Special Interests in Adults with Autism and Their Potential for Employment

Background:  

Special Interests are a defining characteristic of many individuals on the autism spectrum (Winter-Messiers, 2007). Even though a core problem for many individuals with autism is unemployment (Baumgartner et al. 2009), there is little knowledge about the potential of those Special Interests for employment possibilities. In the last years there have been founded a growing number of IT-companies (e.g. Specialisterne, Passwerk) which are specialized in employing individuals on the autism spectrum and other initiatives trying to bring individuals with autism into permanent job positions (e.g. autworker, Arbeit nach Maß). However, to our knowledge there are no studies which systematically assessed types of Special Interests and abilities. Additionally there is more knowledge needed about the general set-up which individuals with autism need in their working space to work accordingly to their potential. The research presented here is part of a feasibility study for a new start-up company (Auticon) in Berlin, Germany, which seeks to specialize in employing individuals with autism.

Objectives:

The study is an exploratory approach to describe Special Interests and measure their potential for employment in individuals with autism. Furthermore interfering factors (such as noise) or facilitating factors (such as flexible hours) which may affect job performance in individuals with autism are assessed.

Methods:

With a newly compiled self-report questionnaire the study is currently conducted in Berlin, Germany. The questionnaire was developed in close consultation with a focus-group of autistic adults to ensure accessibility, respect, inclusion and relevance of items for autistic adults. Individuals with autism are contacted through internet panels and mailing lists to fill out the online questionnaire. Only subjects who report an official diagnosis of autism are included. The questionnaire comprises qualitative (e.g. description of Special Interests) and quantitative elements (e.g. ratings of skills).

Results:

Preliminary data (based on 24 individuals on the autism spectrum) show a wide range of Special Interests in individuals with autism with potential for application in work tasks (e.g. informatics, natural sciences). Subjects spend an average time of 18.5 hours (SD: 12.06) per week with that Special Interest and estimate their level of abilities in this tasks on a scale from basic knowledge (0) to superior knowledge (5) as good knowledge (M: 3.8, SD: 1.16). As interfering with their job performance “mobbing by colleagues” (40,9 %) and “unpleasant sounds” (36,4%) were the factors reported most often, while “the supervisor knowing about the employee being autistic” was most often rated as a facilitating factor (68,2 %).

Conclusions:  

Special Interests represent important abilities in individuals on the autism spectrum which may be important for employment strategies. Taken together with the consideration of interfering and facilitating factors for job performance our study can help to develop successful employment strategies for individuals with autism. More in-depth results about types of Special Interest, current job situation and job satisfaction will be reported at the conference.