Employment Supports for Individuals with Autism Spectrum Disorders

In a previous article, several obstacles to employment faced by persons with autism spectrum disorders (ASDs) were discussed in detail. In this article, the next step – the methods of reducing or eliminating obstacles – will be described. It is likely that a person with ASD is going to need support in using these strategies and securing these accommodations. Ideally, job matching and individualized autism supports would come from a vocational counselor who is trained in assisting individuals with disabilities to find financially gainful and personally meaningful employment.

Job Matching

Like everyone, individuals with ASD thrive in jobs when their personal strengths and preferences match the requirements of the job. There are some characteristics of a job that make it more likely to be a good fit for an individual with ASD:

• Builds on technical skills (particularly savant skills or special interests/passions relating to ASD)
• Requires minimal social skills
• Follows clearly defined routines
• Allows adequate time for learning new tasks
• Does not result in excessive sensory stimulation
• Allows for flexible work schedules

It is important to remember that every individual with ASD is different – the perfect job for a particular person might not have to fit all of the above criteria. For example, one employee might be sensitive to background noise but learn new tasks quickly; another may have a valuable technical skill and not need a flexible work schedule.

The perfect job match is not one that only accommodates for weaknesses, but one that capitalizes on strengths. Some individuals with ASDs report feeling a kind of pride in their special skills and abilities, and frustration that their strengths are not fully taken advantage of in the workplace.

To further underscore the point that individuals with ASD are capable of performing a wide variety of jobs, and that the key is finding the right job for the right person, the following table describes the types of jobs found by 89 high-ability adults with autism or Asperger syndrome who participated in a supported employment service:

Adapted from Howlin, Alcock, & Burkin, 2005

Individualized Autism Supports

Supported employment schemes—defined as the process of enabling a person with a disability to be successful in the work environment by providing, on-site, all appropriate supports—specifically designed for individuals with ASD, are relatively new and are not widely available. (In Pennsylvania, the Office of Vocational Rehabilitation (OVR) may be in a unique position to provide these services.) Vocational counselors and supported employment schemes for individuals with ASD should provide services in the following key areas.

Assist with the Job Search Process

As already highlighted, finding the right job, the right fit, is probably most challenging and crucial aspect of successful long-term employment. Job hunting can be a full-time job in and of itself – it requires careful self-exploration and evaluation, research, contacts and networking, internet and computer skills, organizational and time-management skills, an ability to sell oneself, and persistence. In a published study several researchers examined the outcome of a supported employment service for adults with autism or Asperger syndrome over an 8-year period. They reported that their vocational counselors spent over a quarter of their time with a client in work finding activities. A vocational counselor working with an adult with ASD should be prepared to help contact and follow up with employers, and ensure that the work site is a good match.

Provide On-Site Job-Coaching

Once the individual is hired, a job coach will help to make sure the employee is learning the new tasks. The job coach should help the employee break down larger tasks into smaller, more manageable parts, and to help him or her develop strategies to prioritize which tasks should be completed first. The job coach also serves as an advocate for the individual with ASD. The role of the job coach will vary depending on the needs of the employee, but should fade out support as the employee gains skills and confidence.

Facilitate Social Interactions

A second function of a job coach is to act as a “social translator” between the employee and his or her coworkers and supervisors. Some social skills training may be necessary. This training should be specific to both the individual and the workplace environment. The job coach must be able to explicitly decode coworkers and supervisors’ body language, voice tone, and facial expressions for the individual with ASD.

Ideally, however, communication supports should be offered even in the interview phase. If possible, the vocational counselor should educate the interviewer on ASDs and encourage him or her to make questions as clear and direct as possible and to avoid abstract or misleading questions. On the job, individuals with ASDs need coworkers and supervisors to be as unambiguous and succinct as possible when giving instructions. No instructions should be implied, vague, or incomplete. Ideally, instructions should be given not only verbally, but also visually (for example, a demonstration or checklist). Finally, regular performance evaluations of performance may help to keep employees on track.

Environmental Modification

Individuals with ASD often have abnormal sensory processing systems, meaning that they react differently to sensory stimulation (lights, sounds, feelings, etc.) than a neuro-typical individual. A work environment that is fine for most people might be impossibly distracting for a person with ASD. Luckily, a quick, easy, and usually inexpensive modification to the environment often eliminates this problem. For example, a pair of colored glasses that filter out distracting florescent lights or a pair of noise eliminating headphones may be all it takes to decrease stress and increase productivity in an employee. Vocational counselors should be prepared to conduct vocational community based assessments and “think outside the box” to come up with a unique solution for a sensory problem. They are trained in requesting and securing these types of accommodations.

Attitudinal Supports

In general, the public is not as educated about autism as those who experience it would like. Individuals with ASD have expressed the belief that miscommunications and firings could be avoided if coworkers and supervisors understood what autism is and how it affects an individual’s performance. In addition, employers should be aware of the strengths of employees with ASDs.

While attitudinal changes can be difficult to affect and slow in coming, individuals with ASDs note that their most successful job experiences are those in which there is tolerance of differences within the workplace and coworkers and supervisors are patient and caring. With the right type of support, successful employment for individuals with autism spectrum disorders is possible.