Mr. David Joyce:

I thank the Chair. I will start by saying a little about who we are. We are the largest civil society organisation on the island and represent and campaign on behalf of some 750,000 working people. There are currently 46 unions affiliated to congress north and south of the Border. We very much welcome the establishment of this committee to consider matters relating to the services and supports provided by the State for autistic people and we express our thanks for the invitation to discuss autism policy and employment. I am equality officer with ICTU. I am accompanied online by Ms Quinn of SIPTU , who is chair of our disability committee, and Ms O'Connor from the INTO who is a member and former chair of our disability committee and a former member of the National Disability Authority board as well.

Our work on the broad disability agenda is guided by our disability committee, which also works closely with a number of disability organisations, including those working on the issue of neurodiversity. We met only last week to plan work for 2023, which includes a commitment to provide information to help union officers and reps to represent autistic members or those who have autistic family members. We hope to help reps to recognise the workplace issues that can impact on autistic people and will give them the information and guidance they need to help tackle those issues.

On autism in the workplace, autism itself of course is a term describing a wide range of conditions that reflect neurological differences among people. These are known as autism spectrum conditions. Autism, along with other neurological conditions such as dyslexia, dyspraxia and attention deficit hyperactivity disorder are all examples of neurodiversity. "Neurodiversity" is a relatively new term that refers to the diversity of the human brain. This means there is a wide range of difference in how people’s brains work. Neurodiversity recognises some people’s brains are wired differently.

The Chair referred to the AsIAm statistic that one in 65 people in Ireland is autistic with 85% of that number either unemployed or underemployed. Barriers that are placed in the way of workers who have autism spectrum conditions can negatively affect their lives at work, and some are excluded from work simply because of their condition. Given this under-representation in the workforce, it is clear work needs to be done to ensure that our workplaces are more inclusive of autistic people. Unions have a vital role to play in increasing awareness and understanding of autism in the workplace and enforcing the rights that protect people. Key to achieving inclusive workplaces for people with autism is the provision of reasonable accommodation. Section 16 of the Employment Equality Act obliges employers to provide "reasonable accommodations" to employees.

Section 16 of the Employment Equality Act obliges employers to provide reasonable accommodations to employees. Applying supports can level the playing field for autistic people and disabled people, and can support an autistic person to contribute to the organisation's work and to be included as a valued member of the organisation.

In partnership with IBEC, we have done some work on reasonable accommodation, culminating in the launch of the reasonable accommodation passport scheme. The passport scheme provides a confidential live record of adjustments agreed with an employer. The passport is for workers to keep and share with anyone whom they think may need to know about the barriers they face within or outside the workplace, and the adjustments that have been agreed to prevent or reduce its impact in the workplace. A passport system would ensure that everyone is clear about what has been agreed, and reduce the need to reassess these each time an employee changes role or has a change in line management. It can act as a tool to support individuals in fulfilling their potential and contributing to their own success and that of the organisation. We believe that its adoption by employers could encourage the employment of people with autism and open up conversations around reasonable accommodation. We hope that the committee, in adopting recommendations in this area, might consider supporting the introduction of the passport scheme.

The National Disability Authority, NDA, has published guidance for line managers and HR professionals in order to better understand autism and to effectively recruit, work with and support staff with autism in the workplace. The guide has a number of practical tips for ensuring inclusive workplaces, including, for example, a suggestion that employers should provide information about the interview process to candidates in advance of the interview. Research shows that for some people with autism spectrum disorders, providing them with information prior to the interview, for example about the types of questions candidates may be asked, can alleviate their anxiety about the event. It also helps them to prepare for the interview. As the NDA guide states, reasonable accommodation practices which benefit people with autism can also have a positive outcome for all employees and for employers themselves. Reducing possible stress points in the workplace is good for everyone. It is also good for business outcomes, as a stress-free workplace helps employers to maintain maximum productivity and to retain staff.

Other examples of autism-friendly changes in the workplace include providing autism awareness training for all staff, particularly management and HR; establishing a clear autism policy for the workplace and giving autistic workers and those with caring responsibilities for autistic people the opportunity to contribute to its development; reviewing the working environment and assessing whether the sensory environment is suitable for people who may be sensitive to light and sound; reviewing workplace communications; and ensuring information is being shared in a way that is accessible for autistic workers. I thank members for their attention. We look forward to participating in the discussion.