Take part: tips on talking to employers about reasonable adjustments

Thanks for picking up on this topicSharon Mod and NAS.

Your ask is for "wisdom, advice or tips for broaching the conversation, and what made it easier".

I no doubt do not have to frame this to those inquiring in the context of acknowledged figures that 80% of autistic people are not in employment.

I suspect that the collective experience reported in response to this post may reflect that and mostly reveal reason for rather than solutions to - ever the same one might say.

This topic sits very squarely in the "dual empathy" issue and also what I personally term the third empathy issue of the autistic struggle to empathise with oneself.

For full reveal I continue to learn how to answer the questions posed at some cost both financially and to my own mental health and I haven't yet had adequate reasonable adjustments in employment myself despite nearly 3 years of requesting them...

Nonetheless I will do my best to frame a response in solution based terms.

so:

1. Get expert support - especially since one may have masked/continue to mask personal needs from oneself as well as others - this needs to be someone who understands autism, the law and how "human factors" (sorry about the jargon) intersect around this matter.  In the UK the "Access to Work Scheme" MAY provide access to this support without financial costs.  However be aware some providers who one might seek to provide support thro' this exclude organisations which are expected to be able to provide this - eg NHS (and my personal experience is that this support is not available from my workplace - another story...).  Also be aware that when last I checked the newly launched on-line application Access to Work for this quotes 37 weeks before one might expect a response...  If you are able to have Trade Union support through this I would also strongly recommend it - albeit that regrettably the capability and desire to do so sadly varies in my experience.  Also Trade union support is not without membership costs.  Likewise one might be in the fortunate position to be able to pay for autism specialist assessment specific to your workplace.

2. Establish clearly via a personal risk assessment, your particular autism assessment/profile and further expert support what the reasonable adjustments you are seeking are and critically that needs need to be regularly re-assessed/ monitored for effectiveness and updated.  Please consider that reasonable adjustments vary according to how one is IN THE MOMENT.

3. Know you rights, however be prepared to adapt how one presents them - my experience indicates that few people in authority take being told what to do or being told what they are doing is wrong easily...   In the UK under the Equality Act 2010 (albeit in Northern Ireland it is still under the Disabilities Discrimination Act 1995)  In the UK as well, if one's health is damaged by failures in reasonable adjustments to manage workplace stress, then it also technically becomes a workplace safety problem under the Health and Safety at Work etc Act 1974 and The Management of Health and Safety at Work Act 1999.

4. Because of 3 I would recommend anyone doing so prepare by undertaking "difficult conversation" training and practice this beforehand.  Broadly speaking start with establishing facts and keep in mind what the desired outcome is.  Take into account emotional state of the person one is presenting to and what you know by experience how they are likely to behave according to different circumstances. CRITICALLY take into account your own emotional state (one needs to remain calm - if not then then make "advance reasonable adjustment" to ensure one can be - be it written communication, environment, support...).  Use "I" statements rather than sounding accusatory.  Listen to the answers you get.  Focus on the future and shared solutions rather than blame.  Close with clear actionable next steps and something "positive".  Document the conversation as necessary.

5. I know it is hard not to give up - so CRITICALLY give yourself time to acknowledge the struggle you might be experiencing in working thro' this process.  From my personal experience there is an awfully large amount of mental and emotional "heavy lifting" involved in this process .  Consider factors 1 and 2 in this context.  Remember that without your health work cannot be sustained - this is the goal and this can be achieved.

Happy to engage with any further up work that comes from this - personal message from NAS - I will respond.

Best wishes

That is an excellent expression of the process. I had misread the OG and vented on my own over 3 years struggle. I must say that the emotional toil it has taken. I am treading water at the moment and now that my tribunal in in sight I am starting to doubt the outcome. Even though I have around 5 years worth of evidence, the vast majority of it written in email etc.

I know the 'Caring professions' legal team has been stalling and hence increasing my legal costs as my lawyer charges for everything, 

Thank you Mr T 

I empathise completely with the emotional toll and the desire/need to vent.

From a personal perspective acknowledging one's own neurological needs and having others do so are at the very root of this issue.

I personally cannot "recover" from workplace stress while the workplace remains an active hazard. Returning to an unadjusted environment is like trying to heal a broken leg while still being required to run on it.

Thanks

Thanks