Tag: workplace

New research suggests 6 in 10 autistic people afraid to be open about their diagnosis in the workplace

Almost 6 in 10 (58%) of people within Ireland’s autistic community fear that being open about their diagnosis to an employer would worsen their chances of finding their preferred role. This is according to new research published today by leading hiring platform IrishJobs and Ireland’s national autism charity AsIAm.

The Autism in the Workplace report, published just ahead of World Autism Day on Sunday, 2nd April, assesses the attitudes of more than 461 Irish autistic people and businesses of the workplace and employment. The report builds upon the findings made in the first edition of the Autism in the Workplace Report in March 2021.

Reasonable accommodations

According to the report, fears around disclosing their diagnosis and worsening their employment chances means that fewer than 20% of autistic people received any supports or reasonable accommodations during the recruitment process for their current role. 40% did not made their current employer aware of their diagnosis at all, while just 15% disclosed their diagnosis before or at interview stage.

This is in spite of the fact that 8 in 10 autistic people find most recruitment processes to be inaccessible to them.

80% of autistic people also said they would be likely to disclose their autism diagnosis if they were sure the employer or client would be supportive, however, the same percentage do not feel confident that employers, managers, colleagues and clients know enough about autism to support them.

In fact, of those autistic people in employment, more than half (51%) admit they find current supports and accommodations to be insufficient. Yet, the vast majority (94%) of autistic people believe that, with the right supports, they would be an asset to any business or organisation.

Lack of understanding

Compounding the lack of communication between autistic people and employers is a lack of understanding and education among businesses.

Only just over a third of businesses believe their staff know enough about autism to support an autistic colleague. In addition, half of the organisations surveyed said they don’t know what reasonable accommodations an autistic staff member might require. Just over two-thirds of recruiters also said they believe or are unsure about whether it would be more difficult to hire an autistic person, while 58% don’t provide unconscious bias training to interview panels which includes information about autism.

Despite these barriers, some signs of positive progress are emerging. The vast majority (98%) of recruiters who employ autistic people believe that they make a positive contribution to the workplace, with 50% claiming to have at least one autistic staff member, up 21% on the previous report. Over three-quarters of employers (84%) also say that new ways of working are opening up new opportunities to recruit autistic talent.

Available Government supports

The research suggests that more education is needed to bridge the gap between employers and autistic people. The Irish Government provides a number of supports for employers hiring autistic individuals. However, despite it being a 26% improvement on 2021, 58% of businesses surveyed in the report say they are unaware of the current supports and schemes.

The same problem arises when it comes to availing of supported employment or advocacy organisations. Just 23% of businesses have used supported employment or advocacy organisations to assist in recruiting or retaining autistic talent in the past, while almost a quarter are unsure if they have. Availing of these supports would help employers to further unlock the potential of autistic talent, 96% of whom believe that businesses and organisations can do more to provide employment or entrepreneurship opportunities for autistic people.

It would also support employers to put more structures in place for autistic people in the workplace. The majority of businesses have an official diversity and inclusion policy but only 23% said their policy covers people with autism. In addition, while improved by 15% on 2021, the majority of businesses (61%) still do not have or are unsure about whether they have a dedicated autism friendly policy. 10% said their business has one but they are not familiar with it, while just 29% said their business has one and it is strongly implemented.

Insights

Commenting on the new findings, Sam McIlveen, Managing Director, StepStone Ireland, parent company of IrishJobs, said: “At IrishJobs, we’re proud to publish our latest Autism in the Workplace Report in partnership with Ireland’s national autism charity AsIAm. From our previous report, published in 2021, we know that autistic people across Ireland face a number of challenges in the employment landscape and so, this year, we set out to gain a more up-to-date picture of the attitudes of more than 461 Irish autistic people and businesses of the workplace and employment.”

“Despite a number of improvements, including in relation to the number of autistic people employed across Ireland, it’s clear that several barriers remain to their full integration within the workplace. Foremost of these is the fear felt by autistic people around disclosing their diagnosis to a potential employer. This is compounded by a lack of confidence in the employer and the supports they can require.

“Despite the barriers that exist, there is evidence of green shoots. Compared to 2021, we see more employers reporting that they have autism-friendly practices in place, and more are aware of supports they need to recruit in this area. New ways of working are also opening up greater opportunities to recruit autistic talent. Amidst a tighter labour market for employers, at IrishJobs and AsIAm, we’re confident that the findings and recommendations contained in today’s report will create further opportunities for businesses not only to learn more about autism but to unlock the full potential of autistic talent.”

Adam Harris, CEO of AsIAm, said: “AsIAm, Ireland’s national autism charity, is delighted to present our latest Autism in the Workplace Report, in partnership with IrishJobs. The publication of this report builds on the findings made in our first edition in 2021 and on the significant work undertaken by our two organisations in opening a dialogue with employers on the importance of creating opportunities for autistic talent.”

“The survey clearly shows that autistic people would be more inclined to share their experiences and access support in the workplace if they could be confident in the response of employers. This requires planned outreach by employers and an openness to different approaches to recruitment than the traditional interview process which is the first great hurdle for many within our community. To address this challenge, employers need to think boldly about how to access talent from within a community that communicates, thinks and experiences the environment very differently to others.

Meanwhile, employers are also struggling to attract, recruit and support autistic talent. This is unsurprising when you consider that most businesses are unaware of current schemes or supports available to them. At AsIAm and IrishJobs, we are helping to address this challenge through our Same Chance Commitment and toolkit, which offers a step-by-step guide to becoming an autism-friendly employer and offers businesses the chance to pledge their support to create autism-friendly workplaces. By availing of these supports, businesses can not only learn more about how to support autistic talent in the workplace, but they can empower autistic people to be more open about their diagnosis, leading to a place of greater inclusivity and shared communication and understanding.”

To read the full IrishJobs I AsIAm 2023 Autism in the Workplace Report, visit www.irishjobs.ie.

Help Your Employees Work Better By Improving These Office Conditions

Are you looking for ways to increase the productivity of your team without having to invest in new technology or tools? You may be able to make a big difference simply by improving the office conditions. In this article, we will explore how making small changes to the office environment can help your employees work better and more efficiently. Read on to find out more!

How Office Conditions Can Affect Productivity

Working in a cluttered, cramped, or otherwise uncomfortable office can make it difficult to stay focused and productive. If your employees are struggling to get work done, it may be time to take a look at your office conditions and see if there are any improvements that can be made.

-Is the space well-lit? Glare from windows or overhead lights can cause eye strain and headaches, making it hard to focus on work. 

-Is the temperature comfortable? Too hot or too cold can make it difficult to concentrate. 

-Is the furniture comfortable and ergonomic? If employees are constantly shifting in their seats or hunched over their desks, they will likely have a harder time staying focused on their work. 

-Is there enough space for everyone to move around comfortably? If people are constantly bumping into each other or tripping over things, it will create a stressful environment that makes it hard to focus.

Technology in the Workplace

Technology has drastically changed the workplace over the last few decades. Computers, the internet, and email have made it possible for employees to be more productive than ever before. Moreover, integrating functional office equipment can significantly enhance the workplace environment. Essential tools like high-quality computers and printers make a significant difference. For instance, opting for a multifunction printer for small businesses, which consolidates printing, scanning, and copying, helps minimize clutter and streamline operations. Strategically placing this versatile device in an easily accessible location not only boosts efficiency but also serves as a gathering point for informal employee interactions during print tasks. 

However, technology can also be a major source of stress in the workplace. If not used properly, it can lead to distractions and interfere with productivity. Various desktop management services can help employers manage and monitor employee computer usage, allowing for greater control over how employees use technology in the workplace. Additionally, employers can provide employees with training on proper computer use, as well as policies that outline the acceptable use of technology. 

Physical Environment Considerations

 

  1. Lighting – Make sure the lighting in your office is adequate and not too harsh. Employees need to be able to see what they’re doing, but too much light can be jarring and make it difficult to concentrate.

 

  1. Temperature – The temperature in your office should be comfortable for everyone. If it’s too hot or too cold, employees will likely be distracted and less productive.

 

  1. Noise level – Minimize noise as much as possible so that employees can focus on their work. This may mean investing in sound-proofing materials or keeping common areas such as kitchens and break rooms quiet during business hours.

Social Environment Considerations

When it comes to improving office conditions to help employees work better, there are a few key social environment considerations to keep in mind. First, take a look at the overall layout of your office space and identify any areas where employees tend to congregate.This could be near the office coffee machine or water cooler, in the break room, or even just in common areas where people can easily strike up a conversation. See if there are any ways to encourage more positive interactions in these areas by adding comfortable seating, encouraging employees to take breaks together, or providing engaging games or activities.

 

Improving office conditions can help employees work better and be more productive. By creating a comfortable workplace environment, providing proper equipment, encouraging collaboration and communication between teams, and offering flexible working arrangements, employers can create an atmosphere that is conducive to productivity. With careful consideration of these factors, employers can ensure their employees are able to do their best work while improving job satisfaction overall.

Empowering a people-first culture in your workplace

The ways in which businesses in Ireland create and maintain their culture are changing. Previously, a business’s culture may have centred around its office, but in today’s do-anything, from-anywhere economy, this approach is no longer fit for purpose.

Recent figures from NUIG show that a considerable size of the workforce in Ireland still prefer remote or hybrid working model going forward. This has been further reinforced by the introduction of new measures aimed at giving employees the right to request remote work in the upcoming ‘Work Life Balance’. Ciara Dempsey, Regional Sales Senior Manager, Dell Technologies Ireland tells us more. 

It is evident then, that, today, a culture is less about location, rather it is a refocus on a set of shared values and standards that put people and performance front and centre. Business success depends on it.

This value-based, people-first approach should inform all areas of the business – from empathetic leaders who empower and lead by example, to designing responsive and trusted technologies that put the employee experience first.

This is reflected in Dell Technologies’ recent ‘Breakthrough’ research, which shows that nearly three-quarters of employees in Ireland expect their employer to provide the necessary tools and infrastructure to work flexibly, in a way that suits everyone. So how do you create a consistent, frictionless and secure experience, no matter where your employees are working from? And as importantly, how does it build, maintain and evolve your business values and culture?

Building an empathetic culture underpinned by intelligence

The answer lies in building an intelligent and caring workplace that enables employees to work smarter and thrive professionally and personally. Business leaders across Ireland need to be aware of the psychological shift that has taken place for employees as they move between working from home and in the office in a way that best suits their individual needs. Of course, technology has a pivotal role to play by enabling an intelligent work environment that delivers greater consistency and personalisation, regardless of location. At Dell, we have been working on solutions to bring this to life, including Concept Pari – a better hybrid meeting experience that focuses on creating more intuitive human interactions – and Concept Stanza – which helps increase efficiencies for simple things like notetaking.

Taking an individual approach can also build a more equal and diverse workforce. It helps existing talent to work in a location and environment that best suits them. And it is also an opportunity for businesses to recruit new, diverse talent, and create a culture that brings new perspectives and skillsets – thanks to the flexibility of not having to focus the search for talent on rigid criteria such as a specific, permanent location.

A culture driven by digital transformation

For many businesses, this shift to a people-first culture is tied to transformation projects they have undertaken over the past few years, when it was imperative to adapt to survive. This period of transformation has highlighted the critical role of engaged employees in driving successful change. The Breakthrough research shows that 74% of business leaders see their people as their most important asset. But eight in ten of employees in Ireland feel that their role in delivering on transformation projects is underestimated by their companies.

This gap needs to be closed, because a positive business culture relies on people feeling part of a community that is heard and valued. If you get this right, it creates an environment that not only improves productivity, but also fosters creativity and helps attract and retain talent.

We know that creating a successful remote working environment takes more than just the right technology. Again, it is about investing in people. For example, our Connected Workplace initiative gives our employees the power to choose the work style that best fits the needs of their job and their lifestyle.

The office still has an important role in building a company culture in Ireland; there will always be moments for which in-person collaboration is the best option. You cannot replace the value we all get from human-to-human contact, but future cultures are going to be built in a hybrid world in which technology and innovation are going to play vital roles.

What has always been true remains: a successful culture is built on a collective set of values and behaviours. The difference in today’s world is that technology gives everyone an equal opportunity to show up and reach their full potential – a win, win for individuals and their employers. The challenge for business leaders is to ensure that technology facilitates culture but doesn’t drive it – that is still down to people.