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Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates

Brian Garrod Orcid Logo, Marcus Hansen

Equality, Diversity & Inclusion: An International Journal

Swansea University Author: Brian Garrod Orcid Logo

Abstract

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 & Inclusion: An International Journal
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URI: https://cronfa.swan.ac.uk/Record/cronfa67160
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first_indexed 2024-07-22T15:24:32Z
last_indexed 2024-07-22T15:24:32Z
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spelling v2 67160 2024-07-22 Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates 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 & Inclusion: An International Journal Autism; Employment; Interview; Neurodiversity; Universal design 0 0 0 0001-01-01 COLLEGE NANME Management School COLLEGE CODE CBAE Swansea University 2024-07-22T16:24:34.1084830 2024-07-22T16:17:22.2550954 School of Management Brian Garrod 0000-0002-5468-6816 1 Marcus Hansen 2
title Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates
spellingShingle Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates
Brian Garrod
title_short Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates
title_full Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates
title_fullStr Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates
title_full_unstemmed Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates
title_sort Learning to dance the interview dance:The job interview as an obstacle to employment for autistic universitygraduates
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 & Inclusion: An International Journal
institution Swansea University
college_str School of Management
hierarchytype
hierarchy_top_id schoolofmanagement
hierarchy_top_title School of Management
hierarchy_parent_id schoolofmanagement
hierarchy_parent_title School of Management
document_store_str 0
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 0001-01-01T16:24:32Z
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