structured interviews with 18 autistic adults to explore their experiences of, and perspectives on, career success. Our participants highlighted the overarching importance of finding fulfilment in one's career. Using reflexive thematic analysis, we identified five additional key themes: (1) volatile career journeys, (2) the need for continuing career support, (3) the impact (positive or negative) of social interactions, (4) the important role of organisations and (5) the catastrophic impact of poor experiences. Our findings highlight the importance of tailored, lifelong employment support and inclusive workplaces in enabling autistic people to thrive at work. Enabling autistic career fulfilment requires moving beyond entry-level hiring to foster sustainable, fulfilling employment for all autistic people.Lay abstractMany autistic people want to work but have trouble finding jobs they like and can stick with. Most research tries to help more autistic people get jobs, but does not look at whether those jobs are fulfilling, or how people progress once they start working. We spoke to 18 autistic people about their experiences at work, and their ideas about success at work. Participants said finding fulfilment in their careers was key. We found five common 'themes' across the interviews. First, autistic people's careers often take unexpected turns. For example, many participants only got diagnosed as adults, which sometimes changed their work plans. Second, autistic people might need ongoing help with their career, including help with finding jobs they would enjoy and be good at, and advice on how to progress in their job. Third, getting along with others at work is really important. Having supportive colleagues helped our participants thrive, but workplace bullying forced some to leave their jobs. Fourth, workplaces need to be welcoming to everybody. Adjustments and understanding managers helped, but many of our participants' workplaces were not inclusive. Finally, bad work experiences can be devastating for mental health and well-being and negative experiences like bullying led some participants to quit working entirely. Our findings show that lifelong support tailored to each person and welcoming workplaces are important for autistic people to thrive at work. It is not enough to just hire autistic people - we need to help them have jobs they like and can stick with long-term.

Anxiety During Employment-Seeking for Autistic Adults

BACKGROUND/OBJECTIVES

Autistic adults are more likely to be unemployed compared to neurotypical adults and those with disability. To address these poorer employment outcomes, it is important to consider factors that may be impacting on autistic adults' employment outcomes. Anxiety is a common co-occurring condition for autistic adults; however, there is little research on how anxiety affects or influences autistic people's experience across the employment-seeking process. The aim of this study was to explore whether anxiety is perceived to affect autistic adults' ability to engage in employment-seeking tasks.

METHODS

Online, semi-structured interviews were conducted with 12 autistic adults (22-52 years) who were actively seeking employment or had sought employment in the last 18 months. Interview transcripts were analysed using thematic analysis.

RESULTS

Three themes were generated from the data analysis. Theme 1, Finding the "sweet spot", identified some level of anxiety-but not too much-was helpful in performing the employment-seeking tasks and this "spot" could vary depending on the person and the task. Theme 2, Anxiety affects the ability to perform and function, encapsulates the autistic person's experience when anxiety is too high. The third theme, The "vicious cycle" of anxiety and employment-seeking behaviours, explores participants' ongoing experience of anxiety on their employment-seeking behaviours.

CONCLUSIONS

The findings suggest that autistic job candidates would benefit from tailored accommodations and adjustments offered throughout the recruitment process, to reduce anxiety and improve employment-seeking outcomes for autistic candidates.

The Lived Experience of Autistic Adults in Employment: A Systematic Search and Synthesis

Background

Employment is a critical factor contributing to the well-being and quality of life of autistic people of working age. Historically, research has tended to focus on interventions and employment-related outcomes, typically generated without the input of autistic workers. Interventions often work to help the autistic worker fit into the working environment rather than it being adjusted for the autistic worker. However, a growing body of research reflects autistic workers' experiences of employment with consideration given to how the workplace should change to reflect the differences of this historically marginalized group.

Methods

This study is a systematic analysis of existing research that focuses on and prioritizes autistic workers' experiences of employment. Our analysis draws on the social relational model of disability (SRMD), an approach increasingly applied in contexts of autism and employment. We systematically searched five journal databases, resulting in 34 articles that reflect the lived experience of autistic people in employment.

Results

We identified four themes through narrative synthesis: Navigating Social Demands; the Disabling Nature of the Work Environment designed for neurotypical workers; Adapt to Me; and Understanding, Knowledge, and Acceptance. The results draw on the SRMD, revealing nuances to inclusionary and exclusionary employment for the autistic workforce.

Conclusion

Our findings encourage the prioritization of the voice of autistic workers when designing working environments. They also function as a critique of the traditional approaches that placed employers, managers, and human resource professionals as the dominant agents of decision-making. In these traditional practices, the burden of making employment viable was on the worker, rather than the employer. The results of this study framed through the SRMD allowed for enhanced understanding of the barriers and new insights into how to improve the employment experience for autistic adults.

Career progression for autistic people: A scoping review

LAY ABSTRACT

Lots of autistic people are unemployed. Even when they are employed, autistic people might be given fewer opportunities than non-autistic people to progress in their careers. For example, assumptions about autistic people's differences in social communication might mean they are not given as many promotions. Indeed, we know that many autistic people are in jobs lower than their abilities (known as 'underemployment'). We reviewed 33 studies that tell us something about career progression for autistic people. Our review found that lots of autistic people want to progress in their careers, but there are many barriers in their way. For example, when they told their employer about being autistic, some people were given fewer opportunities. Research has also shown that autistic people do not get enough support to progress and that gaps in their employment history can make it difficult to progress. Our review suggested that good employment support (e.g. mentors) might help autistic people to progress in their careers. However, not much research has evaluated employment support for autistic people, which means we do not know how useful it is. Future research should find the best support that allows autistic people to live and work in ways that are meaningful to them.

The suitability and acceptability of a co-designed prototype psychoeducational activity book for autistic children aged five-eleven years

Background and aims

Evidence suggests that autistic children and young people (CAYP) can benefit from age-appropriate psychoeducation. Co-design is a methodology that iteratively involves end users and stakeholders in producing an intervention which may increase engagement and impact. Few age-appropriate co-designed psychoeducation resources for autistic CAYP exist. Therefore, a paper-based resource was co-designed for autistic CAYP who attend mainstream primary education. The resource aims to educate CAYP about their autism and provide strategies to support them to live well with their autism.

Methods

This paper describes the evaluation of the prototype resource through online workshops with 12 families and input from four specialist clinicians. The suitability and acceptability of the resource was explored, and sketch notes were taken for respondent validity and engagement purposes.

Results

A reflexive thematic analysis identified six themes and two subthemes: (1) content appropriateness (subtheme: strategies and unpredictability); (2) relating to content, (3) feelings and emotions, (4) terminology (subtheme: literal thinking); (5) positivity, and (6) communication aid. Suggested improvements were also identified. Results suggest the resource is suitable and acceptable.

Conclusions

Future intervention development research may consider individual differences of autistic CAYP and the co-design of resources for other age groups of neurodiverse populations.

Exploring the income, savings and debt levels of autistic adults living in Australia

Purpose

Many autistic adults experience unemployment, which may impact their financial circumstances. However, no research has examined their personal financial circumstances. Therefore, this study aims to examine the self-reported income, savings and debt of autistic adults living in Australia, as well as the demographic associates and predictors of income and savings.

Design/methodology/approach

Sixty-four autistic adults aged 18–67 years (Mage = 32.78, SDage = 11.36) completed an online survey containing questions relating to their financial circumstances and the autism spectrum quotient-short.

Findings

Overall, the authors found that many autistic adults are financially disadvantaged. The mode of income levels was below AU$25,000, which is substantially lower than the mean annual Australian full-time income of AU$89,123. Higher savings was associated with not having any debt or having a greater ability to repay debt. Autism traits were positively associated with income levels. As predicted, being employed was associated with and predicted higher income. People who were employed were four times more likely to have a higher income than unemployed individuals. The authors did not find a relationship between having a co-occurring mental condition with income or savings. The authors also did not find a significant association between employment status and savings.

Practical implications

These research findings have implications on how we can improve the financial circumstances of autistic adults and provide additional evidence for the importance of increasing employment opportunities for autistic individuals.

Originality/value

To the best of the authors’ knowledge, this is the first study to examine the personal financial circumstances of autistic adults.