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Inclusive Communication Model Supporting the Employment Cycle of Individuals with Autism Spectrum Disorders
Michał T Tomczak1, Joanna Maria Szulc2, Małgorzata Szczerska3
1Faculty of Management and Economics, Gdańsk University of Technology, 80-233 Gdańsk, Poland.
Summary
Improving workplace communication for individuals with autism spectrum disorder (ASD) is crucial. This study offers an inclusive model with recommendations for recruitment, onboarding, and retention to enhance employment opportunities for people with ASD.
Area of Science:
- Neurodiversity in the Workplace
- Autism Spectrum Disorder (ASD) Employment Strategies
- Communication in Human Resources
Background:
- Individuals with autism spectrum disorder (ASD) face significant interpersonal communication challenges impacting workforce participation and retention.
- Existing employment processes often do not accommodate the specific needs of individuals with ASD, leading to underrepresentation and difficulties.
- Understanding and adapting communication throughout the employment cycle is vital for inclusive hiring practices.
Purpose of the Study:
- To identify and analyze modifications in communication processes for recruitment, selection, onboarding, and job retention for individuals with ASD.
- To develop an inclusive communication model tailored to the unique characteristics and needs of employees with ASD.
- To provide actionable recommendations for improving workplace communication and support for neurodivergent employees.
Main Methods:
- Qualitative research methodology.
- Conducted 15 in-depth interviews with 21 field experts, including therapists, job trainers, and employers of individuals with ASD.
- Analysis of expert insights to inform the development of an inclusive communication model.
Main Results:
- Developed an inclusive communication model to support the employment cycle for individuals with ASD.
- Key recommendations include: modifying job advertisements, using less structured interviews, offering mentorship, and employing supportive, electronically mediated communication.
- Highlighted the necessity of tailored sensitivity and awareness training for both employees with ASD and their neurotypical colleagues, including management.
Conclusions:
- Implementing tailored communication strategies and training can significantly improve the employment experience and retention of individuals with ASD.
- An inclusive communication model fosters a supportive work environment, enabling individuals with ASD to leverage their talents effectively.
- Addressing communication barriers is essential for maximizing the potential of neurodivergent individuals in the workforce.
Keywords:
autism spectrum disorderscommunicationhuman resources managementjob retentionneurodiversityonboardingrecruitmentselectionMore Related Videos
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