Autism Spectrum Disorder and the Importance of Person-Centered Supports

Autism Spectrum Disorder (ASD) is a neurological disability that primarily affects:

Communication Skills (verbal, non-verbal)

• No eye contact or intense eye contact
• May take longer to answer questions
• Difficulty maintaining conversations in busy environments
• Reduced/less variable facial expressions

Sensory Input (the ability to process stimulus based on the five senses)

• Loud environments can become distressing
• Certain clothing items and materials may feel very uncomfortable
• Some smells and food textures can be off-putting or distracting
• May self-regulate (known as ‘stimming’) to cope with the environment (fidgeting, rocking, repeating words or sounds, etc.)

Motor Skills (delays in movements like running, tying shoes, holding pencils)

• May have problems maintaining balance (more likely to trip)
• Difficulty with perceptual motor skills (may run into walls, stand too close or too far from someone)

Emotional Regulation (struggle to cope in times of stress, frustration, or anxiety)

• May shutdown or meltdown
• Increase in stimming to cope
• Become sick from unexpected changes or stressors

Those with ASD often experience varying symptoms, which means this is not an exhaustive list. However, what people on the Autism Spectrum often have in common is the barriers they face because of the unique ways their brains process information. In a coffee shop, sounds could be louder, lights could be brighter, the smell of coffee could be stronger, and trying to maintain a conversation might seem impossible due to the constant processing of intense stimuli.

ASD has the highest unemployment rate of all disabilities – 80%, according to Statistics Canada in 2020 (Infographic: Autism Spectrum Disorder highlights from the Canadian Survey on Disability – Canada.ca) and The HSSIDIP (What is the HSSIDIP?).

There are multiple factors for this high number:

• Job descriptions may be too vague or wordy, leading to confusion and mental exhaustion
• The higher likelihood of miscommunication with potential employers
• Workplaces may not accommodate sensory needs, leading to burnout
• Needs may vary day to day, impacting work tasks
• It may be challenging to answer certain interview questions, maintain eye contact, or keep track of non-verbal communication
• Uncertainty around disclosing diagnosis, for fear of being discriminated against
• Businesses may lack the flexibility, neurodiversity training, and supports needed by those with ASD

No two experiences of ASD are alike – some people can live independently, while others need at-home care. The variables are endless, and the accommodations needed might change day-to-day or even hour-to-hour. During the housing crisis there has been a general increase in housing insecurity, but especially among those with disabilities. On top of paying for rent and utilities, individuals with ASD may need caregivers or specialized equipment – these costs can add up and make it challenging to maintain housing.

The constant exposure to sensory input – everything from bright city lights to loud sounds like car honks or crowded conversations – can impact function at work, and in turn, lead to financial hardship and housing insecurity.

Statistics on Autism and homelessness in Canada are lacking, but it is estimated that roughly 45% of those experiencing homelessness have been diagnosed with a disability or mental illness (https://www.homelesshub.ca/about-homelessness/population-specific/people-disabilities).

The resources below have more information about types of housing that can be useful for Autistic folks, and provide a range of other general supports:

https://www.communitylivingbc.ca/

https://www.autismbc.ca/blog/housing/

https://autismyukon.org/service/

https://connective.ca/housing/#housing

Connective’s work is grounded in several core principles that guide everything we do. First among these is a commitment to person-centered approaches.

Person-centeredness involves adapting the approach to the individual, focusing on their needs, and leading with compassion. This involves six elements:

1. Open-ended questions and reflective conversations
2. Active listening
3. Involvement of friends and family
4. Shared goal setting and decision-making
5. Empathy
6. Understanding of individual preferences (i.e. beliefs, values, concerns, expectations)

This approach is important when supporting people with ASD because no two people with ASD require the same needs or have the same goals. Everyone has a different background, different beliefs and values, and different ways of interacting with the world around them. Having conversations that fit the individual offers long-term benefits, including an increased sense of control in their daily life and more self-awareness of preferences and goals.

Connective is committed to helping people live their best lives without fear or anxiety. No matter who you are, you deserve to live a comfortable and happy life with the supports and resources needed to succeed.

Training

There are free certificate programs that are aimed towards supporting Autistic people as they navigate the workplace:

• Supporting Autistic Mental Health in the Workplace (Canucks Autism Network & Autism Nova Scotia) – https://campus.autismnovascotia.ca/CourseDetails.php?id=1372
• Autism and Neurodiversity in the Workplace (University of British Columbia) – https://circa.educ.ubc.ca/autism-in-the-workplace/

Remove Assumptions and A Safe Space for Disclosure

When hosting traditional and non-traditional (online, group) interviews, we have a responsibility to challenge commonly held assumptions about non-verbal and verbal communication.

For example, not speaking to a receptionist upon entry may not be a sign of disrespect – instead, someone may need a moment of preparation for the interview. A lack of eye contact may not mean disinterest, as some folks find it uncomfortable or even painful. Until we are at a point where everyone can be comfortable disclosing a disability without fear of being rejected, we should try not to assume we are correctly interpreting their behaviours or decisions.

To help create a more welcoming environment for disclosure:

1. Email templates could include a note to “please let me know if you have questions, concerns, or wish to disclose any information to us”.
2. If something is disclosed, ask the interviewee if they are comfortable sharing the supports they need to succeed.
3. Whether accepted or rejected, provide feedback on what can be improved at the next interview.