1. Fertig H, Martin N, Waltz M. Guest editorial. Advances in Autism;2021;7(1):1-2.

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2. López B, Kargas N, Udell J, Rubín T, Burgess L, Dew D, McDonald I, O’Brien A, Templeton-Mepstead K. Evaluation of the ACE employment programme: helping employers to make tailored adjustments for their autistic employees. Advances in Autism;2021;7(1):3-15.

Purpose The purpose of this study was to explore the views of autistic people, carers and practitioners regarding the barriers autistic employees face at work (Study 1) and to use these views to inform the design of an employment programme for autistic employees without learning disabilities (Study 2). Design/methodology/approach In Study 1, 16 (20%) carers, 17 (21%) practitioners and 47 (59%) autistic adults who had been or were currently employed, answered a survey regarding barriers at work. Study 2 evaluates the efficacy of a set of profiling assessment tools (PA) developed to help employers make individually-tailored adjustments for their autistic employees by delivering an employment programme consisting of 15, 8-week work placements. Findings In Study 1, only 25% of autistic adults reported having had adjustments in the workplace and all groups reported this as the main barrier – alongside employers’ lack of understanding. Two sets of results demonstrate the efficacy of the PA tools in addressing this barrier. First, a comparative cost simulation revealed a cost-saving in terms of on-job support of £6.67 per participant per hour worked relative to published data from another programme. Second, 83% of autistic employees reported having had the right adjustments at work. Research limitations/implications This is an exploratory study that did not include a comparison group. Hence, it was not possible to evaluate the efficacy of the PA tools relative to a standard employment programme intervention, nor to assess cost reduction, which currently is only estimated from already available published data. Practical implications Overall the findings from these studies demonstrate that the time invested in the high-quality assessment of the profile of autistic employees results in saving costs over time and better outcomes. Originality/value The originality of the Autism Centre for Employment programme resides in that, unlike other programmes, it shifts the focus from helping autistic employees to helping their employers.

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3. Pesonen H, Waltz M, Fabri M, Syurina E, Krückels S, Algner M, Monthubert B, Lorenz T. Stakeholders’ views on effective employment support strategies for autistic university students and graduates entering the world of work. Advances in Autism;2021;7(1):16-27.

Purpose This paper aims to examine effective support strategies for facilitating the employment of autistic students and graduates by answering the following research question: What constitutes effective employment support for autistic students and graduates? Design/methodology/approach Data were collected using the method of empathy-based stories (MEBS) as part of a multinational European project’s Web-based survey. The data consisted of 55 writings about effective strategies and 55 writings about strategies to ]avoid when working with autistic students and graduates. The material was analysed using qualitative inductive content analysis. Narratives were created to illustrate desirable and undesirable environments and processes as they would be experienced by students, supported by original excerpts from the stories. Findings The analysis revealed that effective employment support for autistic students and graduates comprised three dimensions of support activity: practices based on the form and environment of support, social interaction support and autism acceptance and awareness. These dimensions were present in both recommended and not recommended support strategy writings. Originality/value The results add to the literature on autism and employment with its focus on the novel context of autistic university students and graduates. Effective strategies will be based on person-centred planning, to include not only the individual impact of autism but also individual career goals, workplace characteristics in the chosen field, employer needs and allocation of the right support. There is no one-size-fits-all strategy, but rather an individualized process is needed, focused on the identification of strengths, the adaptation of employment and work processes and improved understanding and acceptance of autism by management, colleagues and administration in the workplace.

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4. Hedley D, Spoor JR, Cai RY, Uljarevic M, Bury S, Gal E, Moss S, Richdale A, Bartram T, Dissanayake C. Supportive employment practices: perspectives of autistic employees. Advances in Autism;2021;7(1):28-40.

Purpose Employment can make an important contribution to individual well-being, for example, by providing people with a sense of purpose; however, autistic individuals face significant barriers to entering the workforce. This is reflected in high levels of underemployment and unemployment, with an estimated 80% of autistic people unemployed worldwide. This is higher than both other disability groups and people without disabilities. Research is needed to identify strategies that facilitate the sustained employment of autistic adults. This study aims to examine the perspectives of autistic individuals participating in a specialized employment program within the information and communication technology sector. Design/methodology/approach Three focus groups were conducted with nine adults on the autism spectrum. Data were analyzed using an inductive approach according to established guidelines, which included coding and categorizing data into themes. Findings Focus group analysis revealed four themes: trainees’ previous work experiences; expectations of the employment program; recruitment and selection processes; and training and transition. Several factors associated with the changes to the recruitment and selection process were found to benefit the autistic employees. Originality/value Few studies have characterized the work experiences of adults on the autism spectrum. Tailored employment processes that challenge traditional human resource management practices can increase the participation of autistic individuals in the workforce. Strategies for promoting the success of these programs are discussed.

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5. Cameron C, Townend A. How might we best support the effective and meaningful employment of autistic people and improve outcomes?. Advances in Autism;2021;7(1):41-48.

Purpose To determine the most appropriate and effective support to enable autistic people to gain and maintain employment in their chosen field. This paper aims to determine this and by which methods are most suitable for this kind of support, with a focus on mentoring. Design/methodology/approach Mentoring is an intervention that has shown promise in assisting people who encounter barriers in finding work (for example, Roycroft, 2014). This research was conducted to determine whether the mentoring of autistic adults is effective in helping them to gain and maintain employment. The study examined the mentoring records of 90 autistic adults who were in receipt of funded mentoring with 18 separate organisations across England. Findings The authors found that the nationally recognised statistic of autistic people in full-time employment as 16% (National Autistic Society, 2016) was ambitious and subject to regional variation. Based on the results of a programme providing employment and mentoring support that is available and accessible to autistic people, however, outcomes improve and employment is more likely to be achieved and maintained – including in areas of, especially low employment. It was found that 48% of autistic job seekers who were supported by specialist mentors found paid employment (full-time or part-time), demonstrating a 16% increase in paid employment between those who received mentoring support and those who did not. Research limitations/implications A wider study across the UK would first determine if the nationally recognised figure is incorrect and also highlight those areas of the country which perform particularly well or badly. Originality/value This paper believes that this is the only research of it is kind in the UK and that it is a springboard for others who have greater resources available to them. This study is two very early-career academics on the autism spectrum with limited resources available to us.

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6. Siedler A, Idczak-Paceś E. Difficulties in employment perceived by individuals with ASD in Poland. Advances in Autism;2021;7(1):49-59.

Purpose Individuals with an Autism Spectrum Disorder (ASD) diagnosis often desire to be useful to society and may have the ability to work. Unfortunately, in Poland as in other countries, most remain unemployed. The purpose of this paper is to determine the factors that make gaining and retaining employment difficult for people with autism from their perspective. Design/methodology/approach This paper presents a qualitative research synthesis, that explored experiences of 15 individuals with autism regarding the process of seeking and maintaining employment. In-depth interviews were conducted with each study participant, and four discussion panels were held with small groups. Findings The difficulties described by the study participants included lack of detailed information, anxiety, high stress levels and overcommitment. Some of them also reported that they were unable to find out the reasons for misunderstanding or dissatisfaction on the part of their employers. Social implications The paper emphasizes the need to increase public awareness and reliable knowledge about autism spectrum disorders. Originality/value The paper draws conclusions regarding common difficulties from the perspective of individuals with autism. It shows how features associated with autism can be related to specific problems at work or during the process of looking for it. It also indicates changes that should be made in the employers’ approach to help people with autism gain and retain employment.

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7. Lorenz T, Brüning CR, Waltz M, Fabri M. Not a stranger to the dark: discrimination against autistic students and employees. Advances in Autism;2021;7(1):60-72.

Purpose The purpose of this paper is to reveal barriers and their coherences between discrimination and self-perceived employability which students and employees on the autism spectrum often face and need to overcome. These include discrimination based on disability, when applying for a job or retaining employment. This research located barriers in three different categories: formality – problems that focus on organizational structures in the application process; social – communication and interaction problems; and job demand barriers – obstacles that epitomize work-related strains. Design/methodology/approach Barriers and discrimination can prevent individuals from accessing the labor market which can lead to severe consequences for an individual on the autism spectrum, such as poverty, social deprivation or lack of health promotion and equal treatment. Self-perceived employability can be regarded as an additional strength, as it describes the perception of an individual’s own skills and versatility to acquire and keep a job. In total, 53 German-speaking individuals on the autism spectrum participated in an online survey. Findings Results showed statistically significant coherences between both, formality and social barriers with discrimination. Formality barriers also indicated statistically significant coherences with self-perceived employability. A mediation model with discrimination as mediator between each category of barriers and self-perceived employability was examined. The non-significant results suggest that discrimination does not work as a superior construct but as a sole influence next to barriers and self-perceived employability. Originality/value Individuals on the autism spectrum epitomize a less common research approach. Moreover, diversity policies and practices in the workplace often do not focus on including individuals on the autism spectrum even though the employment rates for this specific group of potential highly qualified employees were reported to be consistently lower when compared to any other group of disabled people. Findings suggest possible starting points for future research, which are discussed alongside practical strategies to overcome barriers and change discriminatory attitudes toward skilled individuals on the autism spectrum.

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8. Cooper R, Kennady C. Autistic voices from the workplace. Advances in Autism;2021;7(1):73-85.

Purpose The purpose of this paper is to give autistic employees a voice, evaluate their work-based experiences and to disseminate the relevant recommendations of the Westminster AchieveAbility Commission report. Design/methodology/approach These experiences were identified through a questionnaire answered by 600 neurodivergent employees, including 95 autistic respondents. This allowed us to compare experiences across neurodivergent categories. Findings The overwhelmingly negative work-place experience is consistent at every stage unless managers had a good understanding of neurodivergence. This deteriorated further the more categories of neurodivergence identified with, and minority ethnicity. Few reasonable adjustments were made. Psychometric tests are experienced as disabling. No statistically significant differences were found between genders. Research limitations/implications The target group are not representative of the wider autistic population and the sample is relatively small. Further research could look at how managers come to understand neurodivergence, the utilisation of reasonable adjustments and how to promote neurodivergence awareness. Practical implications There need to be wholesale changes in recruitment and reasonable adjustments in the workplace, which will require substantial changes in attitudes. Social implications The experience of neurodivergent people in the work-place, including autistic employees, was more consistently negative than expected. It was difficult to find any autistic employees without disabling experiences. This paper hopes this will alert wider society to the issues and may serve to support more solidarity amongst neurodivergent people in relation to employment. The findings have already influenced The Advisory, Conciliation and Arbitration Service. Originality/value There is very little detailed research focussed on the work-place experience and voices of autistic employees and less research that considers the implications of neurodivergent overlaps in the workplace.

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9. Djela M. Change of autism narrative is required to improve employment of autistic people. Advances in Autism;2021;7(1):86-100.

Purpose This paper aims to identify common barriers to employment of autistic people and reasonable adjustments that address those barriers; to define autistic strengths and see how the prevailing narrative of autism is affecting employment. Design/methodology/approach This is a qualitative review of an online consultation amongst a group of 34 autistic adults that took place during April–October 2019. It includes anecdotal accounts and reviews of the themes contained therein. Findings Key barriers are, namely, deficit narrative of autism; misunderstandings and prejudices amongst senior management and work colleagues; bullying and peer pressure to isolate the autistic employee, leading to anxiety and mental health breakdown in absence of social support; managers making discriminatory choices believing it is the right business decision; the discriminatory nature of provisions, criteria and practices, failing to recognise strengths. Rather than imposing the manner of work, reasonable adjustments should be made to enable the autistic employee to function in his autistic way, achieving results. Research limitations/implications Qualitative nature; small self-selecting sample online; functioning and diagnosis not verified, themes derived subjectively. Practical implications The need to change the deficit narrative and redefine autistic strengths by autistic people themselves, to legitimise and normalise autistic way of functioning and adjust the managerial provisions, criteria and practices accordingly. Coaching autistic leaders to be the public role models would also help. Originality/value Identifying barriers and reasonable adjustments, from the perspective of lived experience. A new framework of assessing autistic competence and suitability for employment is proposed.

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