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DWP to target those with disabilities including Autism and Aspergers

anewman
over 9 years ago

DWP are going to be targetting those with Autism and Aspergers, among other hidden disabilities, to undergo Psychotherapeutic interventions. It is very likely that those refusing to participate will have their benefits sanctioned, as they will be considered to be not taking active steps towards seeking employment.

"The aim of the provision is to provide in depth support to assist claimants focus their minds on the activities and behaviours required to obtain and sustain employment. The claimants, who are in receipt of either Jobseekers Allowance (JSA) or Employment Support Allowance (ESA) will receive a highly personalised, individual, realistic, learning and employability programme, which is structured, focused and tailored to each claimant’s specific needs. This will include tackling complex barriers, as well as worklessness, motivation, interaction, anxiety concerns, and concentration issues."

https://www.contractsfinder.businesslink.gov.uk/Common/View%20Notice.aspx?NoticeId=1702143

I myself have Aspergers and a First Class Honours Degree in Psychology. Despite my difficulties and concerted effort in seeking work, I only managed to secure my first job aged 32. It always came down to the fact that I was unable to do as well as others in interviews and compete against those without my difficulties. Making employers aware of Aspergers in aplication forms never helped. I only successfully secured a job when an employer was willing to offer unpaid work experience and judge me based on my work performance, rather than interview performance - I had infact just failed to get through an interview at the same employer.

I know the problem is not with people with the types of difficulties described. The problem is employers who are unwilling to see beyond these differences. I welcome any efforts to help people into work. However, I am appalled that this approach blames people for difficulties they never chose to have. Efforts should be directed at employers themselves.

It would be nice to see an official line on this issue from NAS at some point, but I accept this can only be done once all is known. Will try research this issue more later and update this post if necessary.

Parents
  • over 9 years ago
    Thank you for these posts raising the important issue of supporting people with autism in employment. We are happy to clarify our position.
    Yes our figures suggest that just 15% of people with autism are in full time employment – which is clearly incredibly low and needs addressing. Some people who are in receipt of Jobseekers Allowance or Employment and Support Allowance may benefit from additional support from Work Programme providers to help them become more ready for work. However we are aware that many of these providers do not have a good enough understanding of autism and how to support someone on the spectrum, and this needs to change. We regularly raise this issue with Ministers and civil servants. We also agree that much more needs to be done so that employers better understand applicants and employees with autism.
    The NAS offers training for employers (there is more about this course on the website at http://www.autism.org.uk/Working-with/Employment-services/Training-and-consultancy/Managing-employees-with-an-ASD.aspx) and we have also produced factsheets that employers might find useful (http://www.autism.org.uk/Working-with/Employment-services/Employers/Factsheets-for-employers.aspx).
    Employers (including when they are interviewing an applicant with autism) should make reasonable adjustments, under the Equality Act, and must not discriminate against a person because of their autism. If you are worried that they have been discriminated against, you can ring the NAS Helpline for support and advice.

     

    Regarding Access to Work (AtW), we agree there are factors limiting its effectiveness for people with autism. They include the lack of staff awareness of the difficulties people with autism may face in the workplace and the inaccessible application process, including primarily using the telephone. The Work & Pensions Select Committee, in Parliament, held an inquiry on AtW last year. We gave evidence to this inquiry – one of our members of staff went along with a person with autism to talk to the committee. One of the inquiry’s recommendations is that specialist teams are created to support applicants with autism through the process. We are waiting for the Government’s response to this report, but have called on it to adopt the recommendation. You can read the report online: http://www.publications.parliament.uk/pa/cm201415/cmselect/cmworpen/481/48110.htm. We have also offered training in autism for AtW advisors, but this has not been taken up to date.
    Hope this helps....
    Avi
    Moderator 
Reply
  • over 9 years ago
    Thank you for these posts raising the important issue of supporting people with autism in employment. We are happy to clarify our position.
    Yes our figures suggest that just 15% of people with autism are in full time employment – which is clearly incredibly low and needs addressing. Some people who are in receipt of Jobseekers Allowance or Employment and Support Allowance may benefit from additional support from Work Programme providers to help them become more ready for work. However we are aware that many of these providers do not have a good enough understanding of autism and how to support someone on the spectrum, and this needs to change. We regularly raise this issue with Ministers and civil servants. We also agree that much more needs to be done so that employers better understand applicants and employees with autism.
    The NAS offers training for employers (there is more about this course on the website at http://www.autism.org.uk/Working-with/Employment-services/Training-and-consultancy/Managing-employees-with-an-ASD.aspx) and we have also produced factsheets that employers might find useful (http://www.autism.org.uk/Working-with/Employment-services/Employers/Factsheets-for-employers.aspx).
    Employers (including when they are interviewing an applicant with autism) should make reasonable adjustments, under the Equality Act, and must not discriminate against a person because of their autism. If you are worried that they have been discriminated against, you can ring the NAS Helpline for support and advice.

     

    Regarding Access to Work (AtW), we agree there are factors limiting its effectiveness for people with autism. They include the lack of staff awareness of the difficulties people with autism may face in the workplace and the inaccessible application process, including primarily using the telephone. The Work & Pensions Select Committee, in Parliament, held an inquiry on AtW last year. We gave evidence to this inquiry – one of our members of staff went along with a person with autism to talk to the committee. One of the inquiry’s recommendations is that specialist teams are created to support applicants with autism through the process. We are waiting for the Government’s response to this report, but have called on it to adopt the recommendation. You can read the report online: http://www.publications.parliament.uk/pa/cm201415/cmselect/cmworpen/481/48110.htm. We have also offered training in autism for AtW advisors, but this has not been taken up to date.
    Hope this helps....
    Avi
    Moderator 
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