Melissa H Black1,2, Soheil Mahdi3, Benjamin Milbourn1,2, Melissa Scott1,2, Alan Gerber4, Christopher Esposito4, Marita Falkmer1,2,5, Matthew D Lerner4, Alycia Halladay6,7, Eva Ström8, Axel D'Angelo3, Torbjorn Falkmer1,2,9, Sven Bölte1,2,3,10, Sonya Girdler1,2. 1. School of Occupational Therapy, Social Work and Speech Pathology, Curtin University, Perth, Western Australia, Australia. 2. Curtin Autism Research Group, Curtin University, Perth, Western Australia, Australia. 3. Center of Neurodevelopmental Disorders (KIND), Centre for Psychiatry Research; Department of Women's and Children's Health, Karolinska Institutet, & Stockholm Health Care Services, Region Stockholm, Stockholm, Sweden. 4. Stony Brook University, New York, Stony Brook, New York, USA. 5. CHILD, Swedish Institute for Disability Research, School of Education and Communication, Jönköping University, Sweden. 6. Autism Science Foundation, New York, New York, USA. 7. Department of Pharmacology and Toxicology, Rutgers University, New Jersey, USA. 8. Swedish Public Employment Service, Unit for Rehabilitation and Work, Hallunda-Norsborg, Stockholm, Sweden. 9. Pain and Rehabilitation Centre, Department of Health, Medicine and Caring Sciences, Linkoping University, Linkoping, Sweden. 10. Child and Adolescent Psychiatry, Stockholm Health Care Services, Region Stockholm, Stockholm, Sweden.
Abstract
Employment rates for autistic individuals are poor, even compared to those from other disability groups. Internationally, there remains limited understanding of the factors influencing employment across the stages of preparing for, gaining, and maintaining employment. This is the third in a series of studies conducted as part of an International Society for Autism Research (INSAR) policy brief intended to improve employment outcomes for autistic individuals. A multi-informant international survey with five key stakeholder groups, including autistic individuals, their families, employers, service providers, and researchers, was undertaken in Australia, Sweden, and the United States to understand the facilitators and barriers to employment for autistic adults. A total of 687 individuals participated, including autistic individuals (n = 246), family members (n = 233), employers (n = 35), clinicians/service providers (n = 123), and researchers (n = 50). Perceptions of the facilitators and barriers to employment differed significantly across both key stakeholder groups and countries, however, ensuring a good job match and focusing on strengths were identified by all groups as important for success. Key barriers to employment included stigma, a lack of understanding of autism spectrum disorder (ASD) and communication difficulties. Results suggest that a holistic approach to employment for autistic individuals is required, aimed at facilitating communication between key stakeholders, addressing attitudes and understanding of ASD in the workplace, using strength-based approaches and providing early work experience. Autism Res 2020, 13: 1195-1214.
Employment rates for autistic individuals are poor, even compared to those from other disability groups. Internationally, there remains limited understanding of the factors influencing employment across the stages of preparing for, gaining, and maintaining employment. This is the third in a series of studies conducted as part of an International Society for Autism Research (INSAR) policy brief intended to improve employment outcomes for autistic individuals. A multi-informant international survey with five key stakeholder groups, including autistic individuals, their families, employers, service providers, and researchers, was undertaken in Australia, Sweden, and the United States to understand the facilitators and barriers to employment for autistic adults. A total of 687 individuals participated, including autistic individuals (n = 246), family members (n = 233), employers (n = 35), clinicians/service providers (n = 123), and researchers (n = 50). Perceptions of the facilitators and barriers to employment differed significantly across both key stakeholder groups and countries, however, ensuring a good job match and focusing on strengths were identified by all groups as important for success. Key barriers to employment included stigma, a lack of understanding of autism spectrum disorder (ASD) and communication difficulties. Results suggest that a holistic approach to employment for autistic individuals is required, aimed at facilitating communication between key stakeholders, addressing attitudes and understanding of ASD in the workplace, using strength-based approaches and providing early work experience. Autism Res 2020, 13: 1195-1214.