INSIGHT – MOTIVATION FOR THE PROJECT
Being the “different”. What does it really mean? Is it about thinking and behaving differently than other people? Maybe it’s just about being WHO WE ARE and embracing it – without judgement, discrimination or comparisons. That would be the logical way. Right? But we still see that there is a strong social stigma stemming from a lack of knowledge, false perceptions and generalisations about autistic people.
For any change to happen – the first is awareness. It's an ongoing process of having those conversations. Sometimes challenging, but always honest and leading towards social innovation and REAL impact. And always – including the PERSPECTIVE of autistic people themselves and inviting others to re-evaluate their perspectives, as it can and will lead to another experience, no matter what their professional profile is.
WHAT DO WE AIM FOR?
The project aims to address neurodiversity (with a focus on autism). We want to join and contribute based on our know-how in the fields of D&I and VET.
We see the global-scale success of such platforms as Richard Branson's “Made by Dyslexia”, where he not only re-shapes the conversation about dyslexia but also offers guidance for the education field and companies. Why has it gained such resonance? Because he tells his story honestly, exploring how it shaped him into the person he is today. Simple and clear, with a unique approach. Such an approach helps to bring change both into education and labour markets.
To bring practical change and help professionals and autistic people learn and work according to their needs and aspirations, we need to equip VET professionals and company representatives with inspiration and practical educational tools. We aim to develop a motivational and educational short film about autism and a practical needs-based “Toolbox” to enable professional growth in this rapidly changing world which requires agility and the ability to adjust.
The project is funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or European Commission. Neither the European Union nor the granting authority can be held responsible for them. Project Number: 2023-1-SE01-KA220-VET-000156500.
Autism-friendly recruitment
Conventional recruitment methods are designed to target neurologically typical candidates, leaving neurodivergent people at a disadvantage. Approximately 80% of autistic people are unemployed (Autism-Europe, 2024). Some autistic people do have severe functional limitations and lack the necessary abilities for employment, but it is clear that current recruitment strategies are not reaching this demographic. Autism-Europe points out that autistic people with above-average educational qualifications are also disproportionately affected by unemployment. Similarly, in the US, statistics show that 85% (!!!) of autistic people who have at least a college degree are unemployed, and many of them also have a university degree. Even those with PhDs are often stuck in low-paid jobs with no opportunities for career growth.
Common barriers:
Unclear job descriptions. Research shows that the words and language used in job advertisements affect the attractiveness of a job for different social groups. Ambiguous language, confusing phrases and metaphorical expressions can deter autistic jobseekers. Similarly, vaguely worded requirements and responsibilities can puzzle potential applicants. Often, requirements include skills that are not actually needed to do the job successfully (e.g. 'team player' for a web coder).
Application process. Unfamiliar environments, unknown procedures and the need to socially interact with strangers make everybody nervous, but for autistic people this anxiety can be overwhelming and insurmountable.
Conventional interviewing methods. Generally, job interviews focus on social skills, self-presentation and self-confidence. Such selection criteria are a major drawback for autistic people who have difficulties with communication and social interaction. But having difficulties in these areas does not mean that they couldn't do the job well!
Inappropriate location for the job interview. Noisy and distracting environments can cause sensory overload. Autistic people's brains often find it difficult to process and integrate complex noises effectively, resulting in sensory overload.
As can be seen, existing recruitment methods need to be changed to eliminate bias, hidden discrimination and inaccessibility.
Solutions:
Make sure the job ad is clear and easy to understand. Describe the position you are offering and what you expect from the employee. The job advertisement must not contain requirements that are not necessary for the job!
Clearly state what is required on the application form and include a section to indicate if any adjustments are needed during the interview.
Change your strategy from selecting candidates whose views and approach are completely in line with the organisation's culture to selecting candidates who reflect the values of the organisation while also bringing something new and valuable to the table. Why not an autistic candidate?
In the job interview, ask clear questions about the candidate's previous work experience and education. As a recruiter, focus on the skills and experience that are directly relevant to the role.
Use a person-centred approach. Have an open conversation to understand the candidate's strengths, difficulties and preferences in the workplace.
Conduct job interviews in a separate, quiet room without unnecessary distractions.
Try unconventional interviewing techniques, such as skills assessment exercises, simulations (even virtual reality is possible these days), case studies and problem-solving.
Continuously review and adapt your recruitment procedures taking into account candidates' feedback and suggestions.
By following these suggestions, you can eliminate hidden discrimination and bias that you may not have even thought of, and considerably widen the pool of potential candidates.
Additional suggestions if you already know that an autistic person will be attending the interview:
If possible, familiarise the candidate with the interview questions before the interview.
Do not sit directly opposite the candidate, as this may cause discomfort for the person and make communication more difficult.
Before asking a question, explain the context and what you are looking for in the answer.
If the candidate prefers visual information, consider providing visual aids to make it easier to find their way around.
Be patient and understanding; an autistic person may need extra time to understand questions or formulate answers. Remember, this does not mean that the person is slow, works slowly, or does not understand what is going on around them!
The project is funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or European Commission. Neither the European Union nor the granting authority can be held responsible for them. Project Number: 2023-1-SE01-KA220-VET-000156500.