Empower Autism

How To Improve Employers Understanding Of The ASD Community To Improve Employment Rates

Guest Blog – Andrew Marsh, Author | Speaker | Coach | PSA Scotland Speaker Factor Winner 2020 | Working with employers to better manage Asperger’s Syndrome at work.

People with an autism spectrum disorder, ASD, that includes those with Asperger’s Syndrome are highly skilled and talented people but are grossly under utilised in the workplace. This needs to change.

Some of the key strategies and management practices that support people with an ASD at work shall be shared which will enable a more inclusive and diverse workforce to be employed across most business sectors.

In the UK only 16% of people with an ASD are in full time employment. A further 16% have part time work. This compares to a national average of 47% of disabled people who have some form of employment and 80% of abled bodied people who have jobs.

Some of the key skills that people with an ASD possess are:-

·      Innovative approaches

·      Attention to detail

·      High levels of expertise

·      Integrity and honesty

·      Methodical approach

·      Deep focus

In Australia and elsewhere across the world, there is an IT company that exclusively employs people with an ASD as their technical specialists with 75% of all staff having an ASD. More can be found about auticon below.


Imagine the benefits to your company if you employed people with an ASD.

However, having talented employees is only part of the story. To get the best from any employee, particularly one with an ASD, they need to be managed so that their skills are encouraged and developed allowing the individual to flourish and the business excel.

Three of these techniques are the brief, the safe space and feedback.

The brief.

In taking on any new task, it is essential that the person doing the work is given a full and thorough brief setting out in clear and precise steps what is expected of them.

The safe space.

Sometimes, someone with an ASD can become overwhelmed which might lead to an incident at work. By allowing them to go to a safe space away from the hullabaloo of the work environment they will be able to calm down and relax so that they can return to work after a short while.


It is important to have an honest review of the work done with the person who has a ASD so that lessons can be learnt, good practices reinforced and areas where improvement is necessary be identified and implemented.

Those who have an ASD, including those with Asperger’s Syndrome are highly skilled, under utilised and eager for work. There are many simple, effective and low cost techniques that can be employed to get the best from them allowing the individual and the business to thrive.

See more here https://lnkd.in/enR3qETD

Instead of focussing on the LABEL, focus on what someone is ABLE to do.

If you would like to know more about the author and how he can help you identify and better manage those with Asperger’s Syndrome at work, please get in touch at http://www.andrewmarsh.co or email him at info@andrewmarsh.co

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