Autism is a term covering a wide
range of conditions that reflect neurological differences among people. It can
cause social barriers which may affect the lives of people with autism at
work. There are about 332,600 people of working age in the UK with autism.
However, only 15 per cent of adults with autism are in full-time employment and
only 9 per cent are in part-time work.
Autism in the
workplace, written for the TUC by Janine Booth, aims to inform union
reps and workers of the facts around the condition, and advice on how to
support autistic staff to ensure they get the adjustments they may need
– and are legally entitled to.
The guide explains the
difficulties autistic people can face at work, and suggests a number
of changes that an employer can implement to make the workplace more
autism-friendly, including:
- a relaxation space in the
workplace, like a quiet room
- reduction in an overload of
distractions in the workplace, like maximising natural light, and enabling
easy control of light and temperature
- information about autism and
support services available so that all workers can access
it
- providing paid time off for
union reps to attend training and events about autism
- all instructions and policies to
be written and communicated clearly and accurately
- training for managers about
autism, including recognising autistic positives and
skills
- all changes to working practices
to be negotiated with the union, and proper notice given before they are
introduced.
TUC General
Secretary Frances O’Grady said: “All too
often, people who are autistic can face challenges and obstacles at work due to
ignorance and prejudice around their condition.
“Our new workplace
guidance gives union reps and employees the information they need to support
autistic work colleagues and make plans for any potential problems before they
arise.”
Case studies from the
report:
Andrew Beck,
who has Asperger’s Syndrome and learning difficulties, had worked as
a golf club green keeper since 1986. He had no problems at work until the
appointment of a new head green keeper in 1999. His new boss:
- told him to wear highly visible
clothing and a red cap to distinguish him from other staff and to alert
golfers to his presence
- banned him from using a
motorised vehicle and made him cart heavy equipment in a
wheelbarrow
- gave Andrew duties which
involved an unfair amount of heavy work, often without breaks of lighter
work, in contrast to other green keepers
- approached him from behind and
violently knocked a rake out of his hands, then pushed him out of the way,
using bad language
- accused him of not pulling his
weight and used a stream of obscenities
- subjected Andrew to a cheap joke
by giving him a child’s game as his staff Christmas
present
- gave him a verbal warning
because of alleged numerous instances of failing to carry out
tasks.
The employer did not communicate
with Andrew properly and he had no-one to talk about his anxieties. In
2007, Andrew resigned because of continuing pressure and its effect on his
health. Andrew won an Employment Tribunal claim for constructive dismissal
and disability discrimination, and was awarded
£78,000.
Adam
O’Dee, who has Asperger’s syndrome and dyslexia, worked as
a chef at a hotel from February 2010, having been introduced by Remploy,
which helps disabled people find work. His boss paid him £95
per week – less than half the minimum wage – because he
thought he could get away with it. He was not paid for working extra
hours at weekends and busy times like Christmas. The boss claimed
that Adam had to be ‘carried and pampered’. He threatened to
sack Adam for ‘taking too much off the end of a cucumber’; and
threw frozen bread rolls around the kitchen after wrongly blaming him for
not taking them out of the freezer. Eventually, Adam resigned,
complaining of harassment and victimisation. Adam won an Employment
Tribunal claim for unfair dismissal, disability discrimination and breach
of minimum wage law, and was awarded more than £40,000.
NOTES TO
EDITORS:
- Autism in the
workplace is available at www.tuc.org.uk/sites/default/files/Autism.pdf
- Janine Booth is a member
of the TUC Disabled Workers Committee and the committee of Autistic-UK.
She is a former member of the national Council of Executives of the Rail,
Maritime and Transport union (RMT). Janine runs Autism in the Workplace
training events with the Workers’ Educational Association (WEA). You
can contact her on j.booth@rmt.org.uk
- All TUC press releases can be
found at www.tuc.org.uk
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@tucnews