employer attitudinal review - misa · employer attitudinal review –employing people with autism...

Employer Attitudinal Review – employing people with autism

Written on behalf of Project ABLE partnership by Misa:

Marie Holmbom Sara Sadarangani

Sofie Szönyi Malin Östblom

2016

http://iase.newsweaver.co.uk/Flyer/bx7fm1l1sjafcpwybwkyqj?email=true&i=2&a=6&p=50260778&t=28601279








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Summary

Project ABLE

The Autism - Building Links with Employers (ABLE) project is a partnership project with five members

funded by Erasmus+.

The partners of the project are:

Orchardville Society Ltd (lead partner) from Northern Ireland

Autism NI from Northern Ireland

Irish Association of Supported Employment from Ireland

Misa AB from Sweden

Theotokos Foundation from Greece

The project is running over a period of two years, starting October 1st, 2015.

The aim of the ABLE project is to enhance the employment of people with autism through improving

knowledge and understanding among employers. This will be performed by developing and offering a

training course for employers. The main target group is employers wishing to select, recruit and maintain

people with autism in the open labour market.

Before developing the training course one objective for the project is to investigate employers´

knowledge about autism, their attitudes regarding employing a person with autism and their

preferences regarding a training course about autism. The results from this review will lay the ground

for the development of the training course.

Results of the employer review

To implement the employer review a web based survey was constructed and sent to employers in

Sweden, Greece, Ireland and Northern Ireland.

The target group for the survey were employers from different sized companies operating in different

sectors. The project team mainly focused on employers with who the partner organizations had an

ongoing cooperation.

The results from the survey regarding the respondents’ self-perceived knowledge about autism is

average, or just above average.

91 % of the respondents answered that they would consider employing a person with autism. 9 % that

they would not. Due to the experience each organisation has working with employers we believe these

figures are not truly representative, as securing employment for individuals with autism is challenging.

The main reasons why the respondents stated they would consider employing a person with autism are

diversity, equal opportunities and the persons´ special skills.

When summarizing the respondents’ preferences regarding a training course about autism it shows that

in general they would like a combination of formal presentation, web based material and case studies.

They would like to spend from half a day to one day on a course and let 1-9 persons take part. The most

common requested topics are in the following order:

1. How to support someone with autism and make reasonable workplace adjustments

2. Benefits and challenges of employing someone with autism

Employer Attitudinal Review- 2016

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3. How to get external advice, support and education

4. Knowledge of the diagnosis of autism

5. Financial support

Recommendations for developing the training course

Since the results from the survey shows the self-perceived knowledge it will be important to create a

training course which can be adjusted to different levels of actual knowledge. It will be crucial for the

training course to first investigate the level of actual knowledge among the course members to meet

their actual needs.

According to the results of the survey the delivery style should be a mixture of formal presentation, web-

based material and case studies to meet the preferences stated by the employers. The length of the

course should be from half a day to one day, or adjustable to fit different needs. Preferably the content

of the course should be adjustable depending on the needs of the employers as well.

The recommendation is therefore to construct a flexible training course that makes it possible to adapt

the level of knowledge, content and length of course on the different needs among the employers.


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Table of contents

1 Introduction 6

1.1 Terminology and figures 6

1.2 Background of the ABLE Project 6

1.3 Project objectives 7

2 Method 8 2.1 Previous research 8

2.2 Survey design 8

2.3 Selection 9

2.3.1 Distribution of the survey and data collection 9

2.3.2 Northern Ireland/Ireland 9

2.3.3 Greece 9

2.3.4 Sweden 10

2.3.5 Target group 10

2.4 Analysis 11

3 Results of the survey 12 3.1 Knowledge about autism 12

3.2 Attitudes towards employing a person with autism 13

3.2.1 Benefits from employing a person with autism 13

3.2.2 The will to employ a person with autism 14

3.2.3 Factors affecting the decision to employ a person with autism 15

3.2.4 Factors that might change the attitude 15

3.2.5 Attitudes: a comparison between the surveys 16

3.3 Preferences regarding a training course 20

3.3.1 What the employers would like to learn about in a training course 20

3.3.2 Delivery style 21

3.3.3 Time to spend on a training course 22

3.3.4 Number of participants 23

4 Conclusions 24 4.1 Respondents’ knowledge 24

4.2 Respondents’ attitudes 24

4.3 Training course 24

5 Discussion 26 5.1 Discussion of the results 26

5.1.1 Knowledge 26

5.1.2 Attitudes 26

5.1.3 Training course 27

5.2 Discussion of the method 27

6 Recommendations 30

7 References 32

Appendix:

A. English survey B. Greek survey C. Swedish survey


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1 Introduction The Autism - Building Links with Employers (ABLE) project is a partnership project with five members

funded by Erasmus+. The partners of the project are the Orchardville Society Ltd (lead partner) and

Autism NI from Northern Ireland, the Irish Association of Supported Employment from Ireland, Misa AB

from Sweden, and the Theotokos Foundation from Greece. The project is running over a period of two

years, starting October 1st, 2015.

1.1 Terminology and figures

Autism Spectrum Condition (ASC) is a term which is used to describe a number of conditions including autism and Asperger’s Syndrome. The diagnosis ASC is on a wide spectrum which differs in function and appearance. Different terms and definitions are used in different countries. In this report we have chosen to use the term autism, to be understood as a range of conditions within the spectrum. Northern Ireland will in occasionally be shortened NI and all figures in the report are presented in integer.

1.2 Background of the ABLE Project

Project ABLE has been based on learning from previous projects including a European project funded

through Equal which was led by the Orchardville Society (2005-2008). Further work was conducted on a

national project in Northern Ireland over a 5-year period involving people with autism which was funded

by Big Lottery Fund (2009-2014). A key barrier to employment for people with autism identified was

the employers’ lack of knowledge in relation to the characteristics of people with autism and the

workplace adjustments that may be necessary to have an inclusive workforce.

The aim of the ABLE project is to enhance the employment of people with autism by improving the

quality of knowledge and understanding of the employers via a new and innovative Vocational Education

and Training (VET) learning offer. The main target group is employers wishing to select, recruit and

maintain people with autism in the open labour market.

European statistics states that 1 % of the European Population are diagnosed with Autism Spectrum1. In

Sweden the 1 % figure is also replicated2. Thus an estimated 3 million people in Europe are affected by

autism.

The report “Autism and Work. Together We Can” from 2014 confirmed that between 76 % - 90 % of

adults with autism are unemployed3. This report also stated the greatest challenges that people with

autism face in relation to employment are the lack of access to opportunities and discrimination thus

highlighting employers’ lack of understanding of the issues around autism.

The above statistics are replicated within Northern Ireland. The National Autistic Society conducted

research in 2012 for United Kingdom and estimates that only 15 % of people with autism are

economically active. There are no comparable NI statistics but the rate for NI would be expected to be

even lower in line with other economic data trends4.

1 www.eu-aims.eu/autism-spectrum-disorder-asd 2 Nygren et al., (2012) 3 http://www.autismeurope.org/files/files/report-on-autism-and-employment-en-online.pdf 4 The National Autistic Society

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A scientific study conducted in cooperation between Halmstad University in Sweden and Misa AB,

published in the Journal of Vocational Rehabilitation, reports that employers view people with autism

in a negative light in relation to employability. When the same employers were asked to rank disabilities

in order of how they affect employability, autism ranked in the top two. The study also shows that

employers rank having the opportunity for training and knowledge about autism as the second most

important part in positively impacting the employers’ views of employability5.

In Ireland the Irish Autism Action (July 2014) outlined that there are no official statistics in Ireland on the

number of people who have autism. However, they funded a research study in partnership with Dublin

City University, which concluded that the prevalence rate was 1 in 1006 thus re-affirming the European

statistic.

In Greece there is a similar situation to that in Ireland with no studies being conducted in relation to

prevalence and/or employment issues. However general public awareness is low, as autism has emerged

as an issue during the last few years as the diagnosis has increased.

In line with the statistics above and the qualitative information a key area identified by all partners was

the need for a resource and training for employers. This project will increase the knowledge about

autism among employers and thus increase employment opportunities among people with autism. The

need for this project at a European level is that the issue is not just a local or national issue but, as the

statistics above confirm, a European issue of concern. The European dimension will also bring

consistency of approach and quality. With the proposed dissemination strategy it will have the multiplier

effect of reaching at least 20 states through the partners’ relationship of EUSE.

1.3 Project objectives

The project objectives are as follows:

To conduct and complete an Employer Attitudinal Review.

To conduct a Peer Analysis of the existing training courses in each partners’ country.

To develop and design a training course and resources.

To adapt/customize the training course for the partners.

To agree on minimum standards for delivery and system for quality control for the training

material.

To test the training course with at least 10 employers in each of the partner states.

To further adapt the training materials based on the results of the testing.

To produce a final training material and training resources.

This report relates to the first objective of the project, which is to conduct and complete an Employer

Attitudinal Review. The aim of the Employer Attitudinal Review was:

To obtain insight into the employers’ self-perceived knowledge of autism.

To review the employers’ attitudes on employing a person with autism.

To review the employers’ opinions on the contents and design of a training course.

5 Andersson et al., (2015) 6 http://www.autismireland.ie/about-autism/what-is-autism/

http://www.autismireland.ie/about-autism/what-is-autism/

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2 Method The study has a quantitative approach and is based mainly on the analysis of survey responses. Several

questions in the survey had room for personal comments to enable qualitative data to be captured from

the respondents. The survey in its entirety is attached in the appendix. The following section contains a

description of the study’s approach and the limitations that in different ways may have influenced the

outcome.

2.1 Previous research

The study started with a review of relevant existing literature, research and reports regarding why

people with autism often are so far from the labour market and also the employers attitudes towards

autism and employing persons with autism.

There is a limited amount of research in the area of work and disability. However, the research available

clearly shows that most people with disabilities are willing and able to work. Although there are a

number of methods to support people, the possibilities for them to secure and maintain employment in

the open labour market are limited7. According to Copeland et al. employers’ attitudes are a major

reason why people with disabilities still have a hard time getting and maintaining a job on the regular

labour market8.

The importance of the employers’ attitudes is also highlighted in the earlier mentioned study by

Andersson et al9. This study examined employers’ experiences and attitudes to employing people with

different type of disabilities. The results shows that there is limited interest regarding employing people

with disabilities. The interest is affected by the kind of disability a person has and also by the employers’

previous experiences. Thus the interest is increased if the employer has previous experience of

employing a person with disability.

2.2 Survey design

To collect the relevant data a survey was created and distributed to employers in each of the partners’

countries. The survey was designed with three main areas as headlines: knowledge, attitudes and

training course. Each of these headlines contained a number of questions.

The draft of the survey was circulated to the project members and then tested on a group of Swedish

employers, leading to a lot of valuable feedback. After this a period of evaluation followed when

questions were changed, removed and added.

The survey was written in three versions, in English, Greek and Swedish. The translations into Greek and

Swedish were made by the project partners themselves. The survey was put into a web based survey

tool called Survey Monkey. The respondents received a web link to the first page of the survey and then

responded to the survey online.

7 Hendricks, 2009, Corbiére & Lanctot, 2011 or Humber, (2014) 8 Copeland et al., (2010) 9 Andersson et al., (2015)

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2.3 Selection

Since social media and networks were used as one of the means to distribute the survey it is impossible

to calculate the total response rate. Although we distributed the survey to random group of employers

as well as to employers we already work with, we can assume that the response rate from the employers

we know is significantly higher. We are aware that the interest among employers to answer these kind

of surveys in general is very low. Therefore it is possible that the respondents of this survey do not

represent the average employer. Due to the links the respondents have with the partner organisations,

they probably have more knowledge about autism, a more positive attitude towards autism and are

more open to the idea of employing a person with autism, than the average employer.

2.3.1 Distribution of the survey and data collection In total there were 195 respondents who started the

survey and 129 who completed it. 37 of them were

terminated after the qualification question. The

qualification question was; “Are you owner, CEO,

board member, head of department or working with

human resources, recruitment etc.?” The purpose of

the question was to make sure that they belonged to

our target group; those in position to make decision

regarding employing. This also means that 29

respondents chose not to finish the survey for

another reason. The 129 answers are spread

between the countries as follows: Ireland and

Northern Ireland had 58 respondents (45 %), Sweden

49 (38 %) and Greece 22 (17 %).

The partner organizations have taken different approaches when distributing the survey, and therefore

we will describe the data collection of each organization separately.

2.3.2 Northern Ireland/Ireland The Orchardville Society sent out 75 surveys on behalf of the Northern Irish group. This was agreed with

Autism NI as Autism NI do not work directly with employers. 90 % of these employers had an active

collaboration with the Orchardville Society, the remaining 10 % were employers they wished to

collaborate with.

IASE distributed the survey to existing and new employer contacts in Ireland via direct e-mails. They also

used different social media including, Linked In, Facebook and Twitter, to get in touch with employers.

2.3.3 Greece

The Theotokos Foundation distributed the survey by e-mail. Participants first received an introductory

e-mail, which explained the aims of the survey and that they would receive an e-mail with a link to the

survey in a few days. The main selection of employers was random and the Theotokos Foundation used

a mailing list including several national federations and confederations. These associations have

thousands of members but it is unknown how many members received the e-mail, as the survey had to

be distributed to them by their managers. The survey was also distributed to two existing employers.

Table 1: Answers from the three surveys; the Swedish, the English and the Greek survey.

Ireland & Northern

ireland45%

Sweden 38%

Greece17%

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2.3.4 Sweden

The survey was distributed by e-mail to a number of employers, both new and existing contacts. In the

same e-mail they received a short introduction to the ABLE project. Misa has a lot of existing contacts

and an assumption is that these companies have a more positive attitude towards autism and a higher

level of knowledge about the diagnosis than companies in general. To counter this, the survey was also

sent to random employers who advertised for new co-workers on the Swedish employment agency’s

website. It is not possible to know how many of the new and how many of the existing contacts that

responded. But it is reasonable to assume that the organization´s existing contacts have a higher

response rate.

The Swedish group also posted the link to the survey on Misa’s web page, Twitter account and on the

project group members’ different Linked In and Facebook accounts to get in touch with a large variety

of employers.

2.3.5 Target group Employers from various company sizes are

represented among the respondents in the study.

33 % of the respondents represented a company with

more than 250 employees. 26 % of the respondents

came from companies with 50-249 employees, 21 %

from companies with 10-49 employees and the

smallest number, 20 %, is for the companies with 1-9

employees.

66 % of the respondents were found in the private

sector. 21 % in public sector, 8 % in non-profit

organizations, 4 % in social enterprise and 1 % in

special interest groups.

The Greek organization targeted only respondents in

the private sector (97 %), whereas the Swedish

organization and the organizations in Ireland and

Northern Ireland targeted different sectors. Sweden

had respondents in the private sector at a percentage

of 59 and in Ireland and Northern Ireland it was 48 %.

Sweden had 29 % respondents in the public sector

and Ireland and Northern Ireland had respondents at

28 % in the public sector.

8%

66%

21%

4% 1%

Non profit

Private

Public

SocialenterpriseSpecialinterest group

20%

21%

26%

33%

1-9

10-49

50-249

250-

Table 3: Respondents from each sector (Q4)

Table 2: Company size among the respondents (Q3)

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As for whether the companies already have employees

with an autism diagnosis, 23 % answered yes, 46 % no and

31 % don´t know.

70 % of the respondents in the Greek survey responded no

to the question if they had any employees with autism

among their staff and 4 % answered yes. In the Swedish

survey 35 % answered no and 29 % answered yes. In the

English survey 45 % answered that they do not have an

employee with autism, whereas 25 % answered that they

do have a person with autism in their staff.

2.4 Analysis

The analysis of the results was divided into several steps since the material contained quantitative parts,

i.e. the survey answers, as well as qualitative parts, i.e. the comments to the answers provided by the

respondents.

The quantitative results of the survey was analysed in two steps. When the survey was closed the results

was exported into a program which made it possible to manually search for connections and deviations.

Each of the four members of the Swedish project group responsible for the survey was presented with

the results separately, to avoid being influenced by each other’s interpretations. Next the Swedish

project group discussed the results. The outcome of this discussion was a presentation held at the

international meeting with the ABLE group in Stockholm on March 14-15, 2016.

During the meeting there were conversations in smaller groups to analyse the results through prewritten

questions. A discussion followed involving all the international group which concluded the analysis of

the results of the survey.

The qualitative material (the respondents’ personal comments to the survey answers) has been analysed

with a method inspired by the scientific method content analysis. The project group read the comments

several times and distinguished the words and sentences that reoccurred. These comments were coded

and formed four categories: diversity, equality, social contribution and skills.

Table 4: The respondents’ answer to the question if they have an employee with autism or not (Q7).

Yes23%

No 46%

Don´t know31%

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3 Results of the survey This chapter presents the results of the survey. The survey contains three parts and the results are

presented in the same way:

Knowledge about autism

Attitudes towards employing a person with autism

Preferences regarding a training course for employers

The total result for the three versions of the survey, the Greek, the Swedish and the English survey is

presented first, followed by a comparison of the results.

3.1 Knowledge about autism

The survey starts with a question about the employers’ self-perceived knowledge about autism.

The majority of the respondents perceived their knowledge to be around average. There is only a small

variety between the countries, as around 40 – 50 % of the respondents in each country state that their

knowledge is average.

Table 5: Answer to the question: In your opinion, how is your knowledge about autism? (Q8)

The respondents in Sweden perceived their knowledge as slightly higher than those in the other

countries. 37 % of them responded above average to the question about knowledge, compared to the

respondents in Greece (19 %) and Ireland and Northern Ireland (18 %).

There is no great difference between the three surveys in this matter. The majority of the English

respondents (56 %) perceived their knowledge as average, compared to 48 % of the Greek respondents

and 43 % of the Swedish respondents. When it comes to the highest level of knowledge, excellent, the

English survey is also on top with 8 % of the respondents. 6 % of the respondents in the Swedish survey

perceived their knowledge as excellent and in the Greek survey the excellent level of knowledge had

zero answers. The surveys show that the respondents in the Greek survey had the highest percentage

who perceived their knowledge as very poor: 15 %. This compares to 8 % of the respondents in the

Swedish survey and 3 % in the English survey.

0,00%

10,00%

20,00%

30,00%

40,00%

50,00%

60,00%

Very poor Belowaverage

Average Aboveaverage

Excellent

Ireland and Northern ireland

Sweden

Greece

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The results show that the respondents in the Greek survey seemed to perceive their knowledge lowest,

as they had 19 % at below average and 15 % at very poor. This gives a total of 34 % lower than average

knowledge compared with 18 % in the English survey (15 % below average) and 14 % in the Swedish

survey, 14 % (6 % below average).

When adding the percentage for the options above average and excellent, the respondents in the

Swedish survey perceived their knowledge higher compared to the other countries. The Swedish survey

has a total percentage of 43 % (37 % above average) for these options. The numbers for the same options

added up in the English survey are 26 % (18 % above average) and in the Greek survey 19 % (19 % above

average).

Overall the self-perceived knowledge seems to be quite equal between the surveys. The results show a

few differences in either direction, but most of the respondents still perceived their knowledge as

generally average.

3.2 Attitudes towards employing a person with autism

The next part of the survey contained four questions about employers’ attitudes towards employing a

person with autism:

What could you benefit from employing a person with autism? (Q9)

Would you consider employing a person with autism? (Q10)

How important is the following support when you consider employing a person with autism?(Q14)

Would any kind of support make you more likely to employ a person with autism? (Q12)

3.2.1 Benefits from employing a person with autism

Table 6: Answer to the question: What could you benefit from employing a person with autism? (Q9)

The respondents could see a variety of benefits from employing a person with autism. It was possible to

choose more than one option when answering this question. The most selected option is to be able to

make a social contribution by employing a person with autism. It is interesting to notice the difference

0%

10%

20%

30%

40%

50%

60%

70%

A positiveworking

environment

A socialcontribution

Getting afinancialsupport

A focusedco-worker

A loyal co-worker

An intelligentco-worker

A detailoriented co-

worker

A hardworking co-

worker

An honestco-worker

I can´t seeany benefits

Other(pleasespecify)

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between social contribution and financial support. 66 % of the respondents found it positive to be able

to make a social contribution by employing someone with autism. That compares with only 13 % who

chose financial support as the factor that makes it beneficial to employ a person with autism.

11 % of the respondents chose the option other (please specify). Some of the comments are general and

include that the focus should be on the individual. The following two comments were typical from

respondents:

“Even autistic people are individuals. The benefits can be different and nothing I

can generalize about like this”.

“I am focusing on the individual, and their contribution to the workplace – and it

is not possible to generalize. I.e. an honest co-worker can either have or not have

autism.”

Several of the respondents stated that the diversity and inclusion that the employment of a person with

autism can bring to a workplace is something they value highly. For example:

“Many of the above benefits could be true when employing someone with

autism, however the main benefit is a diverse work environment.”

“An inclusive working environment where diversity is embraced.”

3.2.2 The will to employ a person with autism 91 % of the respondents answered that they would consider

employing a person with autism, whereas 9 % answered that

they would not. Judging by the survey comments to this

question it seems important for the employers to consider the

value of diversity and equality when they are employing. Two

comments exemplify this:

“Having a diverse work environment which is a

positive experience for employees and customers can

only be achieved through a diverse workforce.”

“I would employ someone with autism as I believe in

inclusion and equal opportunities and education.”

The comments also confirm the answer to the previous question; that social contribution is important

when employing a person with autism. A majority of the respondents further confirm this when

describing how employing a person is beneficial both for the individual’s wellbeing, as well for society in

a larger sense. In this case the employment of a person with autism is a part of the company’s bigger

ambition to uphold social responsibility:

“In the context of our company’s corporate social responsibility (CSR) we support

these initiatives.”

“It is a part of responsibility for the community for a culture institution to employ

co-workers with disability. A work place should also be welcoming for

everybody.”

In the survey it is possible to identify other aspects which are important to respondents when

considering employing a person with autism. Many of the respondents find that the most important

issue is to find the right person that fits the organization and the position. To achieve that, the potential

Table 7: Answer to the question: Would you consider employing a person with autism? (Q10)

Yes 91%

No 9%

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diagnosis becomes irrelevant. A statement from one of the respondents illustrates this in a clear and

succinct way:

“If I can find the right person for the job that is all that matters.”

3.2.3 Factors affecting the decision to employ a person with autism

Table 8: Answer to the question: How important is the following support when you consider employing a person with autism? (Q14)

The respondents who would consider employing a person with autism were directed to this question,

regarding what kind of support would make them more likely to employ someone. This shows that

financial support has little impact on the decision. Instead the respondents found it important to get

information and education and also some external support.

3.2.4 Factors that might change the attitude As already mentioned, 9 % of the respondents answered that they would not consider employing a

person with autism. The main reasons stated are connected to the employers’ level of knowledge about

the diagnosis and a wish to not subject the individual to any risk of harm. The working environment also

appears to be one of the reasons to not consider employing a person with autism:

“My knowledge about the illness is not good enough. I would feel it would be

putting the individual in an unsafe environment.”

“I think that our work place, pasta and salad café, is too messy and too many

people, both employees, attendants and customers.”

“The environment is competitive and without "routine" and rhythm. I consider it

a difficult environment for recruitment. The staff need training for correct

communication and environment.”

Even though 9 % of the respondents answered that they would not consider employing a person with

autism, the survey demonstrates that the majority of the respondents would be more inclined to employ

someone with autism with the right kind of support. Those respondents wished to have more

information and education (80 %) to be able to support a person with autism in the workplace and help

create a good work situation. The possibility of receiving financial support had quite a small impact. They

also request external support, possibly from an employment specialist or similar, to feel confident that

they manage to create a good and thriving work environment for the individual with autism.

0%

10%

20%

30%

40%

50%

Not important Slightly important Moderatelyimportant

Important Very important

Financial support

Information and education about autism for co-workers and managers

External support from an employment specialist

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3.2.5 Attitudes: a comparison between the surveys

Table 10: Attitudes: a comparison between the surveys (Q15)

In the English and the Swedish survey the perceived benefits from employing a person with autism are

more diverse, than in the Greek survey. The Greek survey shows that the benefit of making a social

contribution when employing a person with autism is rather prominent with 76 % of the respondents

choosing this answer. As the second most beneficial aspect of employing a person with autism the Greek

survey found two alternatives, a detail oriented co-worker and a loyal co-worker 32 % each. The other

alternatives were around or less than 20 % in the Greek survey.

As previously stated, the answers in the English and the Swedish survey were more diverse. The benefit

of making a social contribution was seen as most important in both surveys: 73 % in the Swedish survey

and 57 % in the English survey. In addition to that, the Swedish survey also shows that around 50 % of

the respondents found a focused co-worker and a loyal co-worker as benefits of employing a person with

autism. More than 30 % of the respondents in the Swedish survey found a detail oriented co-worker, an

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Learn more aboutthe diagnosis

autism

Benefits andchallenges of

employingsomeone with

autism

How to supportsomeone with

autism and makereasonableworkplace

adjustments

Financial support How to getexternal advice

support andeducation

Other

Northern Ireland + Ireland Sweden Greece

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Financial support Information and education External support from anemployment specialistNo, would not employ anyway

Yes, would make me more likely to employ

Table 9: If you answered that you don´t consider to employ a person with autism; would any kind of support make you more likely to employ? (Q12)

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honest co-worker and an intelligent co-worker beneficial from employing a person with autism. In the

English survey between 30 – 50 % of the respondents saw a number of six alternatives as benefits of

employing a person with autism. The alternatives are a detail oriented co-worker, a hard working co-

worker, a focused co-worker, an intelligent co-worker, a loyal co-worker and an honest co-worker.

The English survey differs significantly from the other two. 52 % of the respondents answered that

employing a person with autism generates a positive working environment, placing that option in the

top two in the English survey. The Greek and the Swedish surveys show this answer as significantly lower,

24 % in both the Swedish and the Greek survey. An interesting point is that in all the three surveys, the

benefit of getting financial support is one of the lowest rated alternatives. None of the surveys gave this

alternative much significance. In both the Swedish and the English surveys 14 % of the respondents

chose this answer and in the Greek survey only 8 % found a financial support beneficial.

Some of the respondents in the Swedish survey as well as in the English chose to specify the answer

other. The comments indicate that diversity is an important benefit when employing a person with

autism. Also some of the respondents find it hard to generalize and state that the individuals’

characteristics are more important than the diagnosis. Two comments from respondents:

“I´m thinking that everything surely will fall into place with the right person.”

“I don´t see how autism would have an effect, positive or negative, on the listed

attributes.”

Most of the respondents stated that they would consider employing a person with autism (91 %). The

results show that there is very little difference between the countries. 94 % of the respondents in both

the Swedish and the English survey stated that they would consider employing a person with autism.

The Greek survey differs from the others as 80 % of the respondents answered that they would consider

employing a person with autism.

In the Swedish survey the respondents highlighted the importance of diversity, the possibility to make

a social contribution and support a struggling individual as a reason to employ a person with autism. A

couple of respondents exemplified like this:

“We believe in diversity and the value of inclusion. Think that if we create a work

place that works for people with special needs then it will be better for

everybody.”

“Diversity means for us not only a difference in ethnic origin, it also means that

we are all different with different needs and preconditions. Obviously a person

with autism fits in with us as well, and contributes to our work as much as the

ones without diagnosis. The diagnosis doesn´t have more importance than for us

to know how to relate to it. The rest is up to the individual and us to handle.”

The respondents also valued the contribution that a person with autism can make to the work place.

When employing someone with autism the employer is focused on getting a resource and a competent

co-worker. One respondent exemplified:

“I have had two persons with autism employed. They are extremely competent

at ‘their’ tasks and handle them with brilliance. Often also a positive effect for

the other members of the team.”

The Swedish survey also shows that access to a support system that gives the employer both information

and education about autism for co-worker and managers and external support from an employment

18

specialist are factors that weigh in when the employers consider employing a person with autism. 74 %

of the respondents found that information and education was important or very important when making

the decision to employ. 59 % of the respondents found external support to be important or very

important.

The English survey shows that a majority of the respondents value the diversity a person with autism

can bring to the workplace. With a diverse group of staff the team and the environment of the work

place improve. As a couple of respondents describe:

“Keen to support positive workplace diversity.”

“Healthy for any organization to have a well-diversified mix of people

contribution to towards the organizations over all goals.”

“Have somebody already employed and staff became more team members once

working with this person.”

Many of the English respondents highlighted that a person with autism can be a good resource in the

work place as well as the importance of employing based on merits and qualifications. The comments

showed that the match between the employee and the job is valued as a keen aspect of employing a

person with autism.

“From previous experience working with people with autism I have found them to

be very focused and having great attention to detail and an excellent level of

accuracy.”

“Providing a good person – job role match will ensure that the prospective

employees’ skills are optimally utilized and ensure longevity of the employing

decision. Taking on an employee with ASC could provide unique skills to certain

areas in the organization, as well as providing a loyal employee and extending

equal opportunities to all.”

“We use a competency-based recruitment, if someone meets the requirements

for the role we employ on that basis. The majority of the time we would not be

aware of a person having autism. We would be happy to work with

colleges/universities to provide placements to help the students and ourselves.”

The results of the English survey do not differ from the results of the Swedish survey as a majority of the

respondents found information and education about autism, as well as external support from an

employment specialist, as factors to consider when making a decision to employ a person with autism.

82 % of the respondents found information and education to be important or very important. 81 % of

the respondents found external support to be important or very important.

The results of the Greek survey highlight the social responsibility, the social contribution and diversity as

key reasons to employ someone with autism. The respondents wanted to make a contribution for the

individual, and create opportunities for a group of people who otherwise would have smaller chances

of getting an employment. Some of the comments also highlight equal rights and equal opportunities

for all:

“Providing equal rights, achieving integration into the workplace and society as a

whole, use of resources that otherwise would be lost.”

19

“People with particularity provide significant benefits and receive respective

benefits from the workplace. They familiarize the other employees with accepting

diversity.

“For the reasons of equal opportunities to all, based on skills and not based on

prejudices and ignorance.”

In the Greek survey the majority of the respondents (85 %) found information and education about

autism and external support from an employment specialist to be important or very important when

deciding to employ a person with autism.

The results show almost no difference between the Swedish survey and the English survey regarding the

unwillingness to employ a person with autism. 6 % of both the English and the Swedish respondents

answered that they would not consider employing a person with autism. However, there is a difference

within the Greek survey as 20 % answered that they would not consider employing a person with autism.

The main reasons among the employers for not wanting to employ a person with autism seems to be

the perception of lack of knowledge and the opinion that the specific work place will not be suitable for

the individual. In the Swedish survey the respondents expressed the worry that the work place will not

be suitable for a person with autism. In the English survey the respondents’ focus is on the view that

her/his knowledge about the disability is not high enough.

“I think that our work place, pasta and salad bar, is too messy and too many

people, both employees and customers.”

“My knowledge about the illness is not good enough. I would feel it would be

putting the individual in an unsafe environment.”

Among the Greek respondents the opinion is also expressed that some work places may not be suitable

for a person with autism (among the respondents who answered no). Some respondents worried that

managing the work would be too hard for the person. The respondents exemplify like this:

“The environment is competitive and without "routine" and rhythm. I consider it

a difficult environment for recruitment. The staff need training for correct

communication and environment.”

“Difficulty adapting to the requirements of the position.”

“The current size of the company, I believe it won´t be able to provide the

necessary support for the colleague so that he/she can have a pleasant and

creative vocational experience.”

The results also show that some of the respondents who answered no to considering employing a person

with autism, thought that they would be more likely to change their minds if they had access to

information and education about autism for co-workers and managers and external support from an

employment specialist. In both the Swedish and the English survey 67 % of the respondents (who

answered no to question 10) stated that they would be more likely to employ if they had more

knowledge and external support. In Greece 100 % of the respondents (who answered no to question 10)

gave the same answer. The results show that the possibility of financial support does not have the same

importance. In both the Swedish and the English survey there were 33 % who found that a financial

support would make them more likely to employ a person with autism. The Greek percentage for the

same alternative was 25 %.

20

3.3 Preferences regarding a training course

The third and last part of the survey contains four questions about the employers’ preferences regarding

a training course:

If your company would participate in a training course, what would you like to learn about? (Q 15)

If your company would participate in a training course, what delivery style would you prefer? (Q16)

If your company would participate in a training course, how much time could you spend on it? (Q17)

If your company would participate in a training course, how many people could take part? (Q18)

3.3.1 What the employers would like to learn about in a training course

Table 11: Answer to the question: If your company would participate in a training course, what would you like to learn about? (Q15)

This question refers to what content the respondents find most important for a training course. The

respondents were able to choose more than one option. The results show that 90 % of the respondents

found it most important to learn about how to support someone with autism and make reasonable

workplace adjustments and the benefits and challenges of employing someone with autism. Also 60 %

wanted to know more about how to get external advice, support and education. 52 % stated that they

want to learn more about the diagnosis of autism if they attended a training course. One respondent

described it:

“A lot of information to increase the acceptance.”

The results show that the least requested part of a training course would be information about the

financial support the employer can receive from the government when employing someone with a

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Learn moreabout thediagnosis

autism

Benefits andchallenges of

employingsomeone with

autism

How to supportsomeone with

autism andmake

reasonableworkplace

adjustments

Financialsupport

How to getexternal advice

support andeducation

Other

21

disability. Though one respondent described the importance of the financial support for the company

as making it a little easier to balance the finances when taking on such responsibility:

“In the beginning a financial support since my workload is increasing initially.”

When comparing the surveys, the results show that the majority of the respondents in each survey

wanted to learn about benefits and challenges and how to support someone with autism and make

reasonable workplace adjustments. In the English survey 88 % of the respondents wanted to learn about

benefits and challenges and 90 % wanted to learn about how to support someone with autism and make

reasonable workplace adjustments. In the Greek survey 82 % of the respondents wanted to learn about

benefits and challenges and 91 % wanted to learn about how to support someone with autism and make

reasonable workplace adjustments. In the Swedish survey 65 % of the respondents wanted to learn

about benefits and challenges and 92 % wanted to learn about how to give support to someone with

autism and make reasonable adjustments. In addition to this approximately 60 % in the English survey

wanted to learn about how to get external advice support and education and around 50 % in the Swedish

survey gave the same answer. The results also show that in the Swedish survey almost 70 % of the

respondents wanted more knowledge about the diagnosis of autism, compared to approximately 45 %

of the respondents in the English survey and approximately 30 % in the Greek survey.

3.3.2 Delivery style

Table 12: Answer to the question: If your company would participate in a training course, what delivery style would you prefer? (Q16)

According to the answers to the question about what delivery style the employers prefer, the majority

of the respondents wanted the training course delivered as a formal presentation (38 % of the

respondents). 23 % of the respondents chose the alternative study visits where they can meet people

with autism in a workplace and get examples from real life to learn from. Some of the respondents chose

to select the alternative “other” and described the wish to learn from employers with real life

experiences:

“A mixture of a number of the above sounds ideal. We should definitely seek

formal presentation and work groups where other employers share advice and

experiences.”

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Web-basedresource

Formalpresentation

Booklets(information

leaflets)

Case studies(listening/readingabout what other

employers do)

Study-visits whereyou can get to

meet people withautism in aworkplace

Other (pleasespecify)

22

“A mix of web-based info, resources and formal presentations which could

include presentation from people with autism.”

16 % of the respondents wished to have a web-based training program. As shown in the comments

above, some of the respondents have stated that they want a combination of delivery styles. Here are

similar proposals:

“A combination of presentation, case and study-visits.”

“Combination of above, depending on situation.”

A majority of the respondents in the Swedish survey (53 %) wanted the training course to be delivered

as a formal presentation. Approximately 25 % of the respondents in the Swedish survey wanted to be

able to make study-visits where you can meet people with autism.

In the other surveys the results are a little more diverse. Around 35 % of the respondents in the Greek

survey wanted the training course to be delivered as a formal presentation, compared to around 25 %

in the English survey. Another 25 % of the English respondents wanted to have study-visits compared

with around 13 % of the Greek respondents. Regarding a web-based resource as a delivery style, around

15 % in each of the surveys would like to attend that kind of training course. The Greek survey differs a

little from the others as almost 30 % would like case-studies (listening/reading about what other

employers do). This alternative was selected by around 10 % in the English survey and around 5 % in the

Swedish survey. In the English survey some of the respondents (approximately 15 %) also specified that

they wanted a mix of the alternatives as a delivery style. For example:

“A mixture of the above sounds ideal. We would definitely seek formal

presentation and work groups where employers share advice and experiences.”

“A combination of web-based resources and formal presentations which could

include presentation from people with autism.”

“A combination of presentation, case and study-visits.”

3.3.3 Time to spend on a training course 49 % of the respondents answered that they

want to spend around half a day on a training

course. Other less common options were

respondents who wanted to spend 1 hour on

the training course (24 %), and those who

wanted to spend 1 day (19 %).

A comparison between the three surveys shows

a very similar results in the English and Greek

surveys. A majority of the respondents answer

that they could spend half a day if they were to

attend a training course (53 % of the

respondents in the English survey and 45 % of the

respondents in the Greek survey). In the English

survey, the results shows that 12 % of the

respondents could spend 1 hour, and 24 % could spend 1 day. The results in the Greek survey show that

14 % of the respondents would like to spend 1 hour, and 32 % answered that they would prefer to spend

1 day.

0%

10%

20%

30%

40%

50%

60%

1 hour 1/2 day 1 day More than 1day

Table 13: Answer to the question: If your company would participate in a training course; how much time could you spend on it? (Q17)

23

The Swedish survey differs from the others as the respondents who answered that they could spend 1

hour are almost as many as those who could spend half a day. In the Swedish survey 45 % state that

they could spend half a day and 43 % state that they could spend 1 hour. There are less respondents in

the Swedish survey who answered that their company could spend 1 day than in the other surveys

(8 %).

All three surveys show a similarity regarding the respondents who would like to spend more than one

day, between 5-10 %.

3.3.4 Number of participants The results show that a majority of the

respondents prefer to let 1-9 employees

attend the training course.

In the Greek survey the respondents

who would let 1-9 employees take part

in a training course are 77 %, in the

English 71 % and in the Swedish 59 %.

Looking at the three surveys in total

26 % of the respondents would prefer to

let 10-49 employees attend a training

course. The results show that only a few

percentages would let more than 49

employees take part of a training

course, 6 % and less than 1 % would like

more than 250 employees take part.

Table 14: Answer to the question: If your company would participate in a training course; how many people could take part? (Q18)

0%

10%

20%

30%

40%

50%

60%

70%

80%

1-9 10-49 50-249 250+

24

4 Conclusions This chapter summarizes the conclusions of the survey results. Among the respondents, the will to create

opportunities for people with autism in the labour market is high. Since we mainly addressed employers’

with whom the partner organizations of the project had an existing relationship, we can assume that

their knowledge is higher, and that their attitude towards employing a person with autism is more

positive than the average employer. (The reason why this group was targeted is explained in the report.)

4.1 Respondents’ knowledge

Around half of the respondents perceived their knowledge of autism as average. The other half is spread

out on either the alternatives above average and excellent, or below average and very poor. It is

important to remember that this is in fact self-perceived knowledge and may not say anything about the

actual level of knowledge among the respondents. Our conclusion is that before starting the training

course it will be of great importance to find out the employers’ level of knowledge regarding autism with

the purpose to be able to adjust the content of the training course.

4.2 Respondents’ attitudes

A majority of the respondents are positive about employing a person with autism. 91 % of the

respondents answered that they would consider employing a person with autism and 9 % said that they

would not. The reasons that the respondents gave as to why they would consider employing a person

with autism are that they want to make a contribution for the individual and for the society, achieve

diversity in the workplace, and employ people with special skills. The possibility of financial support for

the employer when employing a person with autism has little impact on the decision to employ. Our

conclusion is that the respondents of the surveys are probably more positive than the average employer,

but that the reasons stated also mirror a trend in the European countries where social contribution is

important. The reasons mentioned by respondents regarding employing a person with autism will be

useful to keep in mind while constructing the training course to meet their demands.

4.3 Training course

When summarizing the respondents’ preferences regarding a training course about autism we find that

they would prefer a formal presentation. The next option is study visits to meet employees with autism

and their employers in the workplace, to learn from their experiences. The third selected option is a web

based resource. When we read the comments we have several respondents who mention that they

would prefer a training course in a mixed format. Our conclusion is that a combination of formal

presentation, web based material and case studies would be a good way to meet the requirements of

employers.

The respondents would like to spend from half a day to one day on a course and allow 1-9 people to

take part. The requested topics for the training course are in following order:

1. How to support someone with autism and make reasonable workplace adjustments

2. Benefits and challenges of employing someone with autism

3. How to get external advice, support and education

4. Knowledge of the diagnosis autism

5. Financial support

25

The majority of respondents want to learn about how to support someone with autism and make

reasonable workplace adjustments. This confirms the earlier conclusions that the respondents prime

reasons for employing a person with autism are to make a contribution for the individual and to give the

person a reasonable chance to be able to keep and manage their job. Since the wish to learn about

benefits and challenges of employing a person with autism is a close second, and how to get external

advice, support and education is the third chosen option, it is safe to conclude that more knowledge

about these factors is seen as a mean to achieve the goal to give the person the right support in a

workplace and to give them a fair chance. There are less respondents who want to learn about financial

support, rather than the other options which again follows the earlier results. Even if financial support

is chosen as the least important reason among the options, 30 % of the respondents ask for this to be

included in the training course. Our conclusion is that the employers would like to know about a range

of topics associated with employing a person with autism in order to make the work place a more

welcoming and supportive environment.

26

5 Discussion This final chapter of the report begins with a discussion of and reflections on the results and ends with

a discussion of the methods that were used.

The objective of this part of the project was to conduct and complete an Employer Attitudinal Review.

It was already decided to use a survey to collect the data. The results were to be processed and

presented in a report. The requirement was to distribute a minimum of 80 surveys, 20 in each project

country. This was performed, and in total the survey was completed by 129 respondents.

The survey was designed with three main areas as headlines: knowledge, attitudes and training material.

The following discussion of the results follows the same structure.

5.1 Discussion of the results

5.1.1 Knowledge The majority (50 %) of the respondents perceived their knowledge about autism as average. The other

50 % are spread out over the alternatives above average and excellent as well as below average and very

poor. The number of respondents who found their knowledge as average seems surprisingly high, which

suggests that the results are affected by the selection of the respondents and the way the survey was

distributed. The employers who we already cooperate with and have on our contact lists can be thought

of as having a higher level of knowledge regarding autism than the average employer. This was

confirmed by the Greek numbers. The Greek group distributed the survey to a random group of

employers’ and they had a higher rate of respondents who perceived their knowledge as very poor and

none responded excellent.

5.1.2 Attitudes A large majority (91 %) of the respondents are positive to employing a person with autism. We note that

this is a very high number. In this subject, as in the one about knowledge above, we think that the results

most likely are affected by the group of respondents selected. They are most likely more positive to

employing than a group of random employers would be.

We need to assume that when it comes to the results of the question about the employers’ attitudes to

employing a person with autism, they may have been affected by a further parameter. We formulated

the question “would you consider employing a person with autism”. A different way of formulating it

could have been “would you employ a person with autism”. Most likely this would have generated a

different result as there is a big difference between considering to employ someone and actually doing

it.

Another finding in the section of the review regarding attitudes is the will among the respondents to

make a social contribution by employing a person with autism. A follow up question that may have been

interesting to explore could have been what limits there are to this contribution (if the organisation is

struggling economically, for example). It is also interesting to consider how this answer is compatible

with the respondents’ answers that they base their choice to employ on competency and capability. On

one hand employers say that a person with autism is an individual as competent as anyone else but on

the other hand their answers suggest that they seem to see the employment as some kind of charity.

27

5.1.3 Training course The respondents could send 1-9 employees to take part in a training course that lasts for half a day to one day. This is the main opinion. The majority wants a formal presentation or a mix of ways to learn. In this subject the comments from the respondents have been very valuable. We can draw the conclusion that the respondents would find it valuable to be able to hear employers and employees talk about their experiences regarding autism and employment. Respondents also asked to learn more about support and adjustments in the workplace. The international project group had hypothesised that the answer to the question of which delivery style was preferred was going to be web-based, but this was not the most common preferred method. This may have been due to respondents wanting to meet with a specialist face to face to discuss concerns and ask questions, rather than only having a web based resource as a standalone resource.

The main theme regarding the training course seems to be to create a presentation that is flexible both when it comes to length and content. The training course needs to be adaptable to each employers’ level of knowledge, interest and needs. Since the course is going to be used in four different countries we also have to take into consideration laws and regulations, culture, labour market and of course language.

5.2 Discussion of the method

The main method when performing the employer attitudinal review was to use a survey, either on actual

paper or web-based. This method was stated in the application form of the project. The requirement

was to distribute a minimum of 80 surveys, 20 in each project country. This target was achieved and in

total the survey was completed by 129 respondents.

A survey is a good way to collect a large amount of data. At the same time there are a few limitations to

collecting data this way.

At first we considered including a knowledge test in the survey, but since the survey is anonymous that

data would not be useful. When we investigated the level of knowledge about autism among the

employers’ we could never link the answers to a specific respondent. We needed to ask ourselves when

creating the survey: why do we want to know how much the respondents know about autism? When

we processed the results we needed to remind ourselves that the numbers show the respondents self-

perceived level of knowledge and these numbers may be skewed because of the selection of the

respondents that were contacted and completed the survey.

When creating the survey we were very aware of the fact that it could not contain too many questions.

If the survey was too long it would mean a higher risk of respondents not finishing it. We had to balance

this against getting the facts we required.

The first question of the survey: “are you owner, CEO, board member, head of department or working

with human resources, recruitment etc.?” served as a qualification question. This question was probably

formulated in an unfortunate way. Employers who are known to belong to the surveys target group,

working as a team manager or department manager but do not have the title CEO or HR manager, there

by ticked “no” as reply to the first question and were dismissed from the survey. It would have been

better to be clearer about that the survey targeted respondents who manage people or teams.

We have mentioned earlier in the report that we have reason to believe that the question “would you

consider employing a person with autism?” gave a misrepresentative result. It is easy to say yes to

28

consider something, but future barriers may prevent you from actually doing this. This was probably

another unfortunate way to formulate a question.

When it comes to the selection of the respondents, this has come up several times in the report, we

should have thought about this before distributing the survey. Maybe we should have made a decision

in the international project group to invite the same amount of existing and new contacts, although this

may not have been possible. We could have considered putting a larger emphasis on finding new

contacts but this may have been difficult in relation to the time constraints of the project. In any case,

we are aware that the selection has had an impact on the result.

30

6 Recommendations The main task regarding creating the training course should be to find out what area each employer

wants to learn more about, since this probably differs. Ideally, finding out their approximate level of

knowledge would have been useful but there was no way to find out these things in an anonymous

survey.

We would like to recommend a training course based on different levels of existing knowledge. The

delivery form should be a mixture of formal presentation, web-based material and case studies to meet

the preferences of the responders. The length of the course should be from half a day to one day.

Our recommendation is therefore to construct a flexible training course. It needs to be adaptable to

each employers’ level of knowledge, interest and needs. Since the course is going to be used

internationally we also have to take into consideration domestic laws and regulations, culture, labour

market and language.

32

7 References Andersson, J., Luthra, R., Hurtig, P., & Tideman, M., Employer attitudes toward employing persons with

disabilities: A vignette study in Sweden. Journal of Vocational Rehabilitation 43 (2015) 41-50

Autism and work, together we cane, 2014, http://www.autismeurope.org/files/files/report-on-autism-

and-employment-en-online-updated.pdf

Copeland, J., Chan, F., Bezyak, J., & Fraser, R.T., Assessing cognitive and affective reactions of employers

toward people with disabilities in the workforce. Journal of Occupational Rehabilitation 20 (2010) 427-

434

Corbiére, M., & Lanctot, N., Salient components in supported employment programs: Perspectives from

employment specialists and clients. WORK, 39 (2011) 427-439

Hendricks, DN., Employment and adults with autism spectrum disorders: Challenges and strategies for

success. Journal of Vocational Rehabilitation, 32 (2010) 125-134

Humber Anderson, L., Social inclusion through employment: the marketization of employment support

for people with learning disabilities in the United Kingdom. Disability & Society, 29 (2014) 275-289

Nygren, G., Cederlund, M., Sandberg, E., Gillstedt, F., Arvidsson, T., Gillberg, C., Westman Andersson, G.,

Gillberg, C., The Prevalence of Autism Spectrum Disorders in Toddlers: A Population Study of 2-Year-Old

Swedish Children. Journal of Autism and Developmental Disorders, volume 42 (7), (2012) 1491-1497

http://www.autismireland.ie/about-autism/what-is-autism/, 2016-06-07

Irland NI, Analys Survey

71,15% 74

28,85% 30

Q1 Are you owner, CEO, board member,head of department or working with human

resources, recruitment etc.?Svarade: 104 Hoppade över: 0

Totalt 104

Yes

No

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Yes

No

1 / 24

Attitudinal Survey for employers SurveyMonkey

2,99% 2

64,18% 43

32,84% 22

0,00% 0

Q2 In what country are you based?Svarade: 67 Hoppade över: 37

Totalt 67

Greece

Ireland

NorthernIreland

Sweden

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Greece

Ireland

Northern Ireland

Sweden

2 / 24


28,36% 19

17,91% 12

23,88% 16

29,85% 20

Q3 How many employees does yourcompany have?

Svarade: 67 Hoppade över: 37

Totalt 67

1-9

10-49

50-249

250+

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1-9

10-49

50-249

250+

3 / 24


47,76% 32

28,36% 19

1,49% 1

20,90% 14

1,49% 1

Q4 What sector does best describe yourcompany?


Totalt 67

Private

Public

Specialinterest group

Non-profit

Socialenterprise

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Private

Public

Special interest group

Non-profit

Social enterprise

4 / 24


Q5 In what industrial sector does yourcompany operate?


Administration,economics, law

Building andconstruction

IT

Retail/Sales,purchasing,...

Craftsmanship

Hotel,restaurants ...

Tourism

Healthcare

Industry,manufacturing

Operatingtechnician

Beauty care

Culture,media, design

The ArmedForces

Agriculture

Scientific work

Educationalwork

Decontamination, refuse...

Social work

Security work

5 / 24


10,45% 7

0,00% 0

7,46% 5

7,46% 5

1,49% 1

11,94% 8

1,49% 1

8,96% 6

11,94% 8

0,00% 0

0,00% 0

2,99% 2

0,00% 0

1,49% 1

4,48% 3

16,42% 11

0,00% 0

7,46% 5

2,99% 2

1,49% 1

1,49% 1

Totalt 67

Security work

Technical work

Transport andtrucking

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Administration, economics, law

Building and construction

IT

Retail/Sales, purchasing, marketing

Craftsmanship

Hotel, restaurants and hospitality

Tourism

Healthcare

Industry, manufacturing

Operating technician

Beauty care

Culture, media, design

The Armed Forces

Agriculture

Scientific work

Educational work

Decontamination, refuse collection

Social work

Security work

Technical work

Transport and trucking

6 / 24


22,39% 15

25,37% 17

23,88% 16

28,36% 19

Q6 What title/role best describe yourposition in the organization?


Totalt 67

# Other (please specify) Datum

1 HR Co Ordinator 2016-02-08 15:00

2 Office Manager 2016-02-08 09:30

3 Human Resources Specialist 2016-02-03 14:05

4 Finance 2016-01-30 21:23

5 President 2016-01-30 21:09

6 Assistant Director 2016-01-30 10:33

7 Service Co-ordinator 2016-01-29 22:14

8 Business Development Manager 2016-01-27 22:17

9 line manager 2016-01-26 11:32

10 Executive Assistant 2016-01-26 10:07

11 Team Head 2016-01-25 15:24

12 Line manager 2016-01-21 12:27

13 Senior Teacher 2016-01-14 15:43

14 Conrtact Consultant ~ Specialising in recruitment 2016-01-11 12:35

15 Manager 2016-01-11 00:55

Owner/CEO

HR-manager

Head ofdepartment


0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Owner/CEO

HR-manager

Head of department

Other (please specify)

7 / 24


16 HR Generalist 2016-01-08 15:15

17 Company Secretary 2016-01-08 12:05

18 HR professional 2016-01-08 11:13

19 volunteer coordinator 2016-01-08 09:36

8 / 24


25,37% 17

44,78% 30

29,85% 20

Q7 Does any of your company’s employeeshave an autism diagnosis?


Totalt 67

Yes

No

Don´t know

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Yes

No

Don´t know

9 / 24


Q8 In your own opinion, how is yourknowledge about autism?


3,03%2

15,15%10

56,06%37

18,18%12

7,58%5

66 3,12

Please choosethe most...

0 1 2 3 4 5 6 7 8 9 10

Very poor Below average Average Above average Excellent Totalt Viktat genomsnitt

Please choose the most suitable option

10 / 24


52,38% 33

57,14% 36

14,29% 9

44,44% 28

36,51% 23

42,86% 27

47,62% 30

47,62% 30

34,92% 22

3,17% 2

Q9 What could you benefit from employinga person with autism? (You can choose

more than one option)Svarade: 63 Hoppade över: 41

A positiveworking...

A socialcontribution

Getting afinancial...

A focusedco-worker

A loyalco-worker

An intelligentco-worker

A detailoriented...

A hard workingco-worker

An honestco-worker

I can´t seeany benefits


0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

A positive working environment

A social contribution

Getting a financial support

A focused co-worker

A loyal co-worker

An intelligent co-worker

A detail oriented co-worker

A hard working co-worker

An honest co-worker

I can´t see any benefits

11 / 24


11,11% 7

Totalt antal svarande: 63


1 I don't see how Autism would have an effect, positive or negative on the listed attributes 2016-02-05 13:33

2 Same as other workers provide? 2016-02-04 12:05

3 I simply don't know 2016-01-30 21:23

4 Depends on the person autism is irrelevant 2016-01-27 15:57

5 Many of the above benifits could be true when enploying someone with and without autism, however the main benefitis a diverse work environment.

2016-01-26 09:46

6 An inclusive working environment where diversity is embraced 2016-01-08 11:15

7 We are basically a volunteer organistion so unlikel;y to emply anyone 2016-01-08 09:37


12 / 24


93,65% 59

6,35% 4

Q10 Would you consider employing aperson with autism?


Totalt 63

Yes

No

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Yes

No

13 / 24


Q11 If your answer is no, Please describethe reasons:


# Svar Datum

1 My knowledge of the illness is not good enough, I would feel it would be putting the individual in an unsafeenvironment.

2016-02-03 22:41

2 No Knowledge of 2016-01-31 18:42

3 φγτγ 2016-01-07 09:13

14 / 24


Q12 Would any kind of support make youmore likley to employ a person with

autism?Svarade: 3 Hoppade över: 101

66,67%2

33,33%1

3 1,33

33,33%1

66,67%2

3 1,67

33,33%1

66,67%2

3 1,67


Det finns inga svar.

Financialsupport

Informationand educatio...

Externalsupport from...

0 0.2 0.4 0.6 0.8 1 1.2 1.4 1.6 1.8 2

No, would not employanyway

Yes, would make me more likely toemploy

Totalt Viktatgenomsnitt

Financial support

Information and education about autism for co-workers andmanagers


15 / 24


Q13 If your answer is yes, please describethe reasons:


# Svar Datum

1 If the person is fit and able to carry out the role in question, within the training parameters required I would not seewhy they would not be hired for the role.

2016-02-08 09:31

2 Keen to support positive workplace diversity 2016-02-05 23:01

3 If they are the right candidate for the job then I feel they should be selected - provided it has no adverse affect on theirability to do the job

2016-02-05 13:34

4 Web development is the core of our business and requires a high degree of focus and detail. This would not besuitable in all cases but from what I know of The autism spectrum this may be the case for some

2016-02-05 13:31

5 Solely based on the individual's ability 2016-02-05 10:58

6 We have a number of key areas where attention to detail is a health and safety issue. It would of course dependcompletely on the individual and on personal awareness, management and development.

2016-02-04 14:01

7 Opportunity for employment should be open to all. Based on skills, attitude and commitment to the role 2016-02-04 12:06

8 Dedicated to role 2016-02-04 10:46

9 Those with autism (or Asbergers) certainly have their challenges but have had to have been more focused to geteducated and therefore can be more driven and determined that other employees.

2016-02-03 17:30

10 I welcome an true equal opportunities approach to recruitment where all candidates are valued for the contributionthey can make to a business

2016-02-03 17:15

11 People on the ASD spectrum have as much to offer in the workplace as anyone else. 2016-02-03 17:11

12 Have somebody already employed and staff became more team members once working with this person 2016-02-03 15:12

13 As mentioned in the benefits section before. With the right role meeting the right skills and capabilities there is noreason not to.

2016-02-03 14:01

14 Health for any organization to have a well diversified mix of people contribution towards the organisations overall goals 2016-02-01 16:01

15 If the person had a keen interest in either knitting or sewing we may be able to offer a positio with suitable support butas all members of staff are dealing with public the applicant would have to have some social skills.

2016-02-01 09:26

16 Am sure they would be diligent workers 2016-01-31 15:54

17 If they can do the job, not cause major problems with other staff and their attendance and commitment is appropriatethen there should be no reason not to

2016-01-30 21:25

18 autistic people have strenghts in the workplace too 2016-01-30 10:35

19 Hope of hiring a person who is totally focused on their tasks. 2016-01-29 22:16

20 To try a new approach to recruitment 2016-01-29 13:46

21 We use competency based recruitment, if someone meets the requirements for the role we employ on that basis. Themajority of the time we would not be made aware of a person having autism. We would be happy to work withcolleges/universities to provide placements to help the student and ourselves.

2016-01-29 10:04

22 Social motivation 2016-01-28 23:00

23 Promote inclusive business culture Good for morale Effective productive individual employed 2016-01-28 15:37

24 If the person with autism is capable of doing the work required, there is no reason not to offer them the position. 2016-01-28 14:39

25 . 2016-01-28 14:22

26 why not? 2016-01-28 13:10

27 Because I employ on merits not on diagnosis 2016-01-28 12:39

16 / 24


28 It does feel great to help comunity as well everyone is equal and has a right for employement. Customers definatelywould appreciate this kind of thing. Good image for business

2016-01-28 12:29

29 loyalty, focus, attention to detail, honesty 2016-01-27 22:18

30 If i get the right person for the job that is all that matters 2016-01-27 15:58

31 Providing a good person - job role match will ensure that the prospective employees skills are optimally utilized andensure longevity of the hiring decision. Taking on an employee with ASC could provide unique skills to certain areasin the organsation, as well as providing a loyal employee and extending equal opportunities to all.

2016-01-27 11:58

32 I employ based on the suitability of the person and currently employ people with different circumstance such ascerebral palsy/diabetes/epilepsy/dyspraxia so if the person is suitable for the job then that is the overriding factor

2016-01-26 16:49

33 I would be happy to assess the persons ability and make any reasonable adjustments so long as they can fulfil therole they are employed for

2016-01-26 11:34

34 Can make a valuable part of a team 2016-01-26 10:08

35 Having a diverse work environment which is a positive experience for employees and customers can only be achievedthrough a diverse workforce.

2016-01-26 09:51

36 I have worked in the past with someone on the Autistic Spectrum and they were as hard working and dedicated if notmore so than someone who does not have autism

2016-01-26 08:23

37 If the applicant was able to carry out the duties of the post (with reasonable adjustments if needed) we would behappy to appoint them.

2016-01-25 17:55

38 non descrinatory workplace 2016-01-25 17:04

39 Employment should be based on merit not on perceived attitude 2016-01-25 15:27

40 awareness and understanding of ASD 2016-01-14 16:18

41 I believe everyone can contribute to the working environment and businesses can support the development of a youngperson

2016-01-12 12:35

42 Everyone should be given an opportunity to work & excell 2016-01-11 12:36

43 I would want to ensure that my organisation was reflecting everyone in our community. 2016-01-11 00:58

44 To encourage and help them to find something suitable to do in order to make them feel a sense of value and worth. 2016-01-08 17:41

45 Based on our own employees they create a very positive environment & are extremely focused in their job role 2016-01-08 15:16

46 We already employ a person with Autism who happens to be my son. 2016-01-08 12:07

47 I would employ some-one with Autism as I believe in inclusion and equal opportunities and education. Lack ofeducation on disabilities for an employer is a bigger disability than the condition itself!

2016-01-08 11:39

48 From previous experience working with people with autism I have found them to be very focussed and having greatattention to detail and an excellent level of accuracy

2016-01-08 11:16

49 People with autism also deserve to work, if they want to, and there are way to adapt the work situation to their needsand requirements

2016-01-08 09:52

50 Do not believe in discrimination against anyone 2016-01-08 09:37

51 Staff with autism are known to be very conscientious and hard working. 2016-01-07 16:12

52 ηηη 2015-12-20 23:32

17 / 24


Q14 How important is the following supportwhen you consider employing a person

with autism?Svarade: 57 Hoppade över: 47

28,07%16

26,32%15

33,33%19

10,53%6

1,75%1

57 2,32

1,75%1

1,75%1

14,04%8

24,56%14

57,89%33

57 4,35

1,75%1

3,51%2

14,04%8

45,61%26

35,09%20

57 4,09


1 Would depend on the level of autism. Obviously in more severe cases external support and information/educationwould be more necessary

2016-02-05 13:36

2 Sometimes they are more sensitive to other guests and team members and may need to have innocent itemsexplained.

2016-02-03 15:15

3 The more knowledge we have the better our understanding of any difficulties 2016-01-30 21:12

4 The person would need to be competent to do the role asked of them, both from an experience and educationalcapability.

2016-01-29 10:05

5 access to information about disability 2016-01-25 17:04

6 Practical skills and methodologies to assist a person with autism to be included in the workplace. 2016-01-11 01:00

7 δεν ξερω πως να το γράψω σε μια αγγελία 2015-12-20 23:47

Financialsupport

Informationand educatio...

Externalsupport from...

0 1 2 3 4 5 6 7 8 9 10

Notimportant

Slightlyimportant

Moderatelyimportant

Important Veryimportant


Financial support

Information and education about autism for co-workers and managers


18 / 24


46,55% 27

87,93% 51

89,66% 52

29,31% 17

63,79% 37

1,72% 1

Q15 If your company would participate in atraining course, what would you like to

learn about? (You can choose more thanone option)




1 Για τον ρατσισμό από τους υπόλοιπους συνεργάτες 2015-12-20 23:57

Learn moreabout the...

Benefits andchallenges o...

How to supportsomeone with...

FInancialsupport

How to getexternal adv...


0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Learn more about the diagnosis autism

Benefits and challenges of employing someone with autism

How to support someone with autism and make reasonable workplace adjustments

FInancial support

How to get external advice support and education


19 / 24


17,24% 10

25,86% 15

5,17% 3

10,34% 6

25,86% 15

15,52% 9

Q16 If your company would participate in atraining course, what delivery style would

you prefer?Svarade: 58 Hoppade över: 46

Totalt 58


1 A mixture of a number of the above sounds ideal. We would definitely seek formal presentation and work groupswhere other employers share advice and experiences.

2016-02-04 14:04

2 any of the above 2016-02-03 15:14

3 A mixture , web and formal presentation. 2016-01-30 21:13

4 A mix of web-based info, booklets and case-studies (whcih could be incorporated, perhaps, into the booklet or web-based resource)

2016-01-28 13:12

5 Combination of above depending on situation 2016-01-26 16:55

6 A combination of web-bases recourses and formal presentations which could include presentation from people withautism.

2016-01-26 09:55

7 Formal presentation with web based resource for those who could not attend 2016-01-25 17:57

8 A combination of presentation, case and study visits 2016-01-14 16:21

Web-basedresource

Formalpresentation

Booklets(Information...

Case studies(Listening/r...

Study-visitswhere you ca...


0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Web-based resource

Formal presentation

Booklets (Information leaflets)

Case studies (Listening/reading about what other employers do)

Study-visits where you can get to meet people with autism in a workplace


20 / 24


9 Formal presentation with case studies 2016-01-08 12:50

21 / 24


12,07% 7

53,45% 31

24,14% 14

10,34% 6

Q17 If your company would participate in atraining course; how much time could you

spend on it?Svarade: 58 Hoppade över: 46

Totalt 58

1 hour

1/2 day

1 day

More than oneday

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1 hour

1/2 day

1 day

More than one day

22 / 24


70,69% 41

20,69% 12

6,90% 4

1,72% 1

Q18 If your company would participate in atraining course; how many people could

take part?Svarade: 58 Hoppade över: 46

Totalt 58

1-9

10-49

50-249

250+

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1-9

10-49

50-249

250+

23 / 24


Q19 Lastly, is there anything else you wouldlike to add?


# Svar Datum

1 I think, management skills are the most essential part of undertaking something like this followed by support for bothemployee and employer.

2016-02-05 13:37

2 No 2016-02-05 11:01

3 While it is a challenge we would embrace the opportunity to employ a person on the spectrum as we believeopportunity should only be limited by the person themselves and not others

2016-02-04 15:04

4 We are very busy from April to September. For something like this to be effective we would need all employees on-board and available for the training. Therefore it would have to happen in the quiet months. Also, as our customers aremainly teenagers, there is a limit to the positions in which we could employ someone from this scheme.

2016-02-04 14:10

5 I think the major block to employing people with intellectual, behavioural or physical difficulties is ignorance. Mostpeople would be amenable to make some adjustment but would need support and understanding

2016-01-30 21:27

6 We need to be more accepting of all individuals and embrace diversity . The more information we have the better weare equipped to cope .

2016-01-30 21:15

7 No. 2016-01-29 22:20

8 We are a utility company looking after Gas and Water services in Ireland, with a storng emphasis on engineering andfinancial services.

2016-01-29 10:07

9 This is an area where there is a dearth of knowledge in relation to how such conditions can impact on the workenvironment - provision of knowledge will help to address concerns/stygmae on behalf of both prospective employers& employees

2016-01-28 13:14

10 its all about inclusion, education and breaking down barriers 2016-01-27 22:20

11 I think that education is the biggest factor in having integration for everyone 2016-01-26 16:57

12 We currently have a volunteer, with autism, working with us. Without the input from the Orchardville Society we wouldnot have been able to support this individual, ensuring they have a meaningful placement which is developing theirskills and employability.

2016-01-26 09:59

13 Need more regional training and support service re disability in the workforce 2016-01-25 17:06

14 On going support - an identified organisation which I could contact regarding any issues of employing a person withAutism.

2016-01-11 01:03

15 Dealing with family members who feel they must support the one with austism - interferring and explaining that theymust let go and give an element of independence.

2016-01-08 17:46

16 όχι 2015-12-20 23:57

24 / 24


Greece Analys Survey

87,88% 29

12,12% 4

Q1 Είστε ιδιοκτήτης, Διευθύνων Σύμβουλος, μέλος διοικητικού, διευθυντής

προϊστάμενος ή ασχολείσθε με ανθρώπινοδυναμικό, προσλήψεις κλπ.;


Totalt 33

Ναι

Όχι

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ναι

Όχι

1 / 21

Ερωτηματολόγιο Στάσης - Συμπεριφοράς εργοδοτών SurveyMonkey

92,59% 25

3,70% 1

3,70% 1

0,00% 0

Q2 Σε ποια χώρα δραστηριοποιείστε;Svarade: 27 Hoppade över: 6

Totalt 27

Ελλάδα

Ιρλανδία

Βόρεια Ιρλανδία

Σουηδία

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ελλάδα

Ιρλανδία

Βόρεια Ιρλανδία

Σουηδία

2 / 21


14,81% 4

25,93% 7

25,93% 7

33,33% 9

Q3 Πόσα άτομα απασχολεί η εταιρία σας;Svarade: 27 Hoppade över: 6

Totalt 27

1-9

10-49

50-249

250+

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1-9

10-49

50-249

250+

3 / 21


92,59% 25

3,70% 1

0,00% 0

3,70% 1

0,00% 0

Q4 Ποιος τομέας περιγράφει την εταιρίασας καλύτερα;


Totalt 27

Ιδιωτικός

Δημόσιος

Ομάδα ειδικούενδιαφέροντος

Μηκερδοσκοπικός

Κοινωνικήεπιχείρηση

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ιδιωτικός

Δημόσιος

Ομάδα ειδικού ενδιαφέροντος

Μη κερδοσκοπικός

Κοινωνική επιχείρηση

4 / 21


Q5 Σε ποιον τομέα οικονομικήςδραστηριότητας λειτουργεί η εταιρία σας;


Διοίκηση,οικονομία,...

Κτίρια καικατασκευές

ΤεχνολογίεςΠληροφορίας ...

Πωλήσεις,αγορές,...

Δεξιοτεχνίες

Ξενοδοχεία,εστιατόρια κ...

Τουρισμό

Φροντίδα υγείας

Βιομηχανία,παραγωγή

Τεχνικέςεργασίες

Αισθητική

Πολιτισμός,μέσα μαζικής...

ΈνοπλεςΔυνάμεις

Γεωργία

Επιστημονικήεργασία

Εκπαίδευση

Απολύμανση,αποκομιδή...

Κοινωνικήεργασία

Εργασίες

5 / 21


7,41% 2

0,00% 0

11,11% 3

14,81% 4

0,00% 0

22,22% 6

11,11% 3

0,00% 0

25,93% 7

0,00% 0

0,00% 0

0,00% 0

3,70% 1

0,00% 0

0,00% 0

3,70% 1

0,00% 0

0,00% 0

0,00% 0

0,00% 0

0,00% 0

Totalt 27

Ασφάλειας

ΕργασίεςΑσφάλειας

Μεταφορές καιφορτηγά

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Διοίκηση, οικονομία, δίκαιο

Κτίρια και κατασκευές

Τεχνολογίες Πληροφορίας και Επικοινωνίας

Πωλήσεις, αγορές, μάρκετινγκ

Δεξιοτεχνίες

Ξενοδοχεία, εστιατόρια και φιλοξενία

Τουρισμό

Φροντίδα υγείας

Βιομηχανία, παραγωγή

Τεχνικές εργασίες

Αισθητική

Πολιτισμός, μέσα μαζικής ενημέρωσης, σχεδιασμός

Ένοπλες Δυνάμεις

Γεωργία

Επιστημονική εργασία

Εκπαίδευση

Απολύμανση, αποκομιδή απορριμμάτων

Κοινωνική εργασία

Εργασίες Ασφάλειας

Εργασίες Ασφάλειας

Μεταφορές και φορτηγά

6 / 21


29,63% 8

18,52% 5

37,04% 10

14,81% 4

Q6 Ποιος τίτλος περιγράφει τη θέση σαςκαλύτερα;


Totalt 27

# Άλλο (παρακαλώ προσδιορίσετε)… Datum

1 ΚΟΙΝΩΝΙΚΗ ΛΕΙΤΟΥΡΓΟΣ 2016-01-26 11:02

2 Operations & Marketing Officer 2016-01-26 08:51

3 Εκτελεστικός Σύμβουλος και Γενικός Διευθυντής 2016-01-22 12:15

4 Σύμβουλος 2016-01-18 13:45

Ιδιοκτήτης /Διευθύνων...

ΥπεύθυνοςΑνθρωπίνου...

Διευθυντής -Προϊστάμενος...

Άλλο (παρακαλώπροσδιορίσετε)…

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ιδιοκτήτης / Διευθύνων Σύμβουλος

Υπεύθυνος Ανθρωπίνου Δυναμικού

Διευθυντής - Προϊστάμενος Τμήματος

Άλλο (παρακαλώ προσδιορίσετε)…

7 / 21


3,70% 1

70,37% 19

25,93% 7

Q7 Έχει κάποιος από τους εργαζομένουςτης εταιρίας σας διάγνωση αυτισμού;


Totalt 27

Ναι

Όχι

Δεν ξέρω

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ναι

Όχι

Δεν ξέρω

8 / 21


Q8 Κατά τη γνώμη σας, πως είναι η γνώσησας για τον αυτισμό;


14,81%4

18,52%5

48,15%13

18,52%5

0,00%0

27 2,70

Επιλέξετε τοπιο κατάλληλο

0 1 2 3 4 5 6 7 8 9 10

Πολύ φτωχή Κάτω του μέσου όρου Στο μέσο όρο Άνω του μέσου όρου Άριστη Totalt Viktat genomsnitt

Επιλέξετε το πιο κατάλληλο

9 / 21


24,00% 6

76,00% 19

8,00% 2

32,00% 8

20,00% 5

24,00% 6

32,00% 8

12,00% 3

12,00% 3

Q9 Πως θα μπορούσατε να επωφεληθείτεαπό την απασχόληση ενός ατόμου με

αυτισμό; (Μπορείτε να επιλέξετεπερισσότερες από μία επιλογές)


Θετικόεργασιακό...

Κοινωνικήπροσφορά

Απόκτησηοικονομικής...

Ένανεστιασμένο...

Έναν πιστόσυνεργάτη

Έναν έξυπνοσυνεργάτη

Έναν συνεργάτηπροσανατολισ...

Έναν συνεργάτηπου δουλεύει...

Έναν έντιμοσυνεργάτη

Δε βλέπωκανένα όφελος

Άλλο (παρακαλώπροσδιορίσετε)…

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Θετικό εργασιακό περιβάλλον

Κοινωνική προσφορά

Απόκτηση οικονομικής υποστήριξης

Έναν εστιασμένο συνεργάτη

Έναν πιστό συνεργάτη

Έναν έξυπνο συνεργάτη

Έναν συνεργάτη προσανατολισμένο στη λεπτομέρεια

Έναν συνεργάτη που δουλεύει σκληρά

Έναν έντιμο συνεργάτη

10 / 21


4,00% 1

0,00% 0


# Άλλο (παρακαλώ προσδιορίσετε)… Datum


Δε βλέπω κανένα όφελος

Άλλο (παρακαλώ προσδιορίσετε)…

11 / 21


80,00% 20

20,00% 5

Q10 Θα σκεπτόσασταν να προσλάβετε έναάτομο με αυτισμό;


Totalt 25

Ναι

Όχι

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ναι

Όχι

12 / 21


Q11 Αν απαντήσατε όχι, παρακαλώπεριγράψετε τους λόγους


# Svar Datum

1 ΔΥΣΚΟΛΙΑ ΠΡΟΣΑΡΜΟΓΗΣ ΣΤΙΣ ΑΠΑΙΤΗΣΕΙΣ ΤΗΣ ΘΕΣΗΣ 2016-02-01 08:56

2 Δυσκολία προσαρμογής 2016-01-31 18:26

3 Το περιβάλλον ειναι ανταγωνιστικό και χωρίς 'ρουτινα' και ρυθμό. Θεωρώ δύσκολο περιβάλλον για πρόσληψηΧρειάζεται εκπαίδευση το προσωπικό για σωστή επικοινωνία και κλιμα

2016-01-27 19:27

4 Το σημερινό μέγεθος της Εταιρειας, πιστευω οτι δεν θα μπορέσει να δώσει τη απαραίτητη υποστηριξη στο συνάδελφοωστε να μπορέσει να εχει μια ευχάριστη και δημιουργική ε΄παγγελματική εμπειρία.

2016-01-26 09:25

13 / 21


Q12 Θα ήταν πιο πιθανή η πρόσληψη ενόςατόμου με αυτισμό εάν είχατε κάποιου

είδους υποστήριξης;Svarade: 4 Hoppade över: 29

75,00%3

25,00%1

4 1,25

0,00%0

100,00%4

4 2,00

0,00%0

100,00%4

4 2,00

Οικονομικήυποστήριξη

Πληροφορίεςκαιεκπαίδευσ...

Εξωτερικήυποστήριξη α...

0 0.2 0.4 0.6 0.8 1 1.2 1.4 1.6 1.8 2

Όχι, δε θα έκανα πρόσληψηούτως ή άλλως

Ναι, θα υπήρχε μεγαλύτερηπιθανότητα πρόσληψης


Οικονομική υποστήριξη

Πληροφορίες καιεκπαίδευση σε σχέση με τον αυτισμό γιατους συνεργάτες και διευθυντές

Εξωτερική υποστήριξη από ειδικό σύμβουλο εργασίας

14 / 21


Q13 Αν απαντήσατε ναι, παρακαλώπεριγράψετε τους λόγους:


# Svar Datum

1 1. Ευκαιρία στον άνθρωπο 2. Θετική εικόνα εταιρίας 3. Ενίσχυση εργασιακού κλίματος 2016-02-04 12:00

2 Δεν το θεωρώ πρόβλημα 2016-02-02 12:00

3 Ως εις "9". 2016-02-01 12:55

4 Στα πλαίσια της ΕΚΕ του Ομίλου υποστηρίζουμε τέτοιου είδους πρωτοβουλίες. 2016-01-29 09:30

5 Οπου μπορούμε, θέλουμε να δίνουμε ευκαιρίες σε ασθενείς ομάδες 2016-01-29 09:00

6 Οι λόγοι προκύπτουν από τα πλεονεκτήματα που σημείωσα προηγούμενως 2016-01-28 17:42

7 Κοινωνική προσφορά Ανάλογα και με την περίπτωση θα είχε και καλύτερη θέση. 2016-01-28 16:11

8 Ισες ευκαιρίες 2016-01-26 14:06

9 ΄Ατομα με ιδιαιτερότητα προσφέρουν σημαντικά και λαμβάνουν αντίστοιχα οφέλη από το εργασιακό περιβάλλον.Εξοικειώνουν τους υπόλοιπους εργαζόμενους με την αποδοχή της διαφορετικότητας.

2016-01-26 11:09

10 κοινωνικοι λογοι 2016-01-26 09:13

11 Ενταξη ατόμου στην αγορά εργασίας Κοινωνική Προσφορά Νέες οπτικές στην εργασία 2016-01-26 08:53

12 Δικαιωμα στην εργασια 2016-01-22 17:23

13 Προσφορά ίσων ευκαιριών, επίτευξη ένταξης στο εργασιακό και κοινωνικό σύνολο, χρήση πόρων που διαφορετικά θαχάνονταν.

2016-01-22 12:17

14 Σε καποιες εργασιες θα ηταν ισως το καταλληλο ατομο, εκει που ειδικα χρειαζονταν σημασια στην λεπτομερεια. 2016-01-21 17:39

15 σδφδσφδσφ 2016-01-21 14:09

16 Για λόγους ισότητας ευκαιριών σε όλους, βάσει των ικανοτήτων τους και όχι βάσει προκαταλήψεων ή άγνοιας. 2016-01-21 13:10

17 Ενίσχυση διαφορετικότητας/καινοτομίας στο περιβάλλον εργασίας 2016-01-18 13:47

15 / 21


Q14 Πόσο σημαντική είναι η παρακάτωυποστήριξη όταν σκέπτεστε να προσλάβετε

ένα άτομο με αυτισμό;Svarade: 20 Hoppade över: 13

30,00%6

10,00%2

30,00%6

20,00%4

10,00%2

20 2,70

0,00%0

5,00%1

10,00%2

45,00%9

40,00%8

20 4,20

10,00%2

5,00%1

0,00%0

45,00%9

40,00%8

20 4,00

Οικονομικήυποστήριξη

Πληροφορίεςκαι εκπαίδευ...

Εξωτερικήυποστήριξη α...

0 1 2 3 4 5 6 7 8 9 10

Δεν είναισημαντική

Ελάχιστασημαντική

Μετρίωςσημαντική

Σημαντική Πολύσημαντική


Οικονομική υποστήριξη

Πληροφορίες και εκπαίδευση σε σχέση με τον αυτισμόγια τους συνεργάτες και διευθυντές

Εξωτερική υποστήριξη από ειδικό σύμβουλο εργασίας

16 / 21


31,82% 7

81,82% 18

90,91% 20

22,73% 5

63,64% 14

0,00% 0

Q15 Αν η εταιρία σας συμμετείχε σεεκπαιδευτικό πρόγραμμα, για ποια θέματα

θα θέλατε να μάθετε; (Μπορείτε να επιλέξετεπερισσότερες από μία επιλογές)



# Άλλο (παρακαλώ προσδιορίστε) Datum


Για τηδιάγνωση...

Για ταπλεονεκτήματ...

Για το πως ναυποστηρίξεις...

Για τηνοικονομική...

Για το πώς ναλάβεις...

Άλλο (παρακαλώπροσδιορίστε)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Για τη διάγνωση αυτισμού

Για τα πλεονεκτήματα και τις προκλήσεις της πρόσληψης ατόμου με αυτισμό

Για το πως να υποστηρίξεις κάποιον με αυτισμό και να κάνεις εύλογες προσαρμογές στον χώρο εργασίας

Για την οικονομική υποστήριξη

Για το πώς να λάβεις εξωτερικές συμβουλές, υποστήριξη και εκπαίδευση

Άλλο (παρακαλώ προσδιορίστε)

17 / 21


13,64% 3

36,36% 8

4,55% 1

27,27% 6

13,64% 3

4,55% 1

Q16 Αν η εταιρία σας συμμετείχε σεεκπαιδευτικό πρόγραμμα, ποια μορφή

παρουσίασης θα προτιμούσατε;Svarade: 22 Hoppade över: 11

Totalt 22

# Άλλο (παρακαλώ προσδιορίστε) Datum

1 Καταρχών πληροφορίες στο Διαδίκτυο, κατά δεύτερον Μελέτες Περιπτώσεων 2016-01-28 17:46

Πληροφορίεςστο διαδίκτυο

Επίσημηπαρουσίαση

Ενημερωτικάέντυπα /...

Μελέτεςπεριπτώσεων ...

Επισκέψεις σεεργασιακούς...

Άλλο (παρακαλώπροσδιορίστε)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Πληροφορίες στο διαδίκτυο

Επίσημη παρουσίαση

Ενημερωτικά έντυπα / φυλλάδια

Μελέτες περιπτώσεων (να ακούσετε ή να διαβάσετε σχετικά με το τι κάνουν οι άλλοι εργοδότες)

Επισκέψεις σε εργασιακούς χώρους όπου θα συναντούσατε εργαζόμενους με αυτισμό

Άλλο (παρακαλώ προσδιορίστε)

18 / 21


13,64% 3

45,45% 10

31,82% 7

9,09% 2

Q17 Αν η εταιρία σας συμμετείχε σεεκπαιδευτικό πρόγραμμα, πόσο χρόνο θα

μπορούσατε να αφιερώσετε σε αυτό;Svarade: 22 Hoppade över: 11

Totalt 22

1 ώρα

½ μέρα

1 μέρα

Πάνω από 1 μέρα

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1 ώρα

½ μέρα

1 μέρα

Πάνω από 1 μέρα

19 / 21


77,27% 17

22,73% 5

0,00% 0

0,00% 0

Q18 Αν η εταιρία σας συμμετείχε σεεκπαιδευτικό πρόγραμμα, πόσα άτομα θα

μπορούσαν να το παρακολουθήσουν;Svarade: 22 Hoppade över: 11

Totalt 22

1-9

10-49

50-249

250+

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1-9

10-49

50-249

250+

20 / 21


Q19 Τέλος, υπάρχει κάτι άλλο που θαθέλατε να προσθέσετε;


# Svar Datum

1 Ευχαριστούμε πολύ! 2016-02-04 12:02

2 Καλή επιτυχία! 2016-01-31 18:27

3 Στην ερώτηση 15, ο χρόνος που θα μπορούσε να διατεθεί είναι ανάλογος με το προσδοκόμενο αποτέλεσμα. 2016-01-28 17:48

4 Οι ελληνικές επιχειρήσεις θέλουν ακόμα αρκετή εκπαίδευση και κατάλληλη προετοιμασία προκειμένου ναπροετοιμαστούν κατάλληλα ώστε να υποδεχτούν εργαζόμενο με αυτισμό.

2016-01-26 08:57

5 ΟΧΙ 2016-01-21 13:13

6 Όχι 2016-01-18 13:49

21 / 21


Swedish Analyze Survey

94,83% 55

5,17% 3

Q1 Är du VD, styrelsemedlem, enhetschefeller arbetar med rekrytering eller andra

personalrelaterade frågor?Svarade: 58 Hoppade över: 0

Totalt 58

Ja

Nej

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ja

Nej

1 / 22

Attitydundersökning SurveyMonkey

0,00% 0

0,00% 0

0,00% 0

100,00% 51

Q2 I vilket land verkar ditt företag? Svarade: 51 Hoppade över: 7

Totalt 51

Grekland

Irland

Nordirland

Sverige

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Grekland

Irland

Nordirland

Sverige

2 / 22


15,69% 8

19,61% 10

27,45% 14

37,25% 19

Q3 Hur många anställda är ni på företaget?Svarade: 51 Hoppade över: 7

Totalt 51

1-9

10-49

50-249

250+

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1-9

10-49

50-249

250+

3 / 22


58,82% 30

29,41% 15

1,96% 1

0,00% 0

9,80% 5

Q4 Vilken sektor beskriver bäst dittföretags?


Totalt 51

Privat

Offentlig

Intresseorganisation

Ideell sektor

Socialtföretagande

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Privat

Offentlig

Intresseorganisation

Ideell sektor

Socialt företagande

4 / 22


13,73% 7

Q5 I vilken bransch är företaget verksamt?Svarade: 51 Hoppade över: 7

Administration,ekonomi,...

Bygg ochanläggning

Data/IT

Försäljning,inköp,...

Hantverksyrken

Hotell,restaurang,...

Hälso- ochsjukvård

Industrielltillverkning

Installation,drift,...

Kropps- ochskönhetsvård

Kultur, media,design

Militärt arbete

Naturbruk

Naturvetenskapligt arbete

Pedagogisktarbete

Sanering ochrenhållning

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Administration, ekonomi, juridik

5 / 22


0,00% 0

5,88% 3

13,73% 7

0,00% 0

15,69% 8

21,57% 11

3,92% 2

5,88% 3

3,92% 2

11,76% 6

0,00% 0

0,00% 0

0,00% 0

3,92% 2

0,00% 0

Totalt 51

Bygg och anläggning

Data/IT

Försäljning, inköp, marknadsföring

Hantverksyrken

Hotell, restaurang, storhushåll

Hälso- och sjukvård

Industriell tillverkning

Installation, drift, underhåll

Kropps- och skönhetsvård

Kultur, media, design

Militärt arbete

Naturbruk

Naturvetenskapligt arbete

Pedagogiskt arbete

Sanering och renhållning

6 / 22


23,53% 12

19,61% 10

39,22% 20

17,65% 9

Q6 Vilken titel/roll beskriver bäst dinposition i organisationen?


Totalt 51

# Annan, var vänlig ange din titel Datum

1 Enhetschef 2016-01-29 08:46

2 General Manager/Direktör 2016-01-25 14:03

3 Adm chef 2016-01-23 06:15

4 Butikschef 2016-01-20 16:44

5 Enhetschef 2016-01-18 22:45

6 Enhetschef 2016-01-18 21:12

7 Enhetschef 2016-01-18 19:01

8 rektor 2016-01-18 12:43

9 Rekryterare 2016-01-18 08:44

Ägare/VD

HR-manager

Avdelningschef

Annan, varvänlig ange ...

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ägare/VD

HR-manager

Avdelningschef

Annan, var vänlig ange din titel

7 / 22


29,41% 15

35,29% 18

35,29% 18

Q7 Har någon av företagets anställda enautismdiagnos?Svarade: 51 Hoppade över: 7

Totalt 51

Ja

Nej

Vet ej

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ja

Nej

Vet ej

8 / 22


Q8 Enligt din egen uppfattning, hurgraderar du din kunskap om autism?


7,84%4

5,88%3

43,14%22

37,25%19

5,88%3

51 3,27

Välj detexempel som...

0 1 2 3 4 5 6 7 8 9 10

Mycketlåg

Undergenomsnittet

Genomsnittlig Övergenomsnittet

Utmärkt Totalt Viktatgenomsnitt

Välj det exempel som stämmer bäst överens meddin uppfattning.

9 / 22


24,49% 12

73,47% 36

14,29% 7

51,02% 25

51,02% 25

34,69% 17

38,78% 19

22,45% 11

36,73% 18

0,00% 0

Q9 Vilka fördelar ser du med att anställa enperson med autism? (det finns möjlighet att

välja flera alternativ)Svarade: 49 Hoppade över: 9

Positivaeffekter på...

Göra ensamhällsinsats

Får ta del avekonomiskt stöd

En fokuseradmedarbetare

En lojalmedarbetare

En intelligentmedarbetare

Endetaljorient...

En hårtarbetande...

En ärligmedarbetare

Jag kan intese några...

Annat

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Positiva effekter på arbetsmiljön

Göra en samhällsinsats

Får ta del av ekonomiskt stöd

En fokuserad medarbetare

En lojal medarbetare

En intelligent medarbetare

En detaljorienterad medarbetare

En hårt arbetande medarbetare

En ärlig medarbetare

Jag kan inte se några fördelar

10 / 22


16,33% 8


# Annat Datum

1 En insats för enskilda individer (ryms kanske inom "samhällsinsats", men bra både för indid och samhälle) 2016-01-25 19:50

2 Ge en nästan chanslös person en chans till ett riktigt jobb 2016-01-20 16:01

3 Mångfald är viktigt 2016-01-18 21:14

4 Ser till individen, och vad denne bidrar med till arbetsplatsen - och det går inte att generalisera. Dvs en ärligmedarbetare kan vara med eller utan diagnos :)

2016-01-18 19:51

5 Även autistiska personer är individer. Fördelarna kan därför skilja sig och inget jag kan svara på så generellt. 2016-01-18 08:45

6 Trevligt med individer med varierande bakgrund och förutsättningar. 2016-01-15 10:46

7 Kräver dock en hel del goda ledarnärvaro/ ledaregenskaper hos mig som arbetsgivare. 2016-01-13 23:03

8 Tänker mig att allt säkert stämmer med rätt person 2016-01-13 17:24

Annat

11 / 22


93,88% 46

6,12% 3

Q10 Kan du tänka dig att anställa en personmed autism?


Totalt 49

Ja

Nej

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Ja

Nej

12 / 22


Q11 Om ditt svar är nej, var snäll ochbeskriv dina tankar/motiv:


# Svar Datum

1 Vi har inte utrymmet, är en administrativ person. 2016-01-25 13:52

2 Jag tror att våran verksamhet pasta & salladscafé är för rörig och för mycket människor, både anställda deltagare samtkunder

2016-01-13 22:02

13 / 22


Q12 Skulle någon sorts stöd göra dig merbenägen att anställa en person med


66,67%2

33,33%1

3 1,33

33,33%1

66,67%2

3 1,67

33,33%1

66,67%2

3 1,67

Ekonomisktstöd/lönesub...

Informationoch utbildni...

Externt stödfrån exempel...

0 0.2 0.4 0.6 0.8 1 1.2 1.4 1.6 1.8 2

Nej, skulle Inte bli mer benägen attanställa

Ja, skulle bli mer benägen attanställa


Ekonomiskt stöd/lönesubvention

Information och utbildning om autism för anställdaoch chefer

Externt stöd från exempelvis en arbetskonsulent

14 / 22


Q13 Om ditt svar är ja, var snäll beskrivdina tankar/motiv:Svarade: 40 Hoppade över: 18

# Svar Datum

1 Jag kan inte tillräckligt om autism men mitt förhållningssätt är ja. Om personen ifråga passar för arbetsuppgifterna ochfungerar i arbetskollektivet ska diagnos inte spela roll.

2016-01-29 08:48

2 Bra för individ och samhälle, bra för övriga medarbetare med mångfald även inkluderar denna kategori, skaparförståelse, respekt och en ödmjuk hållning, gapet mellan "vanliga" medarbetare och denna kategori minskar sannolikt.

2016-01-25 19:52

3 Mångfald betyder för oss inte bara olika etniska ursprung, det betyder också att vi alla är olika med olika behov ochförutsättningar. Det är klart att en person med autism passar in hos oss också och bidrar lika mycket till vårverksamhet som de utan diagnoser. Diagnosen i sig betyder inte mer än att vi vet hur vi ska förhålla oss. Resten ärupp till individen och oss att hantera.

2016-01-25 14:05

4 Under rätt förutsättningar på en position som passar individen ser jag inga problem i en långsiktig lösning med enmedarbetare med autism

2016-01-25 14:03

5 Det beror troligtvis på vilken typ av autism personen har och hur den personen har möjlighet att anpassa sig efter vårverksamhet.

2016-01-25 07:42

6 Vill skapa möjligheter 2016-01-23 23:23

7 Lojal och fokuserad medarbetare, varför inte anställa?! 2016-01-23 16:35

8 Tror på mångfald och värdet av att inkludera. Tror att skapar vi en arbetsplats som funkar för medarbetare medspeciella behov så blir det bättre för alla.

2016-01-23 06:18

9 Varför inte? 2016-01-21 17:00

10 varför inte? 2016-01-20 16:45

11 Jag har redan två anställda med Asberger o en praktikant med lindrig utvecklingsstörning 2016-01-20 16:02

12 Alla hqr möjligheter, en diagnos är bara ett sätt att se på inlärning, inte ett handikapp. 2016-01-19 18:10

13 jag arbetar i psykiatrin och det kan vara fördelar att ha personer som har erfarenhet i verksamheten. 2016-01-19 09:26

14 Det är en de lav samhällsansvaret för kulturinstitutioner att anställa medarbetare med funktionshinder. En arbetsplatsskall också vara välkomnande för alla.

2016-01-19 08:24

15 Jag har tidigare haft anställda som ha autism. De är otroligt duktiga på "sin" uppgift och sköter den med bravur.Plikttrogna och lojala och ärliga. Ofta en possitiv effekt på övriga arbetsgrupp.

2016-01-19 06:20

16 Öppenhet för människors olikhet. Behlver dock verkligen vara högfungerande autism för att kunna fungera på minarbetsplats.

2016-01-18 22:52

17 Viktigt med olika perspektiv. Extra goda insatser kring personens styrkor. 2016-01-18 21:16

18 Det finns arbetsuppgifter som många bedömer som tråkiga som en person m autism skull med gott resultat kunnautföra

2016-01-18 20:18

19 Vi ger stöd till andra människor och all mångfald berikar. 2016-01-18 19:52

20 Har inte tillräckligt med kunskap om autism för att avfärda en person med diagnosen. Behöver veta mer om denpersonens specifika situation innan jag kan ta ställning åt något håll.

2016-01-18 19:26

21 Få mångfald på arbetsplatsen. 2016-01-18 19:02

22 Vissa arbetsuppgifter lämpar sig väl, tex registrering av material där det krävs noggrannhet. 2016-01-18 14:59

15 / 22


23 Privata företag, och vi chefer, måste bli modigare. Kunna stå för viktigare värden än de kortsiktiga som våra ägarepressar oss med. Jag tänker inte bara autism utan även andra diagnoser och tror att kännedomen att en person haren viss diagnos gör arbetsklimatet mer accepterande i största allmänhet. Vi pratar ofta om att olikheter berikar, attolika egenskaper i ett team kompletterar varandra etc men är likafullt inte alldeles accepterande när någon intepresterar lika bra som "jag" i en arbetsvardag som blivit allt mer pressande. Nu påstår jag inte att någon med autismskulle prestera sämre - min kännedom om autism var ändå bara medel :) - men många diagnoser som gör att enmänniska utifrån en smal tråkig ram uppfattas som annorlunda tenderar bemötas med skepsis tills man närmat sigden. Och förstått den. Det kan inte vara annat än bra att välkomna personer med diagnoser i arbetslivet, se till att deär på bäst lämpade arbetsuppgifter utifrån sina diagnoser och göra det metodiskt, inte som en "månadens godagärning". Problemet är att göra det på ett sätt som inte gör det skyltande och slå-sig-för-bröstet-mässigt. Och för attkomma dithän skulle stora företagsledare i det privata näringslivet behöva komma med på tåget. Prata omfunktionsnedsättningar och diagnoser som något naturligt och berikande i sina företag walk the talk.

2016-01-18 14:05

24 Rätt kompetens (kvalifikationer, erfarenheter och personlighet) avgör. Viktigt vara öppen för olika förmågor oavsett evdiagnoser, ursprung eller kön

2016-01-18 13:07

25 Det beror alldeles på med vilket uppdrag personen ska ha och hur personens autism ger sig i uttryck. 2016-01-18 12:46

26 Om personen passar för tjänsten, ex en specialisttjänst 2016-01-18 12:01

27 Vi har redan idag en anställd 2016-01-18 11:54

28 Tillsammans till ljusare framtid :) 2016-01-18 09:59

29 Utifrån ett humant perspektiv där anställning bör ges till personer med god kunskap och bra personlighet finns ingenanledning att diskriminera personer med ökat behov av stöd. Detta kan jag säga för att jag har erfarenheten ochkunskapen. Däremot tror jag utan möjlighet till stöd vid behov och ökad kunskap kommer det att fortsätta finnas ettvisst motstånd till anställning av personer med psykiskt funktionsnedsättning.

2016-01-18 09:40

30 Beroende på vad vi söker för kandidat så kan olika kompetenser, meriter och färdigheter/förmågor vara aktuella. Det ärviktigt att inte utesluta någon innan man definierat vad man har för behov i organisationen.

2016-01-18 08:46

31 På lämpliga tjänster tror jag personen skulle passa men förmodligen anställas med någon form av bidrag. Har docksvårt avgöra vilken typ av jobb personer med denna diagnos kan utföra.

2016-01-17 19:40

32 Det finns uppgifter hos oss som skulle kunna ge personer med funktionshinder möjlighet att komma ut i arbetslivetvilket gör att individen får möjlighet att växa.

2016-01-15 10:47

33 Min uppfattning är att personen då kan klara av monotona arbetsuppgifter bättre än genomsnittet. Vet ej om detegentligen skulle vara meriterande med autism utan snarare att det inte skulle vara ett hinder för vissa tjänster hososs.

2016-01-14 14:23

34 Det är alltid bra med mångfald på en arbetsplats. det berikar. En person med Autism gör också saker till 110 % 2016-01-13 23:04

35 Gäller att finna rätt roll 2016-01-13 18:25

36 Tror att det finns mycket att vinna, t ex det som man kunde välja på frågan innan 2016-01-13 17:25

37 I de fall då det skulle vara aktuellt med rekryteringar till poster av mer teknisk karaktär, ser jag inga hinder. Har undermin utbildning (teknisk fysik) stött på ett par med liknande diagnoser som varit mycket kompetenta. Har man rättkunskaper och färdigheter för ett jobb, är man värd att rekrytera.

2016-01-13 11:45

38 En person med autism kan ha många kvaliteter som en arbetsgivare värdesätter. Det beror förstås på graden avautism och hur fungerande personen är, men jag ser definitivt att det finns möjligheter på arbetsmarknaden.

2016-01-13 10:59

39 Det finns alltid behov av en mångfald av olika människor på ett arbete och jag tor att det kan ge övrig personal meromtanke bland allas olika egenheter.

2016-01-13 10:34

40 Fantastisk arbetsmoral och genuina mänskliga värderingar 2016-01-13 09:46

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Q14 Hur viktiga är följande stödinsatser närdu överväger att anställa en person med


15,22%7

23,91%11

19,57%9

28,26%13

13,04%6

46 3,00

0,00%0

6,52%3

19,57%9

41,30%19

32,61%15

46 4,00

4,35%2

10,87%5

26,09%12

30,43%14

28,26%13

46 3,67

Ekonomiskt stöd

Informationoch utbildni...

Externt stödfrån exempel...

0 1 2 3 4 5 6 7 8 9 10

Inteviktigt

Någotviktigt

Ganskaviktigt

Viktigt Mycketviktigt


Ekonomiskt stöd

Information och utbildning om autism för anställda ochchefer

Externt stöd från exempelvis en arbetskonsulent

17 / 22


67,35% 33

65,31% 32

91,84% 45

40,82% 20

51,02% 25

4,08% 2

Q15 Om din arbetsplats skulle delta i enutbildningsinsats, vad önskar du att denskulle innehålla? (Det är möjligt att välja

flera svar)Svarade: 49 Hoppade över: 9


# Annat (var vänlig beskriv) Datum

1 Mycket information för att öka acceptansen 2016-01-19 06:23

2 till en början ekonomiskt stöd då min arbetsbörda initialt ökar 2016-01-13 23:06

Kunskap omdiagnosen...

Fördelar ochutmaningar m...

Hur man kan gestöd till nå...

Ekonomisktstöd och...

Hurarbetsplatse...

Annat (varvänlig beskriv)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Kunskap om diagnosen autismspektrumstörning

Fördelar och utmaningar med att anställa en person med autism

Hur man kan ge stöd till någon med autism på en arbetsplats, och hur man kan göra rimliga arbetsplatsanpassningar

Ekonomiskt stöd och subventionerade anställningar

Hur arbetsplatsen kan ta del av externt stöd, tips, råd och utbildningar

Annat (var vänlig beskriv)

18 / 22


16,33% 8

53,06% 26

2,04% 1

4,08% 2

24,49% 12

Q16 Om din arbetsplats skulle delta i enutbildningsinsats, på vilket sätt skulle du

föredra att den utformades? Svarade: 49 Hoppade över: 9

Totalt 49

Webbaseradutbildning

Föreläsning

Broschyrer(information...

Fallbeskrivningar (Är detta...

Studiebesökdär du får...

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

Webbaserad utbildning

Föreläsning

Broschyrer (informationsblad)

Fallbeskrivningar (Är detta relevant)

Studiebesök där du får chans att möta personer med autism på olika arbetsplatser

19 / 22


42,86% 21

44,90% 22

8,16% 4

4,08% 2

Q17 Om din arbetsplats skulle delta i enutbildningsinsats, hur mycket tid kan ni

avsätta? Svarade: 49 Hoppade över: 9

Totalt 49

1 timme

En halv dag

En dag

Mer än en dag

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1 timme

En halv dag

En dag

Mer än en dag

20 / 22


59,18% 29

32,65% 16

8,16% 4

0,00% 0

Q18 Om din arbetsplats skulle delta i enutbildningsinsats, hur många personer

skulle kunna delta? Svarade: 49 Hoppade över: 9

Totalt 49

1-9

10-49

50-249

250 +

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Svarsval Svar

1-9

10-49

50-249

250 +

21 / 22


Q19 Avslutningsvis, finns det något annatsom du vill tillägga?


# Svar Datum

1 Jag tycker att det även i en stor organisation, som vår, kan starta i liten skala för att låta organisationen lära sig ochsedan växa med uppgiften och därmed klara en större om fattning efter "mognad".

2016-01-25 19:55

2 Stort lycka till med ert viktiga arbete! 2016-01-25 14:07

3 no 2016-01-20 16:46

4 Antal personer 10-49 skulle nog snarare vara 15 tal Avsätta tid - ca 2 timmar dvs 1 timma är för kort o en halv dag förlångt

2016-01-20 16:07

5 Att jobba med oliktänkande är mycket berikande för en arbetsplats, och det känns så bra att kunna hjälpa människorsom redan har det tuft.

2016-01-19 06:24

6 Vi har en arbetsplats med ganska farliga arbetsuppgifter och farlig arbetsmiljö. Det jag funderar på är om det fungeraratt ha en person med autism på vår typ av arbetsplats.

2016-01-18 19:05

7 Bra att denna undersökning görs, vi kan nog tänka bredare än idag. 2016-01-18 13:09

8 Inte mer än att våra erfarenheter av personer med särskilda behov i vår organisation hittills varit endast positiva. 2016-01-15 10:48

9 I en tid där allt fler människor behövs i arbete för att försörja en åldrande befolkning så behövs alla som är arbetsföra.Personer med autism har kvaliteter som är värdefulla för många arbetsgivare, och om det kan följa med ettekonomiskt stöd (i alla fall inledningsvis) så tror jag att tröskeln till att anställa sänks rejält.

2016-01-13 11:10

10 nej 2016-01-13 10:36

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