By Jack Welch, excerpt from Autism in the Workplace Untold Stories, Untapped Talent
Throughout my education, where I was placed for that entire period in a comprehensive setting, it is from hindsight that that having the support mechanisms tailored for your needs is a much easier request compared to what is needed in transition to adulthood. Whether it may be assistance in the classroom or extra time in examination, those provisions change somewhat in employment, but access as an adult is a more daunting prospect.
As a 22 year old graduate from university, which sadly still stands as a limited opportunity for many of those diagnosed with a learning disability; the assumption may be I have no exceptional considerations for employers to take into account. I am perfectly mobile and with sufficient communication skills that would not need close monitoring. However, the process of applying for roles can often become a draining process in itself. For many graduate vacancies, some roles require shortlisted candidates to attend assessment centres and partake as any other 21 person in the various tasks throughout the day.
Not only having to travel outside of your home area, you will be thrown into group exercises with complete strangers. For many autistic people, such an idea like this will immediately cancel their potential out of the process, whereas I tried to feel more able in coping with such a challenge. What I was most regretful of was when in an assessed interview, I had only 15 minutes to plan a response to a scenario which would form the basis of a test by interviewers. If I had perhaps spoken up that I needed more time or found processing new information, as well as responding, in such a short space of time beyond what I can excel at, than perhaps I may have stood a better chance of success.
Returning back to hindsight, it is easy to recognise now that the jobs market is a hostile feet in comparison to the care received in education. Being on the mild autistic bracket can make it more difficult to declare what may look like your ‘limitations’ as opposed to going into an environment where you are equal among the others, with an equal right for consideration. It is the job of recruiters to emphasise the desire for inclusivity and how they believe having the skills of someone with a learning disability can benefit an organisation. Beyond having adjustments or being viewed as ‘high maintenance’, your contributions and talent that are on offer are greeted with open arms, regardless of the means to make that a success. Across the UK, a disproportionate number of people with learning disabilities are currently in employment, with just 7% of adults according to the Foundation for People with Learning Disabilities with a full or part time role.
For autistic people, that figure counts as little as 15%. It stands as a scar in society which those with more disadvantages than most in life, many employers are just not clearly equipped to facilitate the adjustments of a person with additional needs. More than that though, both teachers and employers are not sufficiently accounting for the further demands when employment brings a possibility of greater independence for a young adult just starting life in work, but the many situations attached to that. From responsible management of wages to finding a work-life balance, the pastoral care of those with learning disabilities are more serious when they have moved away from home and adapting to a new routine in a workplace.
To read the full report and case studies log into to your account.
