That this House has considered employment opportunities for autistic adults.
It is a real pleasure to serve with you in the Chair, Mr Turner. This is an important issue, and one which has risen in prominence with the increased awareness and diagnosis of autism. We have also seen extensive press coverage of the case of Tom Boyd, an autistic man who has been working at Waitrose in Cheadle Hulme, near my Hazel Grove constituency. I could not ignore the many variations of the same conversation I have had with constituents about the problems that they or their family members, like Tom, have faced getting or keeping work or thriving in their career. That so many people are facing the same issues means we are getting something wrong as a society. As the National Autistic Society says,
“Autism influences how people experience and interact with the world. It is a lifelong neurodivergence and disability. Autistic people are different from each other, but for a diagnosis they must share differences from non-autistic people in how they think, feel and communicate.”
An autism diagnosis should not be a barrier; it should help autistic people find how to be the best version of themselves.
I thank my hon. Friend for securing this important debate. In my constituency, I recently held a roundtable discussions on the state of special educational needs and disabilities education—which we know is dire. Does my hon. Friend share my belief that we should be promoting opportunities in employment for autistic people —who we know can be among the sharpest minds—so that those in education have roles to work towards?
I very much agree with my hon. Friend about the importance of getting the right education suited to each young person to enable them to flourish in their lives and contribute meaningfully to our community.
Clearly, the issues that my constituents have faced are not the same as every autistic person’s experience. When someone has met one autistic person, they have met one autistic person—that is a key point. All too often, autism is viewed in just one way, and it can be seen as a burden that employers have to overcome to employ that person, rather than as a range of differences and strengths.
My niece successfully secured a place on a civil service internship. She was then able to go on and train as a work coach and is helping people who face similar challenges with neurodiversity or health conditions to get back into work. Does the hon. Lady agree that it is important that other employers set up these bespoke internship schemes, particularly to give opportunities to young people?
People with lived experience are often the best trainers and best able to explain a situation and enable employers to adapt to get the best out of their employees. I very strongly agree with the hon. Lady’s point.
I see it in my own area of Stockport, where the council delivers training for employers on how best to welcome neurodiverse employees into their workforce. That training is delivered by those with lived experience. Stockport council also provides adapted spaces at inclusive job fairs. That enables it to support attendance by those for whom busy, noisy spaces do not necessarily bring out the best in them.
As a Liberal, I want to ensure that people are viewed as individuals; that they are given a platform to be the best version of themselves; that we give our fellow citizens opportunities and not barriers; and that we ensure they are not limited by someone’s view of a category in which they happen to fit.
I thank my constituents who have shared their experiences with me and who have very different lives, needs and experiences, but who have faced very similar problems when entering the world of work. My constituent, Bradley from Marple, has had several voluntary jobs in the past. He has done them well and he now volunteers as a digital champion in the local library. Bradley is autistic and has a speech and language condition. He is capable, reliable and determined. I was really pleased that he and his mum came to see me at my advice surgery a few weeks ago, and that they are here today. He is now on universal credit, including the disability element, but tells me that what he wants is the independence and dignity that comes with having a paid job.
For Bradley, the problem he faces is getting over the hurdle of having a chance to prove his worth. He has applied for over 100 jobs. He has been given interviews and has passed tests, and yet is never given the job. All too often he tells me he hears the same refrain: “We have another candidate who we feel best suits the post.” Although that is said to anyone who applies for a job and they hear it from time to time, Bradley hears the same thing every time, after every interview and every successful test. That is what stings.
It is a pleasure to serve under your chairmanship, Mr Turner. I am very grateful to the hon. Member for Hazel Grove (Lisa Smart) for securing this debate, and to her constituents for joining us today in Westminster Hall.
I am proud to be a member of the Labour party—it is the party for workers; it recognises the dignity that we get from work, and that work is the foundation for independence, confidence and wellbeing. I have heard many stories in my constituency about how stable and secure employment has transformed the lives of people with autism and other disabilities. The key words there are “stable” and “secure”; to unlock people’s potential, we must ensure that work is consistent, meaningful and fulfilling.
When given the right tools and support to succeed, we know that members of the autistic community can thrive in the workplace. Despite research showing that the majority of working-age autistic people want to work, the reality is that only about three in 10 do so. Local to me, Autism West Midlands champions autistic communities and supports service users into work, both by providing coaching and by making workplaces better for them.
Thank you, Mr Turner. Does my hon. Friend agree that services such as those are vital in building the skills and confidence that help these people work?
I agree that those services are critical—we are seeing that at first hand in Northamptonshire; when placements and employment opportunities collapse, when local provision disappears, and when funding dries up, people lose trust in the system.
The reality is that, across the country, the support network available to autistic adults is fragile. We rely on a patchwork of charities, specialist employers and often the good will of large organisations to make the investments needed to open up the opportunities that the hon. Member for Hazel Grove spoke about. When part of that network collapses, the impact is immediate and devastating, and that is exactly what we are seeing in Northampton.
For over 40 years, Workbridge has been a lifeline to many in my community. It is a place where people with autism, learning difficulties and mental health challenges are able to build confidence, learn new skills and contribute to our community through meaningful employment and volunteering. It provides a café, garden centre and workshops for many. But it is all set to close. Last week we found out that St Andrew’s Healthcare had withdrawn funding from it to try to patch up its main business, which is rated inadequate by the Care Quality Commission. I have been contacted by residents—by email, by letter and, actually, quite a lot on Remembrance Sunday—who are shocked and, frankly, devasted that this community institution will be closing. It is quite unforeseen.
The former Secretary of State, my right hon. Friend the Member for Leicester West (Liz Kendall), visited Workbridge in July and described it as a shining example of how social prescribing programmes work and of what we need across our country. There are many questions, including: how can the organisation go from promoting itself to the Government as best in class to closing within six months? I am meeting the chief executive officer next week to ask the questions that constituents are asking me about how this has happened and why Workbridge is being sacrificed to prop up the rest of the business.
It is a pleasure to serve under your chairship, Mr Turner. I thank the hon. Member for Hazel Grove (Lisa Smart) for securing this important debate. Like many other Members, I have met many neurodivergent adults and their families in my constituency who are desperate to contribute to society and really do want to work but are still struggling to access the same opportunities as their neurotypical peers.
As other Members have said, it is heartbreaking to hold roundtables and hear of autistic individuals who, having volunteered for five years with some of our corporate chains and been told that it would build their experience, find that there was really no pathway to paid work. On the very day that their work experience finishes, after five years, they are told to go home. That leaves them with a real sense that they do not belong anywhere. They thought they were working and did not realise that, after five years, they would simply be told to go home. That is not equality. Our companies need to do much better and show a sense of responsibility.
Across the UK there are approximately 700,000 autistic adults of working age, yet only three in 10 are in employment. Only 15% are in full-time paid work. Just 35% of autistic graduates find work within the first 15 months, which is half the rate among non-disabled graduates. This is not just an autism issue; for people with learning disabilities, the picture is even starker. Of the 950,000 working-age adults with a learning disability, only 27% have a paid job.
20 of 42 shown
Another constituent has had two jobs with the same organisation. He has been diagnosed as high functioning with attention deficit hyperactivity disorder. He has a master’s degree and a range of awards and accolades that attest to his brilliance. He also struggles to know what day of the week it is or how to cook a pizza. He fits many of the stereotypes that people have about autism. In the first job, although he was given support to help him, it did not take account of the way he processed information. Instead, he was put on a performance improvement plan, which gave him no time to embed the enabling strategies that his mentor had helped him with. Instead of being supportive, it fed into his anxiety, and such was the stress it caused that he ended up with autistic burnout and on medication.
Fortunately, with support from his parents and some courses of cognitive behavioural therapy, he was able to start again. However, such was the lack of confidence in his own abilities that his first experience caused, he applied for a much less senior role. This time around, though, the experience was a world apart. He had a structured induction that gave him all the information he needed to settle into a new role. Similarly, when he starts a new project or task, he is introduced in a way that gives everyone the information they need to work well with him, such as sharing with any new colleagues how he prefers to receive information related to the task. He is now a valued high-performing member of staff ready to step back up the career ladder, and his mental health is in a completely different, far more positive place.
Those two wildly different experiences are with the same organisation, the civil service, which shows the need for best practice to be implemented much more consistently. My constituent is someone who has the potential to do things that few other people can, and when his job is built to get the best out of him, he flies. When it fails to take account of his needs, he crashes. I suggest that in a world where we hear all too frequently from some politicians demeaning descriptions of the lives that autistic people will have, we instead need to work on removing barriers that stop them living the right life for them.
A Stockport council officer working in this area reports interesting conversations with employers about the fact that adapting the business to be more inclusive is really, in his words,
“about looking at what skills a person can bring to the role and that isn’t as difficult as people first think. It’s about listening and understanding. It certainly doesn’t stop you being successful and profitable and it might actually help you!”
Two of my constituents faced challenges when starting and running their own businesses. Both of them set up their own companies—one supporting people with autism and ADHD and the other a small business selling games and toys. In both cases, their efforts to run their companies were undermined when they were in what we could term an irregular part of running a company. In the first case, it was going through the set-up of the company, which took longer than expected. In the second, it was when they missed an email they were not expecting from Companies House. In both cases, my constituents struggled with the sorts of activities that too often people and processes take for granted: making calls, sending emails and completing documents.
Katie, who joins us today, was allocated funding for a virtual assistant through Access to Work payments. But when her caseworker retired, her case was not reallocated and she was left facing mounting bills. To resolve it, she was forced to pursue her funding through a labyrinthine process. Were it not for her fantastic mum advocating on her behalf and further support from my superstar casework team, she would not have got it sorted out. As her mum said,
“The process to claim completely failed to recognise her disability. It was like asking someone in a wheelchair to get out and walk up the stairs.”
When someone has communication issues, layering inaccessible processes on top causes a struggle that is cruel. The irony is that Katie was caught out by this when she was setting up a company helping people with neurodivergent conditions. In a further twist, it was systems designed to help people like Katie into work that failed to take account of her autism.
Those are just four examples of people’s lived experience of trying to get into or on with work. Disabled people with autism are among the least likely to be in employment of all disabled people; 34% of disabled people with autism are in employment, compared with 55% of all disabled people and 82% of non-disabled people. The Buckland review of autism employment found that adjustments for autistic employees are highly variable, and that the onus is normally on the autistic employee to identify and advocate for the adjustments that they need. That is why the Liberal Democrats have campaigned for there to be obligations on employers and local authorities to provide appropriate care assessments and support. To repeat the words of Katie’s mum, not doing this is
“like asking someone in a wheelchair to get out and walk up the stairs.”
All too often we are building employment practices and processes that are one size fits all, but that size is too small. People are different, and we need to take account of that. It is only by recognising the differences between people, and by allowing for them and working with them, that we will get the future workforce that we need. I look forward to the Minister telling us what more the Government plan to do to make employment work for autistic people more easily, whether that is businesses employing autistic people, who can bring so much to a workplace, or changing processes so that autistic people can work in a way that suits them and gives them a platform to thrive.
Schemes such as Access to Work, Connect to Work or Disability Confident certainly exist, but my inbox suggests that too many people with skills and talents are falling through the gaps. I am particularly keen to hear when the Minister expects to publish a response to the recommendations made by the independent panel of academics led by Professor Amanda Kirby.
I really want to thank my constituents who have taken the time to share their experiences. Some of them are here today, and others are watching online. I hope that this place will change things for the better, so that we can do real justice for all the autistic people who just want the same opportunities as everyone else—to work, to live their best life and to thrive.
Before I finish, I will highlight a positive example from Northampton. Nordis Signs, a business supported by Kier Group and Kier Highways, is a local employer that has operated in my constituency for the best part of 50 years. It provides work for adults with disabilities, including autism, by providing signs for the highways network right across the country. It is a great example of how secure work has enabled people to create careers. When I visited this summer, I met people who had worked there for over 30 years and were so proud of the work that they deliver. To have a business like that making such a positive contribution to our community is fantastic. It is a great example of how being both commercially sound and socially responsible can make sure that businesses deliver.
The lessons are clear: when we invest in supported employment everyone benefits, but when that support disappears, the fragile system will struggle to replace it. I stand by to support those who will lose their jobs or volunteering opportunities through the closure of Workbridge, and my office is working hard with West Northants council and local groups to try to re-provide that provision in Northampton. I hope the Minister will make time to meet me to discuss this issue, particularly as her Department visited and praised the work of Workbridge in July. I thank the hon. Member for Hazel Grove again for securing this critical debate, and I thank her constituents for joining us in the Public Gallery.