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Cited by 65Disability Education and EmploymentAutism Spectrum Disorder ResearchFamily and Disability Support Research

Autistic adults’ views and experiences of requesting and receiving workplace adjustments in the UK

Open access
Davies, Jade, Heasman, Brett, Livesey, Adam, Walker, Amy, Pellicano, Elizabeth, Remington, Anna·2022·PLOS ONE
DOI 10.1371/journal.pone.0272420PMC PMC9355205
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Abstract

This article examines 181 autistic adults’ views toward, and experiences of, requesting and receiving workplace adjustments in the UK. Using an online survey, we collected both qualitative and quantitative data relating to individuals’ experiences. While the majority of participants perceived workplace adjustments to be important, many were not receiving them. Analysis of open-ended text responses highlighted specific challenges that autistic people face in requesting and receiving adjustments. Specifically, participants felt the onus fell on them to ( 1 ) identify their need for adjustments; ( 2 ) establish the specific adjustments that would be beneficial and ( 3 ) request adjustments from their employer. Yet, they reported struggling with this process. Participants also highlighted a range of social and organisational barriers to the successful implementation of workplace adjustments. Unsurprisingly, the lack of successfully implemented adjustments had far-reaching impacts on participants’ wellbeing as well as the choices they made about their future employment. These findings highlight the need for employers to take a more active role in the identification and implementation of workplace adjustments, as well as a need for more understanding and inclusive working environments that truly allow autistic employees to thrive in the workplace.

AI snapshot

Written from the paper’s full text.

TL;DR

This study surveyed 181 autistic adults in the UK about requesting and receiving workplace adjustments, finding that most valued adjustments but many did not receive them. Participants described a process where the burden fell on them to identify, specify, and request adjustments, with social and organisational barriers affecting implementation and wellbeing.

Key findings

  • Most participants perceived workplace adjustments as extremely or very important (n = 152, 83.9%), but only 58.6% (n = 106) had requested them; of those, 61.3% (n = 65) had adjustments implemented, 25.5% (n = 27) were refused, and 13.2% (n = 14) were poorly implemented. A further 31.5% (n = 57) had not requested adjustments but felt they would have been beneficial.
  • Among the 106 who requested adjustments, the most common requests were changes to the physical environment and equipment (73.6%), job role and supports (71.7%), and social and cultural practices (66.0%). Perceived success was highest for job role and supports (85.4% successful), followed by physical environment (63.0% successful), while social and cultural adjustments were mixed (54.5% successful; 57.6% unsuccessful).
  • Qualitative analysis identified three main categories: challenges in identifying adjustments; perceived factors impacting implementation; and outcomes of poor implementation or refusal. Practical considerations were the most cited implementation factor (n = 90 of 121, 74.4%), followed by impact on others (32.2%), individual employee factors (20.7%), and manager traits/understanding (13.2%).
  • Of 160 participants responding to the diagnostic disclosure module, 93.1% (n = 149) had disclosed to at least one colleague; among the 11 who had not disclosed, 4 had requested adjustments and 7 had not despite thinking they might help, with 72.7% (n = 8) feeling unable to discuss adjustments with employers.

Methods

  • An online Diverse Minds Survey was used, recruiting UK autistic adults over 18 with employment experience via Autistica’s Discover Network, research team social media, and organisations. Inclusion required identifying as autistic, being currently or previously employed, and completing demographics plus at least 50% of the workplace adjustments module; data extracted in March 2020 yielded a final sample of 181 after excluding 12 self-identified participants and 27 cases for incomplete employment/demographic/module data.
  • The workplace adjustments module included closed-ended questions on whether adjustments were requested/implemented, types requested, experiences discussing needs, and perceived importance, plus open-ended questions on successful/unsuccessful adjustments and organisational decision-making.
  • Quantitative data were presented descriptively (n, %). Open-ended responses to “what examples have you experienced of successful or unsuccessful adjustments?” were analysed with qualitative content analysis; remaining qualitative data used iterative categorisation, with high inter-rater reliability at category (k = 0.93) and subcategory (k = 0.81) levels.

Limitations

  • The paper states the research was conducted before COVID-19, so experiences may have changed; the sample was not representative (mostly white, female, well-educated, and in full-time, part-time, or self-employment), may exclude autistic people with intellectual disability or those not using traditional communication, did not verify diagnoses, and could not include enough self-identified autistic adults (n = 12) for meaningful comparison.
  • The paper also notes most participants worked in medium-to-large organisations (50+ employees), so findings may underestimate experiences in small organisations.
  • Evident from the text: the study relies on self-report without employer verification, and some reported percentages in Table 4 exceed 100% because categories were not mutually exclusive.

Model-written summary. Check it against the paper before relying on it.

Integrity signals

Registry

Crossref · 10.1371/journal.pone.0272420

Cites

42 of 42 references verified0 citation errors · 0 not checkable

Statistics

Nothing to recompute.

Claims the paper makes

0 of 62 cited sources checked · 0 supported · 0 flagged

  • Findingown data

    Of the 11 participants who chose not to disclose their diagnosis, 7 (63.6%) had not requested adjustments but thought they might have been beneficial.

    “Of the 11 participants who chose not to disclose their diagnosis, only four (36.4%) had requested adjustments, with the remaining seven (63.6%) indicating that they had not requested adjustments but they might have been beneficial.”
    Quote in the paperNot a substantial claim
  • Findingown data

    Only a small minority of participants (n = 10, 5.5%) felt adjustments were not necessary for them.

    “Only a small minority of participants felt adjustments were not necessary for them (n = 10, 5.5%).”
    Quote in the paperNot a substantial claim
  • Findingown data

    Thirty-three participants (40.7%) reported on the success of adjustments to social and cultural practice.

    “Finally, 33 participants (40.7%) reported on the success of adjustments to social and cultural practice.”
    Quote in the paperNot a substantial claim
  • Findingown data

    Many participants felt able to discuss their adjustment needs with a trusted colleague (n = 69 of 151, 45.7%).

    “Many participants felt able to discuss their needs either with a trusted colleague (n = 69 of 151, 45.7%), with specific individuals they felt needed to know (e.g., Occupational Health) (n = 4 of 151, 2.6%) or more freely within the whole organisation (n = 26, 17.2%).”
    Quote in the paperNot a substantial claim
  • Findingown data

    Of the 11 participants who chose not to disclose their diagnosis, 4 (36.4%) had requested adjustments.

    “Of the 11 participants who chose not to disclose their diagnosis, only four (36.4%) had requested adjustments, with the remaining seven (63.6%) indicating that they had not requested adjustments but they might have been beneficial.”
    Quote in the paperNot a substantial claim
  • Classified as probably not a substantial claim. 36
  • May combine two claims. 39

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Findingown data

    Participants felt that the hidden nature of disability allowed a person's challenges to be overlooked, leading to a lack of consideration from employers.

    “Participants felt this was a particular issue for autistic employees as: “the nature of a ’disability’ being hidden allows for a person’s challenges to be overlooked, leading to a lack of consideration [from employers]” (P056).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Many participants reported challenges in identifying possible adjustments, which was perceived as a barrier to successful employment.

    “Many participants reported challenges in identifying possible adjustments, which was perceived as a barrier to successful employment.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Findingown data

    Forty-eight participants (59.3%) reported on the success of adjustments to their job role and accompanying supports.

    “Forty-eight participants (59.3%) reported on the success of adjustments to their job role and accompanying supports.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    The perceived success of social and cultural practice adjustments was mixed: 18 participants (54.5%) found them successful.

    “The perceived success of these adjustments was mixed: 18 participants (54.5%) found them successful and 19 (57.6%) did not.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Participants felt employers were unaware of employees' potential support needs and the corresponding adjustments to address those needs.

    “Specifically, participants felt employers were unaware of employees’ potential support needs, as well as the corresponding adjustments to address those needs: “No-one seems to actually understand sensory issues” (Participant 004; henceforth, P004).”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    The perceived success of social and cultural practice adjustments was mixed: 19 participants (57.6%) did not find them successful.

    “The perceived success of these adjustments was mixed: 18 participants (54.5%) found them successful and 19 (57.6%) did not.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingreasoning

    Autistic people often felt they were labelled as 'troublesome' or 'unreasonable' when they requested adjustments, with their employers not believing they had any genuine need for workplace adjustments.

    “For example, autistic people often felt they were labelled as “troublesome” or “unreasonable” when they requested adjustments, with their employers not believing they had any genuine need for workplace adjustments.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Findingown data

    Participants considered the social status of the organisation and employers' understanding of legal obligations as important factors potentially impacting implementation of adjustments.

    “participants considered the social status of the organisation (“[employers consider] would doing the adjustments improve our image?”; P149) and their understanding of their legal obligations (“[employers consider] the law … and potential discrimination claims”; P111) as important factors potentially impacting the implementation of adjustments.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Practical considerations were highly cited (90 of 121, 74.4%) and included resource factors such as cost, convenience and feasibility of adjustments.

    “practical considerations were highly cited (n = 90 of 121, 74.4%) and included resource factors such as cost, convenience and feasibility of adjustments: “[employers] own convenience and money” (P126).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    More than 80% of participants valued workplace adjustments, less than 60% reported requesting them, and more than one-third of those who had requested adjustments did not have them successfully implemented.

    “While more than 80% of our participants valued workplace adjustments, less than 60% reported requesting them, and more than one-third of those who had requested adjustments did not have them successfully implemented.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    The need for supportive employers was not often met, and employers were often perceived as unknowledgeable regarding workplace adjustments.

    “Unfortunately, this need for supportive employers was not often met, and employers were often perceived as unknowledgeable regarding workplace adjustments.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Findingown data

    Participants highlighted the impact of the individual receiving the request on the likelihood of adjustments being implemented.

    “Participants also highlighted the impact of the individual receiving the request on the likelihood of adjustments being implemented: “It depends how knowledgeable, compassionate, bothered [management] are” (P002).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Other individuals reported being 'managed out' of their employment or, in some cases, unfairly dismissed.

    “Other individuals reported being “managed out” (P001) of their employment or, in some cases, unfairly dismissed: “I asked if I could reduce my hours, work less people-facing and more admin based but was refused and ultimately fired for not being able to fulfil the role” (P103).”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim.

    Findingown data

    Autistic employees felt the onus was on them to identify what adjustments could be made, due to perceived gaps in employer knowledge and understanding of workplace adjustments.

    “As a result of the perceived gaps in employer knowledge and understanding of workplace adjustments, autistic employees felt that “the onus was on me to identify what adjustments could be made” (P001).”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Some participants reported that they were still refused their workplace adjustments or had their adjustments poorly implemented despite having additional guidance.

    “Yet, regardless of whether they had been provided with this additional guidance, some participants reported that they were still refused their workplace adjustments or had their adjustments poorly implemented.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    The majority of participants perceived workplace adjustments to be important, but many reported not receiving them.

    “While the majority of participants in this study perceived workplace adjustments to be important, many reported not receiving them.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Some participants did not feel comfortable disclosing their diagnosis, making it difficult to discuss requesting adjustments.

    “some participants did not feel comfortable disclosing their diagnosis, making it difficult to broach the subject of workplace adjustments: “I haven’t disclosed so it’s difficult to talk about asking for adjustments. I wish I could” (P112).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Difficulties in successfully receiving workplace adjustments were not uncommon, with participants reporting they had to prove adjustments would be beneficial for their requests to be considered.

    “However, difficulties in successfully receiving workplace adjustments were not uncommon, with participants reporting they had to prove adjustments would be beneficial for their requests to be considered.”
    Quote in the paperSubstantial claim

  • Classified as probably not a substantial claim. May combine two claims.

    Findingown data

    Participants recommended specific autism training to all non-autistic employees, including autistic employees in the design and delivery of this training, and providing colleagues with relatable examples and information.

    “The provision of specific autism training to all non-autistic employees was also recommended by our participants, especially including autistic employees in the design and delivery of this training, and providing colleagues with relatable examples and information.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Organisational barriers to successful implementation included the availability of organisational resources, manager views and traits, and the social status of the organisation.

    “Other, more organisational, barriers to successful implementation included the availability of organisational resources, manager views and traits, and the social status of the organisation.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingreasoning

    The onus fell on autistic individuals to identify their need for adjustments, specify appropriate adjustments, and make adjustment requests.

    “As such, the onus fell on autistic individuals to (1) identify their need for adjustments, (2) specify appropriate adjustments and (3) make adjustment requests.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Findingown data

    The need to continue advocating to keep adjustments was perceived to have major implications on employees' mental health.

    “which was perceived to have major implications on employees mental health: “it wears away at me, corrodes my mind” (P143).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Participants in this study reported specific challenges in making adjustment requests and many faced additional social barriers (e.g., stigmatisation) when they did request workplace adjustments.

    “Indeed, participants in this study reported specific challenges in making adjustment requests and many faced additional social barriers (e.g., stigmatisation) when they did request workplace adjustments.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingcitation

    These factors included organisational ones, such as the cost of adjustments to the organisation, and social ones such as the perceived status of the individual and the impact of adjustments on others.

    “These factors included organisational ones, such as the cost of adjustments to the organisation, and social ones such as the perceived status of the individual and the impact of adjustments on others (see for example, [34]).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [34] S Bonaccio, 2020, The participation of people with disabilities in the workplace across the employment cycle: employer concerns and research evidence, J Bus Psychol source

      Not checked in the free run.

  • Classified as probably not a substantial claim. May combine two claims.

    Findingnone given

    This study highlights the specific workplace adjustments that autistic people may be likely to request, the kinds of adjustments that they perceive as successful and unsuccessful, and the perceived barriers to their implementation.

    “Notwithstanding the limitations noted above, this study highlights the specific workplace adjustments that autistic people may be likely to request, the kinds of adjustments that they perceive as successful and unsuccessful, and the perceived barriers to their implementation.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingnone given

    Autistic individuals are often faced with the burden of identifying the need for adjustments, identifying the appropriate adjustments, and finally requesting the adjustment from their employer.

    “Importantly, we note that autistic individuals are often faced with the burden of identifying the need for adjustments, identifying the appropriate adjustments and finally requesting the adjustment from their employer.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Premisecitation

    There is a limited body of research on autistic individuals' experiences of workplace adjustments, meaning little is known about the most effective workplace adjustments for autistic people.

    “There is also a limited body of research on autistic individuals’ experiences of workplace adjustments, which means that little is known about the most effective workplace adjustments for autistic people [11].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [11] S Lindsay, 2021, Disclosure and workplace accommodations for people with autism: a systematic review, Disability and rehabilitation source

      Not checked in the free run.

  • Classified as probably not a substantial claim. May combine two claims.

    Premisecitation

    Workplace adjustments enable employees with specific needs to work safely and productively, and facilitate equal participation and better employment opportunities for disabled people.

    “Workplace adjustments enable employees with specific needs to work safely and productively, and facilitate equal participation and better employment opportunities for disabled people [1–3].”
    Quote in the paperSubstantial claim0 of 3 sources checked
    • cites [1] D Abbott, 2005, Reasonable adjustments: the practicalities, Occup Health Rev

      Not checked in the free run.

    • cites [2] S. Bunbury, 2009, The Employer’s Duty to Make Reasonable Adjustments. When is a Reasonable Adjustment, Not Reasonable?, International Journal of Discrimination and the Law source

      Not checked in the free run.

    • cites [3] K Vornholt, 2018, Disability and employment–overview and highlights, European journal of work and organizational psychology source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Research in the United States suggests that autistic people can struggle to access workplace adjustments.

    “Yet, research in the United States (US) suggests that autistic people can struggle to access workplace adjustments [9, 10].”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [9] S Baldwin, 2014, Employment activities and experiences of adults with high-functioning autism and Asperger’s disorder, J Autism Dev Disord source

      Not checked in the free run.

    • cites [10] López B, Keenan L. Barriers to employment in autism: Future challenges to implementing the Adult Autism Strategy. Autism Research Network. 2014.

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Premisecitation

    In the United Kingdom, employers are required to offer 'reasonable adjustments' under the Equality Act 2010.

    “In the United Kingdom (UK), employers are required to offer ‘reasonable adjustments’ under the Equality Act 2010 [5].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [5] Equality Act 2010, c15. [cited 2022 Apr 25]. https://www.legislation.gov.uk/ukpga/2010/15/pdfs/ukpga_20100015_en.pdf.

      Not checked in the free run.

  • May combine two claims.

    Premisecitation

    The implementation of workplace adjustments can support autistic people in accessing work and allow employers to make use of the unique skillset autistic people can offer.

    “Indeed, evidence suggests that the implementation of workplace adjustments can support autistic people in accessing work and allow employers to make use of the unique skillset autistic people can offer [8].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [8] M Scott, 2015, Viewpoints on factors for successful employment for adults with autism spectrum disorder, PloS one source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Autistic people have historically faced oppression.

    “Indeed, autistic people have historically faced oppression [27] and, perhaps as a result, often experience internalised ableism–when disabled people internalise society’s prejudices and act accordingly [28].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [27] DE Milton, 2016, Disposable dispositions: reflections upon the work of Iris Marion Young in relation to the social oppression of autistic people, Disabil Soc source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Research in the United States suggests that autistic employees may struggle to understand which adjustments may be of use to them.

    “Similarly, research in the US suggests that autistic employees may also struggle to understand which adjustments may be of use to them [16].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [16] E Müller, 2003, Meeting the vocational support needs of individuals with Asperger syndrome and other autism spectrum disabilities, J Vocat Rehabil

      Not checked in the free run.

  • May combine two claims.

    Interpretationcitation

    Autistic employees may find it challenging to identify both their need for an adjustment and the appropriate adjustment to request.

    “As such, autistic employees may find it challenging to identify both their need for an adjustment and the appropriate adjustment to request.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Premisecitation

    Research in the UK indicates that even when adjustments are agreed upon, they are often delayed or inconsistently implemented.

    “For example, research in the UK indicates that even when adjustments are agreed upon, they are often delayed [31] or inconsistently implemented [39].”
    Quote in the paperSubstantial claim0 of 2 sources checked
    • cites [31] D. Foster, 2007, Legal obligation or personal lottery? Employee experiences of disability and the negotiation of adjustments in the public sector workplace, Work Employ Soc source

      Not checked in the free run.

    • cites [39] E Buckley, 2021, “The Real Thing I Struggle with is Other People’s Perceptions”: The Experiences of Autistic Performing Arts Professionals and Attitudes of Performing Arts Employers in the UK, J Autism Dev Disord source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    Ethical approval was obtained through the Research Ethics Committee at UCL Institute of Education, Faculty of Education and Society (REC1149).

    “Ethical approval was obtained through the Research Ethics Committee at UCL Institute of Education, Faculty of Education and Society (REC1149).”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim. May combine two claims.

    Premisecitation

    Research with people with visual impairments shows that employees are often unaware of their specific adjustment needs, their adjustment options, or even their right to 'reasonable adjustments'.

    “For example, research with people with visual impairments shows that employees are often unaware of their specific adjustment needs, their adjustment options, or even their right to ‘reasonable adjustments’ [15].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [15] S Dong, 2017, Barriers in accommodation process among individuals with visual impairments, Journal of Rehabilitation

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductown data

    All participants provided written consent to take part.

    “All participants provided written consent to take part and the workplace adjustments questionnaire took approximately ten minutes to complete.”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim.

    Premisecitation

    A study examining the implementation of 'reasonable adjustments' across different disabilities in the UK found that 30% of requested adjustments were not implemented.

    “For example, a study examining the implementation of ‘reasonable adjustments’ across different disabilities in the UK found that 30% of requested adjustments were not implemented [32].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [32] LC William, 2016, The implementation of equality legislation: the case of disabled graduates and reasonable adjustments, Industrial Relations Journal source

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Premisecitation

    Research on factors associated with speaking up about safety concerns in organisational cultures suggests that the process is contingent on individual factors such as self-confidence and extraversion.

    “Furthermore, research on the factors associated with speaking up about safety concerns in organisational cultures suggests that the process is also contingent on a series of individual factors such as self-confidence and extraversion [24].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [24] MC Noort, 2019, Speaking up to prevent harm: A systematic review of the safety voice literature, Saf Sci source

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Premisecitation

    Speaking up about one's concerns involves a complex communication process.

    “Yet, speaking up about one’s concerns involves a complex communication process [18].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [18] Brinsfield CT, Edwards MS. Employee voice and silence in organizational behavior. In: Handbook of research on employee voice. Edward Elgar Publishing; 2020. pp. 114–131. source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    Suggested organisational factors contributing to the gap between adjustment requests and implementation include the size of the organisation, workplace adjustment policies in place and the cost of the adjustment to the organisation.

    “Suggested social factors include the characteristics of the individual requesting the adjustments and the impact of adjustments on others within the organisation [34, 35], while suggested organisational factors include the size of the organisation, workplace adjustment policies in place and the cost of the adjustment to the organisation [36–38].”
    Quote in the paperNot a substantial claim0 of 3 sources checked
    • cites [36] WA Erickson, 2014, Disability-inclusive employer practices and hiring of individuals with disabilities, Rehabilitation Research, Policy, and Education source

      Not checked in the free run.

    • cites [37] AT Florey, 2000, Responses to informal accommodation requests from employees with disabilites: Multistudy evidence on willingness to comply, Academy of Management Journal source

      Not checked in the free run.

    • cites [38] HS Kaye, 2011, Why don’t employers hire and retain workers with disabilities?, J Occup Rehabil source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    Autistic people can be anecdotally shy, introverted and lacking in confidence.

    “However, autistic people can be anecdotally shy, introverted and lacking in confidence [25, 26].”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [25] Kim C. Nerdy, shy, and socially inappropriate: A user guide to an Asperger life. Jessica Kingsley Publishers; 2014 Sep 21.

      Not checked in the free run.

    • cites [26] PT Shattuck, 2017, Disability identification and self-efficacy among college students on the autism spectrum, Autism Res Treat

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Premisecitation

    Research with autistic employees suggests that many autistic people perceive diagnostic disclosure as a necessity in order to gain access to adjustments.

    “For example, research with autistic employees suggests that many autistic people perceive diagnostic disclosure as a necessity in order to gain access to adjustments [19].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [19] AM Romualdez, 2021, “People Might Understand Me Better”: Diagnostic Disclosure Experiences of Autistic Individuals in the Workplace, Autism Adulthood

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing), S4 (based).

    Premisereasoning

    Employers often perceive the impact of workplace adjustments more favourably than autistic employees themselves.

    “As a result, employers often perceive the impact of workplace adjustments more favourably than autistic employees themselves.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Similar figures on non-implementation of requested adjustments are also seen in the US.

    “Similar figures are also seen in the US [33].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [33] TI Solovieva, 2013, Implications of workplace accommodations for persons with disabilities, J Workplace Behav Health source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    Suggested social factors contributing to the gap between adjustment requests and implementation include the characteristics of the individual requesting the adjustments and the impact of adjustments on others within the organisation.

    “Suggested social factors include the characteristics of the individual requesting the adjustments and the impact of adjustments on others within the organisation [34, 35], while suggested organisational factors include the size of the organisation, workplace adjustment policies in place and the cost of the adjustment to the organisation [36–38].”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [34] S Bonaccio, 2020, The participation of people with disabilities in the workplace across the employment cycle: employer concerns and research evidence, J Bus Psychol source

      Not checked in the free run.

    • cites [35] S Lindsay, 2011, Discrimination and other barriers to employment for teens and young adults with disabilities, Disabil Rehabil source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Interpretationcitation

    This finding is in line with existing US research suggesting that employees often have to 'make the case' for their adjustments.

    “This finding is in line with existing research from the US, suggesting that employees often have to “make the case” for their adjustments [13–15]–something with which our participants clearly struggled, for several reasons.”
    Quote in the paperNot a substantial claim0 of 3 sources checked
    • cites [13] PB Gold, 2012, Negotiating reasonable workplace accommodations: Perspectives of employers, employees with disabilities, and rehabilitation service providers, J Vocat Rehabil source

      Not checked in the free run.

    • cites [14] Mid-Atlantic ADA Center. Reasonable Accommodations: Employers’ Top 10 factors to Successful Reasonable Accommodation Factors. 2010 Sept [Cited 2021 Jan 4]. https://www.adainfo.org/content/top-10-factors-to-successful-RA

      Not checked in the free run.

    • cites [15] S Dong, 2017, Barriers in accommodation process among individuals with visual impairments, Journal of Rehabilitation

      Not checked in the free run.

  • May combine two claims.

    Interpretationcitation

    Barriers to requesting adjustments are likely to be exacerbated for autistic adults, who often report experiencing additional communicative challenges.

    “While these findings are not necessarily unique to autistic individuals, it is important to note that such barriers are likely to be exacerbated for autistic adults, who themselves often report experiencing additional communicative challenges [23].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [23] A Remington, 2019, ‘Sometimes you just need someone to take a chance on you’: An internship programme for autistic graduates at Deutsche Bank, UK, Journal of Management & Organization source

      Not checked in the free run.

  • May combine two claims.

    Premisecitation

    Autism is a 'hidden disability' and as such is less likely to be picked up on, and understood, by employers.

    “This may be a reflection of the fact that autism is a ‘hidden disability’ and as such is less likely to be picked up on, and understood, by employers [47].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [47] Heasman B. Employers may discriminate against autism without realising. LSE Business Review. 2017 Jul 31.

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Romualdez et al. found that disclosure was perceived as a necessity by autistic employees, as opposed to a choice.

    “This finding is consistent with recent findings by Romualdez et al. [19], who found that disclosure was perceived as a necessity by autistic employees, as opposed to a choice (see also, [11]).”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [19] AM Romualdez, 2021, “People Might Understand Me Better”: Diagnostic Disclosure Experiences of Autistic Individuals in the Workplace, Autism Adulthood

      Not checked in the free run.

    • cites [11] S Lindsay, 2021, Disclosure and workplace accommodations for people with autism: a systematic review, Disability and rehabilitation source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    Research with individuals with visual impairments found that employees are not always well-informed of their adjustment needs, the kinds of adjustments available, and the process of requesting adjustments.

    “This difficulty specifying adjustments coincides with research with individuals with visual impairments which found that employees are not always well-informed of their adjustment needs, the kinds of adjustments available and the process of requesting adjustments [15].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [15] S Dong, 2017, Barriers in accommodation process among individuals with visual impairments, Journal of Rehabilitation

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Autistic people face much higher unemployment rates than other disability groups.

    “This is particularly salient for autistic people, who face much higher unemployment rates than other disability groups [7].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [7] Office for National Statistics. Outcomes for disabled people in the UK: 2020. 2021 Feb 18 [Cited 2021 March 5] https://www.ons.gov.uk/peoplepopulationandcommunity/healthandsocialcare/disability/articles/outcomesfordisabledpeopleintheuk/2020

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Study design and conductown data

    Inter-rater reliability was high both at the category (k = 0.93) and subcategory (k = 0.81) levels.

    “Inter-rater reliability was high both at the category (k = 0.93) and subcategory (k = 0.81) levels.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Premisecitation

    There is a dearth of adult diagnostic services and lengthy waiting lists for those that do exist.

    “Given the dearth of adult diagnostic services and lengthy waiting lists for those that do exist [51, 52]”
    Quote in the paperSubstantial claim0 of 2 sources checked
    • cites [51] MC Lai, 2015, Identifying the lost generation of adults with autism spectrum conditions, Lancet Psychiatry source

      Not checked in the free run.

    • cites [52] S Unigwe, 2017, GPs’ confidence in caring for their patients on the autism spectrum: an online self-report study, Br J Gen Pract source

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Interpretationreasoning

    Formally diagnosed and self-diagnosed autistic adults likely have different experiences of requesting and receiving workplace adjustments.

    “However, it is likely that these two groups, formally diagnosed and self-diagnosed autistic adults, have different experiences of requesting and receiving workplace adjustments as those that self-identify may not be afforded the same legal rights to adjustments as those with a formal diagnosis, or may not be able to provide evidence to their employers regarding the impact of their disability.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    This research was carried out prior to the outbreak of the coronavirus.

    “First, it is important to note that this research was carried out prior to the outbreak of the coronavirus.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Estimates suggest that as few as 22% to 32% of autistic adults are in paid employment.

    “While this is not consistent with estimates which suggest that as few as 22% to 32% of autistic adults are in paid employment [7, 50]”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [7] Office for National Statistics. Outcomes for disabled people in the UK: 2020. 2021 Feb 18 [Cited 2021 March 5] https://www.ons.gov.uk/peoplepopulationandcommunity/healthandsocialcare/disability/articles/outcomesfordisabledpeopleintheuk/2020

      Not checked in the free run.

    • cites [50] National Autistic Society. The employment gap. 2016 Aug 31 [Cited 2021 Jan 4]. https://s3.chorus-mk.thirdlight.com/file/1573224908/63516243370/width=-1/height=-1/format=-1/fit=scale/t=444848/e=never/k=59f99727/TMI%20Employment%20Report%2024pp%20WEB.pdf.

      Not checked in the free run.

  • May combine two claims.

    Study design and conductown data

    Most participants were well-educated, female, and reported being of white ethnic background; the research only represents a sub-group of the autistic population.

    “In regard to demographic representation, most of our participants were well-educated, female and reported being of white ethnic background and, as such, this research only represents a sub-group of the autistic population.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    Participants were able to complete a comprehensive online survey involving reflection on their workplace experiences.

    “It is also noteworthy that participants were able to complete a comprehensive online survey which involved reflecting on their workplace experiences.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    We did not seek verification of our participants' autism diagnosis.

    “We also did not seek verification of our participants’ autism diagnosis.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Study design and conductreasoning

    Our sample may not represent the views and experiences of autistic people with an intellectual disability, or those who do not use traditional forms of communication.

    “As such, our sample may not represent the views and experiences of autistic people with an intellectual disability, or those who do not use traditional forms of communication.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    Autistic people of colour may be multiply disadvantaged in the workplace, as minority ethnic groups often face additional workplace inequalities.

    “The lack of cultural diversity is particularly noteworthy given that autistic people of colour may be multiply disadvantaged in the workplace, as minority ethnic groups often face additional workplace inequalities [49].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [49] Byrne B, Alexander C, Khan O, Nazroo J, Shankley W. Ethnicity, Race and Inequality in the UK: State of the Nation. Policy press; 2020. source

      Not checked in the free run.

63 of 63

  • The paper relies on this without support.

    Autism is often ‘hidden’ from others’ view, making individuals’ needs unclear to employers.

    “This lack of knowledge may be further exacerbated by the fact that autism is often ‘hidden’ from others’ view, making individuals’ needs unclear to employers.”

  • The paper relies on this without support.

    The legal right to ‘reasonable adjustments’ is often perceived to be associated with having a formal diagnosis.

    “Given that the legal right to ‘reasonable adjustments’ is often perceived to be associated with having a formal diagnosis, we expect the adjustment experiences of autistic individuals with a formal diagnosis, and those without, to be different.”

  • The authors state this as an assumption.

    The adjustment experiences of autistic individuals with a formal diagnosis and those without are different.

    “Given that the legal right to ‘reasonable adjustments’ is often perceived to be associated with having a formal diagnosis, we expect the adjustment experiences of autistic individuals with a formal diagnosis, and those without, to be different.”

  • The paper relies on this without support.

    It is not known whether (and how) social and organisational factors affect the implementation of workplace adjustments for autistic individuals specifically.

    “It is not known, however, whether (and how) these factors affect the implementation of workplace adjustments for autistic individuals specifically.”
4 of 4

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

  • Autistic employees frequently experience pressure to determine whether, when, and how to disclose their diagnosis.

    “autistic employees frequently experience pressure to determine whether, when, and how to disclose their diagnosis (Davies et al., 2022; Romualdez et al., 2021)”

    From The system-level organisational design framework: a neuro-cognitive trait interaction approach to workplace inclusion for autistic people (2026) · cites this paper as Davies et al., 2022

    The Discussion says many participants felt unable to request workplace adjustments without disclosing a formal diagnosis, leaving them to choose between privacy and access to adjustments. This supports pressure over whether to disclose, but the paper does not establish that employees frequently face decisions about when or how to disclose. (LLM, conf=0.84)

    Experimental — accuracy not yet measured

  • Employee-led groups, including Disability Employee Resource Groups, may help employees navigate and influence policy implementation.

    “Employee-led groups, including Disability Employee Resource Groups, may further help employees navigate and influence policy implementation, strengthen access to organisational responses, and enable collective advocacy (Davies et al., 2022).”

    From The system-level organisational design framework: a neuro-cognitive trait interaction approach to workplace inclusion for autistic people (2026) · cites this paper as Davies et al., 2022

    The Discussion recommends Disability Employee Resource Groups to help individuals advocate for and gain equal access to workplace adjustments. It does not say that these groups influence policy implementation or enable collective advocacy; those claims extend beyond its recommendation. (LLM, conf=0.84)

    Experimental — accuracy not yet measured

  • Employee-led groups, including Disability Employee Resource Groups, may enable collective advocacy.

    “Employee-led groups, including Disability Employee Resource Groups, may further help employees navigate and influence policy implementation, strengthen access to organisational responses, and enable collective advocacy (Davies et al., 2022).”

    From The system-level organisational design framework: a neuro-cognitive trait interaction approach to workplace inclusion for autistic people (2026) · cites this paper as Davies et al., 2022

    The Discussion recommends Disability Employee Resource Groups as a way to empower individuals to advocate for workplace adjustments and gain equal access to them. It does not specifically describe collective advocacy or say that the groups help employees influence policy implementation. (LLM, conf=0.82)

    Experimental — accuracy not yet measured

  • Employee-led groups, including Disability Employee Resource Groups, may strengthen access to organisational responses.

    “Employee-led groups, including Disability Employee Resource Groups, may further help employees navigate and influence policy implementation, strengthen access to organisational responses, and enable collective advocacy (Davies et al., 2022).”

    From The system-level organisational design framework: a neuro-cognitive trait interaction approach to workplace inclusion for autistic people (2026) · cites this paper as Davies et al., 2022

  • Our findings supported previous research suggesting that neuro-divergent employees may struggle to request adjustments in the workplace.

    “Our findings also supported previous research suggesting that neuro-divergent employees may struggle to request adjustments in the workplace [64].”

    From Homeworking experiences of neuro-divergent workers: systematic review (2024) · cites this paper as [64]

Cites

Flagged first, then by citations

Research works printed but not linked: 2

  1. D Abbott, 2005, Reasonable adjustments: the practicalities, Occup Health Rev, 115, 26
  2. Heasman B. Employers may discriminate against autism without realising. LSE Business Review. 2017 Jul 31.

Cited by

Sorted by citations

Related

Authors
Davies, J., Heasman, B., Livesey, A., Walker, A., Pellicano, E., & Remington, A.
Affiliations
  • University College London (GB)
  • York St John University (GB)
  • Macquarie University (AU)
Corresponding author
Davies, Jade
ORCID
Venue
PLOS ONE
Publisher
Public Library of Science (PLoS)
Published
2022-08-05
Volume
17
Issue
8
Pages
e0272420
ISSN
1932-6203 (ISSN-L)
DOI
10.1371/journal.pone.0272420
PMC
PMC9355205
OpenAlex
W4289969417
Semantic Scholar
ff169901280e3fa7ab857efb91c3d7aca705aef6
Cited by
65
References
42
Citations by year
2026: 16 · 2025: 26 · 2024: 14 · 2023: 7 · 2022: 2
FWCI
14.21
Type
journal article
Language
en
Open access
Licence
Locations
  • PLoS ONE (publishedVersion, cc-by)
  • PubMed Central (publishedVersion, cc-by)
  • PubMed (publishedVersion)
  • Research at York St John (York St John University) (acceptedVersion)
  • RePEc: Research Papers in Economics (submittedVersion)
  • DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
  • UCL Discovery (University College London) (submittedVersion)
Funders
  • Autistica (REF: 7263)
  • Pears Foundation
Topics
  • Social Sciences › Safety Research › Disability Education and Employment
  • Life Sciences › Neuroscience › Cognitive Neuroscience › Autism Spectrum Disorder Research
  • Social Sciences › Psychology › Clinical Psychology › Family and Disability Support Research
Keywords
autism spectrum disorder, autistic adults, workplace adaptation, employment of people with disabilities, employer responsibility, organizational barriers, social barriers, employee well-being, employment decisions, workplace inclusion
MeSH terms
Adult, Autistic Disorder, Employment, United Kingdom, Humans, Surveys and Questionnaires, Workplace

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Claims read by deepseek-v4.1-flash under definition version 3 (extract-v3) on 2026-10-07.

Classified by jev-1.13-20260917 (gold-guideline-v0.2) on 2026-10-07.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

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