Autism Spectrum Teenagers - Why is it so hard to get work experience?

Despite all the research that has been done over recent years describing the benefits of employing young people on the autism spectrum, it seems that we have a long way to go before we, as a society, fully embraces the power of the kid with autism (and the adult, as well, mind you).

Evidence abounds that people who display autistic behaviours are actually the ideal employees. Those employers who have been brave enough to employ a person 'on the spectrum' attest to their:

• ability to get the job done without distraction (no social chitchat, slagging off for an hour or two, long lunches etc,)
• learning abilities which mean they usually only need to be shown how to do something once
• attendance record (they hardly take any time off, because, well, work days are work days)
• timekeeping prowess (if you want them to start at a particular time and finish at a particular time, they will be there)
• determination to do the job to the best of their abilities, and
• not providing minute-by-minute updates on just how great they are at their job (they just do it!)

So, I was mightily upset when a local dad posted on the local community facebook page just yesterday that, despite there being so many jobs coming up for young people where 'experience is not necessary' (we are in a beachside area where the crowds swell for summer), his 16 year old son had been rejected for upwards of a dozen jobs. No doubt he would have he had trouble completing the bizarre online form, and answering questions about 'where he would like to be in five years time' and 'how would he deal with an angry customer'.

Clearly, these kinds of stock-standard interview questions are anathema to people on the autism spectrum. They think from day to day, and long range plans are just not something within their scope. Likewise, dealing with a difficult situation can be learned, but without a context, a question like 'What would you do if...' is irrelevant to them. 

The other problem faced by young people with autism is the form-filling stage, which often eliminates them even before they get to the interview. People on the spectrum can be brutally honest, for example if asked about working preferences they might put down that they are not willing to work evenings because they don't understand the concept of evening, or they find it too vague - providing the actual time periods involved would lead to a better level of understanding on both sides.

Interview questions and forms aside, when you consider that a significant number of customers of  nurseries, fast food chains, supermarkets, cafes and hardware stores will demonstrate autistic traits, the owners and managers of these establishments would find added benefits in employing a broader range of workers with 'different gifts and talents'.

Thankfully, the power of social media worked well for this dad and his son - they received several invitations to attend workplaces, and, with a little bit of luck, this young man will be on his way to his first paycheck by now.

With a little support and education, I am sure that most employers would be happy to adapt their practices to enable them to find the right employees. I have developed a check list that I have used in my interactions with employers, which many have found very useful. If any potential employers, or parents of young people with autism would like a copy of this, just let me know by sending your email address in the comments section.