Emma Barrow

Sally Griffin
UWRT 1103 090
28 March 2016
The first paragraph provides background information on the examined group. The second
paragraph goes more into detail on the main idea of the research paper and introduces the
question to be investigated. Third paragraph and final paragraph were added to compare
employment approaches and to reach a conclusion. The citations page was refined and updated
accordingly.
Employment of ASD Individuals
To live an independent lifestyle in a civilized society, one of the most important things
needed is a source of sustainable income. People most commonly obtain this by using their
abilities for the production of a good or service to sell to others, an activity called employment.
This means even if they dont work for an organized business or have a solitary position, their
job will have at least some social aspects. For people with autism spectrum disorders, this can be
a challenge. The autism spectrum refers to a range of developmental disorders that include
autism, Asperger syndrome, PDD-NOS, and more. These conditions commonly manifest as poor
communication skills, difficulty bonding with peers, routinized behavior, sensory issues, and
sometimes learning disabilities (APA).
The functional skills of a person with ASD largely depend on the severity of their
symptoms. If a person with profound autism is able to work at all, it will likely be in a part-time

menial labor job more likely to serve the purpose of instilling independence skills than
supporting themselves or a family. People with Asperger syndrome or other high functioning
disorders typically are intellectually capable of getting a higher education and holding important
positions in the workforce. They may even have an advantage in technological fields (Grandin).
However, according to a 2013 study of 21-25 year olds who received special education services
while in high school, the job outlook for autistic high school graduates is rather grim. Only
53.4% reported having ever worked for pay, 33.6% were currently employed. Their average
salary is $8.10 and 20.9% have worked full-time. Minorities and low-income groups had a
greater disadvantage. In comparison, 88.2% of respondents with emotional disturbance,
averaging $11.90 an hour, and speech impairment, averaging $12 an hour, have been employed.
62% of those with mental retardation have been employed at an average of $9.60 an hour
(Roux). Less than a fifth have ever lived on their own (Anderson). Interestingly, autistics who
undergo vocational rehabilitation services have a higher rate of rehabilitation than people with
other disabilities (Smith). Naturally, people would want to try and understand this. A good first
step to take in investigating this would be to really try to learn what employment is like for
autistic people and the challenges it brings.
There are a number of approaches that people have taken to employing those with ASD.
Competitive employment is the standard for members of the American workforce. Applicants are
assumed to not need any extra support or intervention on the job. An ASD individual will have to
successfully conceal or work around their disability to fit in a competitive environment. Even if
they are hired, their salaries, benefits, and advancement opportunities will usually be lower than
their neurotypical coworkers (Capo). Disclosing their disability might allow them
accommodations that help them succeed, but they may also risk termination. Sheltered

workshops are specifically designed for disabled workers. While they provide an understanding
work environment and opportunities for socialization, the jobs usually consist of very simple
assembly line and packaging tasks done for minimum wage or less. The skills gained will likely
be insufficient for job opportunities in the mainstream workplace (Wysokci). Supported
employment allows autistic individuals to work in an integrated setting with equal pay and
benefits while providing them with support services to help them find and maintain their
occupation. There are different kinds of support. A job coach may be assigned to search for
appropriate employment opportunities and inform their client what skills they'll need. The coach
will also educate employers about their client, continuing their assistance as long as needed
(Mesibov). In an enclave, a job coach trains a group of several disabled workers before
introducing them into the main work setting. The coach will be available if further support is
needed. Enclaves are good for those with great work skills but limited social skills. There is also
the mobile crew approach in which a supervisor and a group of workers travel between locations
to perform contract work such as landscaping, cleaning, or construction. This option is wellsuited for rural areas with few large businesses. Finally, a small business can provide services
such as catering, technology, or printing that emphasize the strengths of autistic workers. The
familiar, close-knit environment would make it easier for employees to help and understand each
other while they regularly interact with members of the public (Reed).
People on the ASD spectrum are able and willing to do work, but many are still
unemployed. In competitive employment, employees find the most difficulty with
communication; while in supported employment, the most difficulty comes from formality. It
makes sense that it wouldnt be as hard to communicate in an environment designed to
accommodate those who have trouble communicating. However, it isnt as clear why formality is

more of a general problem in supported employment. It is possible that this is just the result of
formality appearing to be more of an obstacle relative to easier communication. There is no
significant difference in job satisfaction between either employment categories. Once again, the
work outcomes of an autistic person depends on the nature of their disorder. What will work for
one person, may not work for another. It will help for everyone involved to focus on strengths
and solutions as opposed to deficits (Lorenz). In conclusion, the setting is not as important as the
individual. More research should be done on the psychological aspects of autism in the
workforce.

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