Asperger Syndrome and Disability Discrimination Act

I am looking for work and figured it may be a good idea to put together one side of A4 to try and express to employers how my Asperger Syndrome affects me, what "reasonable adjustments" could be made and get across that even though I have verbal communication and social interaction difficulties I am still employable. Sadly most employers see poor communication skills as an acceptable reason not to employ someone (in other words discriminate against them), yet if they saw a wheelchair as an acceptable reason not to then I am sure things would be somewhat different. Sadly people with Asperger Syndrome are no doubt discriminated against more than people in wheelchairs, whose only need for "adjustments" are things like a ramp, lift, height adjustable desk and so on. All very tangible easy to understand adjustments.

It is rather soul destroying to have mentioned a disability and be rejected for a job for reasons relating to that disability etc etc. In fact I am soon to be 30, have never had a job, and am beginning to despair, feeling I will probably never get a job of any kind. In fact due to not being able to get someone to offer me a job I am beginning to feel somewhat suicidal as I feel like my life has no purpose (I'm sure any of you happily in work would feel the same in my circumstances). I started putting together a website at asemp.co.uk but that's probably a waste of time, lol.

I have included a draft below and would welcome any opinions or suggestions.

Asperger syndrome

I have a mild form of autism called Asperger Syndrome (AS). AS is a hidden disability yet has a profound impact on employment prospects. Only 12% of people with the condition are in work (Lewis, 2009). Those in work are often not in positions utilising their skills or qualifications, and 79% of those on incapacity benefits, as I am, want to work (National Autistic Society, 2009). AS is primarily characterised by impairment in social communication, social interaction, and social imagination. For example, I have difficulty expressing myself and knowing when to start a conversation or what topic to talk about, picking up social cues, and also in making and maintaining social relationships. I can also have difficulty understanding or interpreting what other people are thinking, their feelings, and behaviour. As a result I have weak verbal communication and teamwork skills.

Reasonable adjustments at recruitment and interview

Due to AS I find interviews particularly difficult, and I consider them the sole barrier to employment. Past experience tells me I have some difficulty expressing and describing my abilities and previous experience effectively. I may come across as somewhat aloof or shy and unforthcoming. The DWP Access to Work scheme offers assistance for employers in providing a work trial for a person with disabilities. A work trial may provide a better view of my suitability for the position, and also of the position for myself. In terms of interviews, the following are some of the “reasonable adjustments” the National Autistic Society suggests to use when interviewing people with AS.

• Ask closed questions and avoid open questions. For example, asking “tell me about yourself” is very vague and the candidate may not be able to judge exactly what you want to know. A better question would be “tell me about any jobs/voluntary work you have done in the last five years”.
• Ask questions based on the candidate’s real/past experiences, for example “In your last job, did you do any filing or data input? What processes/procedures did you use to do this effectively?”
• Avoid hypothetical or abstract questions, for example “How do you think you’ll cope with working if there are lots of interruptions?” A better question would be “Think back to your last job. Can you tell us how you coped with your work when people interrupted you?”
• Be prepared to prompt the candidate in order to extract all the relevant information and gather sufficient information.

Reasonable adjustments in employment

I chose to apply for this position as I feel it is one I can excel and succeed at, despite my disability. To put my need for adjustments in perspective, I achieved a first class honours degree, and a pass with merit at masters level, with no adjustments in either course. Interaction on a one-to-one basis, for example in major project supervision, worked well. However, I found group work and giving presentations challenging, difficult, and stressful but I did not shy away from them. I anticipate employment, in itself, will provide an unrivalled opportunity to develop and improve these skills. This may be further facilitated with some adjustments and support. Reasonable adjustments could include some of the following. Written communication, such as email, may be preferable to verbal communication. If participation in large group meetings is difficult, a written summary of pertinent information may suffice. A quieter environment may increase productivity. Lewis (2009) writing on reasonable adjustments under the Disability Discrimination Act in relation to AS reports that a tribunal case suggested “increasing a worker’s appraisal rating because the score was lowered for a factor related to his communication style, which was related to his disability” (p. 65). Involvement with the DWP Access to Work scheme may also be beneficial.

Further information and references

Lewis, T. (2009), Proving disability and reasonable adjustments: A worker's guide to evidence under the DDA (Edition 3), available at: equalityhumanrights.com/uploaded_files/dda_workers_guide_reasonable_adjustments.doc a Central London Law Centre publication.

National Autistic Society, (2009), Campaign report: Don't write me off – Make the system fair for people with Autism, available at: dontwritemeoff.org.uk/Campaign-resources.aspx

The National Autistic Society's website has a section for employers of people with autistic spectrum conditions at: nas.org.uk/nas/jsp/polopoly.jsp?d=444

There is a book edited by Genevieve Edmonds, and Luke Beardon entitled “Asperger Syndrome & Employment” published in 2008. It covers a range of issues and has a chapter intended for employers.