Individuals with Asperger syndrome, part of the autism spectrum, experience particular difficulties with social interaction and communication. Despite having average (or above average) intellectual ability, the vast majority of these individuals fail to secure, or maintain, long term employment. Furthermore, high rates of anxiety are common in this group and this further compounds employment difficulties.



In this article we outline some of the difficulties experienced by those with Asperger syndrome in the workplace, as well as the role and responsibility of those working in HR Departments to support those with Asperger syndrome according to the Equality Act (2010). We provide specific ideas for interventions and support that may be appropriate to this group.



The article links to the HR Factsheet also available (see http://eprints.gold.ac.uk/5624/)

Hill, Elisabeth L.

McIntosh, Barbara

Perkins, David

Goldsmiths Research Online

89Equality and DiversityHR & Training Journal: issue 10Individuals with Asperger syndrome, part of the autism spectrum, experience particular difficultieswith social interaction and communication. Theseindividuals have average (or above average) intellectualability, a strong preference for routines, and difficulties in understanding specific aspects of language andcommunication, as well as other people’s thoughts, beliefsand intentions. They also experience problems identifying,describing and expressing their emotions. These issueslead to further problems organising routines and adaptingwhen unexpected outcomes arise, as well as poorinteraction with others.1 Despite high abilities in manyareas, including technical ability, rote memory, orattention to detail in some cases, only around 15% of thosewith Asperger syndrome are in employment, despite themajority being keen to work, and capable of doing so.2 Afurther common consequence is a high rate of mentalhealth difficulties, particularly anxiety and depression,estimated to affect around 65% of those with Aspergersyndrome.3 In the National Autistic Society’s ‘I Exist’campaign, a striking 67% of adults on the autism spectrumreported anxiety due to lack of adequate support at homeand/or work. 33% reported experiencing serious mentalhealth problems due to a lack of such support.4In general, more than one in four European adultsexperience mental health problems.5 In 2009, stress wasreported as the leading cause of long-term absence fromwork in non-manual workers, with each case of stress,anxiety and depression leading to an average of 30.2working days lost.6 However, in recent months there hasbeen a sharp rise in work related stress, with a 4-6%increase in stressors such as workload, conflict, jobsecurity and organisational change from spring 2009 tospring 2010, compared to an increase of 0.5-1% yearly inthe previous 16 years.7 Even greater pressure is likely tobe felt by those on the autism spectrum, particularlythose with additional mental health issues, who are atgreater risk from these pressures in the first place. The projectAfter receiving funding from Hoare’s Bank, the Foundationfor People with Learning Difficulties (FPLD) and NASProspects conducted a small project in which four adultswith Asperger syndrome were supported over a four tonine month period, out of an original cohort of ninereferrals. These individuals were recruited into the projectthrough their connections with Prospects. During theproject, a mental health occupational therapy specialistemployed by the FPLD and a Prospects’ employmentconsultant jointly ran sessions with each participantindividually, to identify areas of difficulty that impeded onthat person’s work and caused heightened levels ofanxiety. These areas were then addressed, and at the end ofthe study period we evaluated the improvements that hadbeen made. Case studies were outlined, with the Prospects’consultants being interviewed at this point for theirperspective and feedback.8‘With targeted, specific supportand understanding of a person’sdifficulties and potential,employees can be assisted in such away as to reduce – and ideallyeliminate – detrimental effects on either their mental health orwork productivity.’ObservationsNo ‘one issue fits all’The individuals in the study reported a large variety of issues, many of which were related to their mentalhealth wellbeing and affected their work. Although thesewere very specific, differing widely from participant toparticipant, and were often not directly related to work,they affected the participants’ work situation in direct andimportant ways. These issues included poor budgetingand time management skills as well as excessive timespent on MSN or internet dating sites.No ‘one solution fits all’During the project a variety of methods were used tosupport the participant in improving in the areasidentified. Given the difficulty faced by people withReaching andunderstandingElisabeth Hill, of Goldsmiths,University of London, BarbaraMcIntosh, of the FPLD, and DavidPerkins, of Prospects, underline theimportance of support and guidancein helping those with Aspergersyndrome to find work…Asperger syndrome in engaging with others, simplytalking about how they feel about a problem is not likelyto be a big success. In this project, successful strategiesincluded using Talk Blocks for WorkTM, which help toincrease the skills required for self-advocacy by promotingself-expression. This led to easier discussions with linemanagers, as well as reducing unnecessary routines andrituals, which allowed participants to engage moreappropriately with colleagues, and even to arrive at workon time. Anxiety reduction techniques (eg being aware ofchanges in heart rate when anxious9), computerisedinterventions (eg smartphone training10) and noise-cancelling headphones may also be beneficial.Organisational responsibilitiesAn organisation’s policy for those with additional needsmust be translated into practice, with appropriateindividuals implementing reasonable adjustments andensuring suitable support is provided.Direct links to the brainThe thoughts and behaviours of people with Aspergersyndrome can be explained by brain processes that differfrom those of other people.11 For example, those with anautism spectrum disorder (including Asperger syndrome)have a fundamental difficulty in understanding otherpeople’s minds, and thus their thoughts, desires andbeliefs, which has a significant impact on socialcommunication and interaction. This is often referred toas having poor theory of mind, or ‘mindblindness’. Whileadults with Asperger syndrome have learned many of therules of social communication, they are likely unable toread facial expressions and body language – for example,not knowing when to end a conversation with a colleaguewho has passed the time of day in the lift.‘Despite high abilities in manyareas, including technical ability,rote memory, or attention to detailin some cases, only around 15% of those with Asperger syndromeare in employment, despite themajority being keen to work, andcapable of doing so.’In the NAS Prospects and FPLD project, primary examplesof the consequences of specific difficulties relating toAsperger syndrome include poor planning and decisionmaking.12 These can hinder techniques often used to helpthose with mental health difficulties. Planning anddecision-making are highly involved in organisation andmultitasking, and as such have a major impact on dailylife and work stressors. All of the project participantsreported difficulties arising from not being able to stopone activity to start another (eg leaving for work), feelingincreased stress when something did not go to plan (egthe daily commute) and distractibility.Stress, anxiety and depression are the leading causes of long-term absence from work in non-manual workers, and people onthe autism spectrum, especially those with additional mental issues, are at greatest risk from these pressures90 Equality and DiversityHR & Training Journal: issue 1091Equality and DiversityHR & Training Journal: issue 10The law and advice availableDisability and equality laws, as well as health and safetylegislation, place a duty of care on employers to makereasonable adjustments for their disabled employees. Inturn, this places an onus on Human Resources (HR) andOccupational Health (OH) departments to guarantee thatthe appropriate supports are in place to ensure that those with a disability (including Asperger syndrome) donot face barriers to employment success. With this inmind, the purpose of the joint project was to explore howpeople with Asperger syndrome who experience mentalhealth problems can best be supported in the workingenvironment. The aim was to produce a set of guidelinesand information for HR and line managers.‘Disability and equality laws, as well as health and safetylegislation, place a duty of care onemployers to make reasonableadjustments for their disabledemployees. In turn, this places anonus on Human Resources (HR)and Occupational Health (OH)departments to guarantee that the appropriate supports are in place to ensure that those with a disability (includingAsperger syndrome) do not facebarriers to employment success.’In essence, it is important for those in HR to appreciatethat Asperger syndrome is considered a disability underboth the Disability Discrimination Act (DDA; 2004) andthe Equality Act (2010). Furthermore, individuals withAsperger syndrome:■ Are at increased risk of mental health problems;■ Can be invaluable to an organisation;■ Will engage differently to others with their colleaguesand managers. This needs to be considered in terms ofjob divisions, management choices and team working;■ Will require clear instructions and support whenlearning how to manage and organise their work taskswhen first employed, and in response to any jobchanges over time, as well as in response to changeswithin the team;■ Will benefit from having a clear and sensitive supportnetwork in place that might include OH support, HR,line manager and team awareness of their needs, aswell as – ideally – a mentor outside of their team to callupon when needed, to talk about work and socialissues that impact upon work.As with any disability, the needs of those with Aspergersyndrome are highly individual, and this relates also tothose who have additional mental health difficulties, mostcommonly anxiety. However, with targeted, specificsupport and understanding of a person’s difficulties andpotential, employees can be assisted in such a way as toreduce – and ideally eliminate – detrimental effects oneither their mental health or work productivity. This canbe achieved through a range of techniques and with theassistance of a variety of organisations. To download an HR factsheet on ASD, Employment & Mental Health, visit:www.gold.ac.uk/media/ASD%20employment%20mental%20health.pdf1 Klin A, Volkmar F R and Sparrow S S (Eds) (2000), Asperger syndrome.London: Guilford Press2 National Autistic Society (2008), Think Differently, Act Positively – PublicPerceptions of Autism3 Ghaziuddin M, Weidmer-Mikhail E and Ghaziuddin N (1998), Comorbidityof Asperger syndrome: a preliminary report. Journal of Intellectual DisabilityResearch, 42, 279-2834 www.autism.org.uk/Get-involved/Campaign-for-change/Our-campaigns/I-Exist.aspx5 EU green paper (2005), Improving the mental health of the population:Towards a strategy on mental health in the European Union section 3 andAnnex 26 Chartered Institute for Personnel and Development (2009), Linemanagement behaviour and stress at work. Updated guidance for linemanagers7 Chandola T (2010), Stress at Work British Academy Policy Centre8 Green D and Smith L (2009), Mindful of support, HR & TrainingJournal issue 79 HeartMath, www.heartmath.com10 Burke R V, Anderson M N, Bowen S L, Howard M R and Allen K D (2010),Evaluation of two instruction methods to increase employment options foryoung adults with autism spectrum disorders. Research in DevelopmentalDisabilities, 31, 1223-123311 Frith U (2003), Autism: Explaining the enigma Oxford: Blackwells12 Hill EL (2004), Executive dysfunction in autism Trends in Cognitive Sciences,8, 26-32Elisabeth Hill PhDDepartment of Psychology GoldsmithsUniversity of LondonTel: +44 (0)20 7919 7886e.hill@gold.ac.ukwww.gold.ac.ukBarbara McIntoshFoundation for People with LearningDisabilitiesTel: +44 (0)20 7803 1100bmcintosh@fpld.org.ukwww.learningdisabilities.org.ukDavid PerkinsProspects Employment ServiceTel: +44 (0)20 7704 7450prospects.london@nas.org.ukwww.autism.org.uk© Reproduced with the kind permission of publicservice.co.uk Ltd 2011

Reaching and understanding

https://research.gold.ac.uk/5684/1/HR_Hill_McIntosh_Perkins.pdf

Reaching and understanding

Abstract

Similar works

Full text

Available Versions

Goldsmiths Research Online