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Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates

Brian Garrod Orcid Logo, Marcus Hansen Orcid Logo

Equality, Diversity and Inclusion: An International Journal

Swansea University Author: Brian Garrod Orcid Logo

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DOI (Published version): 10.1108/edi-10-2023-0339

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PurposeThis study examines how the traditional job interview might form an obstacle to autisticpeople obtaining employment. It then offers a range of strategies that could make thetraditional job interview more effective in allowing employers to identify and hire autisticemployees.Design/methodology...

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Published in: Equality, Diversity and Inclusion: An International Journal
ISSN: 2040-7149
Published: Emerald 2024
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URI: https://cronfa.swan.ac.uk/Record/cronfa67160
first_indexed 2024-07-22T15:24:32Z
last_indexed 2025-01-09T20:30:05Z
id cronfa67160
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spelling 2024-12-13T14:51:12.9562723 v2 67160 2024-07-22 Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates 4f81981d78ed3082b232463da24d1bb9 0000-0002-5468-6816 Brian Garrod Brian Garrod true false 2024-07-22 CBAE PurposeThis study examines how the traditional job interview might form an obstacle to autisticpeople obtaining employment. It then offers a range of strategies that could make thetraditional job interview more effective in allowing employers to identify and hire autisticemployees.Design/methodology/approachA triangulated, qualitive approach is employed, comprising (i) five focus groups with a totalof 23 students at a UK university who identity as autistic, and (ii) semi-structured interviewswith five of their professional support practitioners. Thematic analysis was then applied toidentify causes, effects and possible solutions of the use of traditional recruitment interviews.FindingsThe analysis identified three main strategies, and two sub-strategies, for refining thetraditional 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.OriginalityThree original conclusions were drawn from the analysis: first, that while the traditionalinterview tends to be biased against autistic people, it is not in itself a particularly acutemethod for selecting job candidates; second, that the application of universal design toadapting the interview process would be beneficial not only to neurodivergent people, butalso to neurotypicals and employers; and third, that the fear of disclosure represents a majorobstacle to autistic people trusting in schemes intended to assist them. Journal Article Equality, Diversity and Inclusion: An International Journal 0 Emerald 2040-7149 Autism; Employment; Interview; Neurodiversity; Universal design 16 8 2024 2024-08-16 10.1108/edi-10-2023-0339 COLLEGE NANME Management School COLLEGE CODE CBAE Swansea University 2024-12-13T14:51:12.9562723 2024-07-22T16:17:22.2550954 Faculty of Humanities and Social Sciences School of Management - Marketing Brian Garrod 0000-0002-5468-6816 1 Marcus Hansen 0000-0002-5053-9667 2 67160__30938__40f29208efa245c4a2725bc50af933bf.pdf Dancing the interview dance Jly 2024.pdf 2024-07-22T16:23:56.4767523 Output 359197 application/pdf Accepted Manuscript true Author accepted manuscript document released under the terms of a Creative Commons CC-BY licence using the Swansea University Research Publications Policy (rights retention). true eng https://creativecommons.org/licenses/by/4.0/deed.en
title Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates
spellingShingle Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates
Brian Garrod
title_short Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates
title_full Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates
title_fullStr Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates
title_full_unstemmed Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates
title_sort Learning to dance the interview dance: the job interview as an obstacle to employment for autistic university graduates
author_id_str_mv 4f81981d78ed3082b232463da24d1bb9
author_id_fullname_str_mv 4f81981d78ed3082b232463da24d1bb9_***_Brian Garrod
author Brian Garrod
author2 Brian Garrod
Marcus Hansen
format Journal article
container_title Equality, Diversity and Inclusion: An International Journal
container_volume 0
publishDate 2024
institution Swansea University
issn 2040-7149
doi_str_mv 10.1108/edi-10-2023-0339
publisher Emerald
college_str Faculty of Humanities and Social Sciences
hierarchytype
hierarchy_top_id facultyofhumanitiesandsocialsciences
hierarchy_top_title Faculty of Humanities and Social Sciences
hierarchy_parent_id facultyofhumanitiesandsocialsciences
hierarchy_parent_title Faculty of Humanities and Social Sciences
department_str School of Management - Marketing{{{_:::_}}}Faculty of Humanities and Social Sciences{{{_:::_}}}School of Management - Marketing
document_store_str 1
active_str 0
description PurposeThis study examines how the traditional job interview might form an obstacle to autisticpeople obtaining employment. It then offers a range of strategies that could make thetraditional job interview more effective in allowing employers to identify and hire autisticemployees.Design/methodology/approachA triangulated, qualitive approach is employed, comprising (i) five focus groups with a totalof 23 students at a UK university who identity as autistic, and (ii) semi-structured interviewswith five of their professional support practitioners. Thematic analysis was then applied toidentify causes, effects and possible solutions of the use of traditional recruitment interviews.FindingsThe analysis identified three main strategies, and two sub-strategies, for refining thetraditional 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.OriginalityThree original conclusions were drawn from the analysis: first, that while the traditionalinterview tends to be biased against autistic people, it is not in itself a particularly acutemethod for selecting job candidates; second, that the application of universal design toadapting the interview process would be beneficial not only to neurodivergent people, butalso to neurotypicals and employers; and third, that the fear of disclosure represents a majorobstacle to autistic people trusting in schemes intended to assist them.
published_date 2024-08-16T20:45:58Z
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score 11.048302

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