Employment Engagement and Support in Developmental Disability: Perspectives from Quebec

Autisme et travail: L’emploi devient accessible aux étudiants autistes, is a guide developed by HANDISUP to support employers in the aim of creating accessible workplaces for autistic employees. It offers strategies to accommodate to employee needs and promote success in employment. Strategies that may make the workplace more accessible are conveyed as follows:

1. Offer on the job interviews in place of traditional sit-down interviews whenever possible.

This can help potential employees demonstrate their skills and abilities without facing challenges with the social norms and conventions of the traditional interview process.

2. Understand your environment and make accommodations as necessary.

People with autism may be hypo- or hyper-sensitive to a variety of sensory inputs such as lights, smells and noises, which could cause them to avoid certain environments or situations. Consider designating a resource or break space to allow the employee to remove themselves from situations they find overwhelming, if needed.

3. Be clear about expectations and social norms within the workplace.

Since social norms are unwritten rules that must be deciphered by the employee, they can be a source of stress and make adapting to the workplace difficult. Consider specifying etiquette rules and hygiene expectations, indicating when discretion is required, and explain how the hierarchy works within the workplace. It is important to specify and clearly communicate expectations even if you think they are obvious, as the employee may not have the same understanding.

4. To help the employee not miss critical social/workplace information, it may be helpful to explicitly communicate requirements on a regular basis.

Autistic people can sometimes struggle with interpreting the intentions and thoughts of others and deducing responses. They may also have difficulty maintaining eye contact with others and understanding body language or facial expressions.

5. Be organized and break down tasks.

It may be helpful to list the steps and details which are required for the employee to complete a task, including specific date and time deadlines. Try to avoid being abstract with statements like “when you get a chance” as this can cause anxiety and make meeting reasonable expectations difficult.

6. Account for changes and unpredictability.

Structure is very important to many autistic people, meaning that rules and procedures may be helpful and likely will be respected. This means that unexpected situations such as emergencies or changes to routine such as a staff training day may cause significant stress and anxiety, causing the employee to appear rigid and inflexible. It is therefore important to communicate, ahead of time, the procedures that are to be followed in the case of an unpredictable situation or emergency such as a fire alarm. A resource person could also be designated to reassure and support the employee at these times.

7. Invite but don’t force participation in social conversations or events.

Casual conversations during free times such as breaks or while completing a work task may be dysregulating to some autistic people. It is therefore important to make efforts to invite and include the employee in this socialization without forcing them to participate if they choose not to.

8. Make time to let employees share their thoughts.

An autistic employee may not speak up in a group setting such as a team meeting. Consider making time for each employee in the group to share their thoughts or opinions at the end of meetings or in moving toward making a decision.

9. Be aware of signs that could indicate dysregulation or concentration.

Some autistic people have the tendency to repeat gestures, phrases or behaviours, which could indicate dysregulation or concentration.

10. Consider seeking out a job coach.

A job coach can support with hiring, onboarding, and implementing accommodations that meet the needs of an autistic employee.

For more details, see Autisme et travail: L’emploi devient accessible aux étudiants autistes. (Handisup Normandie, 2018).  [French resource only]

Partnership for Employment Support is a collaborative project which includes La Fédération québécoise de l’autisme (FQA) and researchers from McGill University as well as many other employment support practitioners, organizations, and members of the autism community.

The aim of Partnership for Employment is to promote inclusive employment for people with autism and people with intellectual disability. They have developed helpful Infographics for various audiences, as exemplified below. Visit the Partnership for Employment Support website to download the Infographics!

For Potential Employers

• Autism, intellectual disabilities and employment: With free services from a job coach, employers and employees both benefit!

This infographic features “fears vs. realities” and “challenges vs. adjustments” associated with employing a person with autism or intellectual disability. For example, the concern that an autistic employee may be less productive than another employee is countered with the reality that employers report these employees to be highly efficient and motivated, have low levels of absenteeism and produce quality work.

For Educators

• Let’s be proactive about employment for students on the autism spectrum. 

This infographic highlights obstacles to the employment of students on the autism spectrum and offers ways to introduce employment-related skills early, such as personalized supports, supervised internships, and disability awareness training for employers.

For Decision Makers

Several infographics are offered for decision makers, with specific information about diverse disability groups. Examples are below.

• Inclusive employment for people with autism or intellectual disabilities – Support services make a difference!

This infographic indicates that less than 1 in 5 people with autism and intellectual disability in Quebec have a job or are looking for employment. Adequate workplace supports and accommodations not only can make regular employment possible, but also support the development of positive self-esteem, autonomy, social inclusion, and a sense of purpose and contribution. Employment support services are a critical element of social inclusion, alongside financial support and specialized services.

• Investing in employment services pays off – Autism. 

This infographic suggests that the low employment rate of 1 in 7 autistic people in employment reflects missed potential and higher societal costs. Investing in employment supports for people with autism can help people maintain employment, increase their financial autonomy and quality of life, and reduce future needs of the individual and costs to society.

• Investing in employment services pays off– Developmental disability. 

Focusing on people with developmental disabilities, this infographic indicates that the currently low rate of 1 in 5 people with developmental disabilities in employment decreases potential and increases high societal costs. Investing in employment supports for people with autism pays off by helping people maintain employment, increase their financial autonomy, increase quality of life, and reduce future needs of the individual and costs to society.

For Job Coaches

Several infographics are offered for job coaches, with specific information about diverse disability groups. Examples are below.

• Job coaching for people on the autism spectrum.

This infographic focuses on three areas in which job coaches can support autistic people: developing work skills, offering personalized support, and creating a positive work environment. Developing work skills can include simulation and practicing in the work environment through video and peer feedback, development of workplace social skills and preparation for the transition to work while in high school. Personalized support may entail ongoing, onsite, and flexible supports that value employee autonomy.
Suggestions for supporting the creation of a positive work environment include encouraging the provision of opportunities and choices, concrete and clear expectations surrounding tasks and regulations, the development of an understanding of both autism and the individual employee, and the development of a workplace that is both respectful and responsive to employee needs.

• Job coaching for people on with developmental disabilities. 

This infographic focuses on three areas in which job coaches can support people with developmental disabilities: developing work skills, offering personalized support, and creating a positive work environment. Developing work skills can include simulation and practicing of the work environment, video and peer feedback, development of workplace social skills and preparation for the transition to work while in high school. Personalized support may entail ongoing, onsite, and flexible supports that value employee autonomy.
Suggestions for supporting the creation of a positive work environment include encouraging the provision of opportunities and choices, concrete and clear expectations surrounding tasks and regulations, the development of an understanding of both autism and the individual employee, and the development of a workplace that is both respectful and responsive to employee needs.