Access to Employment: A Comparison of Autistic, Neurodivergent and Neurotypical Adults' Experiences of Hiring Processes in the United Kingdom

Autor/inn/en	Davies, Jade; Heasman, Brett; Livesey, Adam; Walker, Amy; Pellicano, Elizabeth; Remington, Anna
Titel	Access to Employment: A Comparison of Autistic, Neurodivergent and Neurotypical Adults' Experiences of Hiring Processes in the United Kingdom
Quelle	In: Autism: The International Journal of Research and Practice, 27 (2023) 6, S.1746-1763 (18 Seiten) PDF als Volltext Verfügbarkeit
Zusatzinformation	ORCID (Davies, Jade) ORCID (Heasman, Brett) ORCID (Pellicano, Elizabeth) ORCID (Remington, Anna)
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1362-3613
DOI	10.1177/13623613221145377
Schlagwörter	Autism Spectrum Disorders; Personnel Selection; Job Applicants; Foreign Countries; Adults; Experience; Recruitment; Employers; Self Disclosure (Individuals); Barriers; Social Bias; Attitudes toward Disabilities; Individual Characteristics; Feedback (Response); Job Skills; Employment Interviews; Environmental Influences; United Kingdom + Suchen Sie Ihr Suchwort? Autism; Autismus; Personalauswahl; Personalentscheidung; Bewerber; Ausland; Erfahrung; Recruiting; Rekrutierung; Personality characteristic; Personality traits; Persönlichkeitsmerkmal; Produktive Fertigkeit; Employment interview; Employment interviewing; Einstellungsgespräch; Bewerbungsgespräch; Environmental influence; Umwelteinfluss; Großbritannien
Abstract	Autistic people face high unemployment rates. One reason for this may be that hiring processes are inaccessible. This study aimed to establish autistic people's unique experiences of hiring processes in the United Kingdom, by comparing them to the experiences of non-autistic neurodivergent people and neurotypical people. Using qualitative and quantitative data from 225 autistic, 64 non-autistic neurodivergent and 88 neurotypical adults, we identified a series of (dis)similarities in participants' views and experiences of recruitment for employment. Similarities across the three groups included: (1) frustration with the focus on social skills; (2) a perceived need for more flexible hiring processes; (3) a desire for more clarity; and (4) the importance of the environment. Participants also acknowledged the important role employers play in one's decision to disclose a diagnosis or access need. Yet, autistic people faced a set of unique barriers to successful recruitment, over and above those that non-autistic people faced. For example, the perceived pressure to mask autistic traits to succeed and concerns about stigma and discrimination. Participants' recommendations for improvements included the use of more practical recruitment strategies (e.g. work trials), more clarity about what to expect, and improvements in recruiters' understanding of the challenges autistic and neurodivergent candidates may face. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2024/1/01