Journal article 679 views 170 downloads
Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates
,
Marcus Hansen
Equality, Diversity and Inclusion: An International Journal
Swansea University Author:
Brian Garrod
-
PDF | Accepted Manuscript
Author accepted manuscript document released under the terms of a Creative Commons CC-BY licence using the Swansea University Research Publications Policy (rights retention).
Download (350.78KB)
DOI (Published version): 10.1108/edi-10-2023-0339
Abstract
Purpose: This study examines how the traditional job interview might form an obstacle to autistic people obtaining employment. It then offers a range of strategies that could make the traditional job interview more effective in allowing employers to identify and hire autistic employees. Design/metho...
| Published in: | Equality, Diversity and Inclusion: An International Journal |
|---|---|
| ISSN: | 2040-7149 2040-7157 |
| Published: |
Emerald
2024
|
| Online Access: |
Check full text
|
| URI: | https://cronfa.swan.ac.uk/Record/cronfa67160 |
| Abstract: |
Purpose: This study examines how the traditional job interview might form an obstacle to autistic people obtaining employment. It then offers a range of strategies that could make the traditional job interview more effective in allowing employers to identify and hire autistic employees. Design/methodology/approach: A triangulated, qualitive approach is employed, comprising (i) five focus groups with a total of 23 students at a UK university who identity as autistic, and (ii) semi-structured interviews with five of their professional support practitioners. Thematic analysis was then applied to identify causes, effects and possible solutions of the use of traditional recruitment interviews. Findings: The analysis identified three main strategies, and two sub-strategies, for refining the traditional job interview with the aim of assisting more autistic people to find suitable work: abandoning the traditional interview, adapting it (divided in to adjusting and augmenting substrategies), and accepting it as necessary. Originality: Three original conclusions were drawn from the analysis: first, that while the traditional interview tends to be biased against autistic people, it is not in itself a particularly acute method for selecting job candidates; second, that the application of universal design to adapting the interview process would be beneficial not only to neurodivergent people, but also to neurotypicals and employers; and third, that the fear of disclosure represents a major obstacle to autistic people trusting in schemes intended to assist them. |
|---|---|
| Keywords: |
Autism; Employment; Interview; Neurodiversity; Universal design |
| College: |
Faculty of Humanities and Social Sciences |