Buckland Review of Autism Employment

Debate between Robert Buckland and Robin Walker

Thursday 25th April 2024 Commons Chamber

[Sir Robert Buckland]

If there is tea and cake involved, I am there. I will happily do that. The point that my hon. Friend makes deals straight away with the stereotype that autistic people cannot socialise. That is nonsense. There are myriad types of presentation. The condition will sometimes present itself in that way, but not always. Plenty of autistic people can and do work in the hospitality sector, in an outward-facing, communications-based job that works really well for them.

Exploding some of those myths is important not just in this House but from an employer’s point of view. That is really at the heart of the report: turning risk into opportunity for employers, to get them to think differently. The terms of reference referred to autism, but I reassure people who initially wanted a wider reference to neuro- diversity that that was not forgotten at all. In fact, a lot of the recommendations have direct read-across to a wide range of neurodiverse conditions, from attention deficit disorder to attention deficit hyperactivity disorder, dyslexia and dyspraxia—the whole family of neurodiverse conditions. There is clearly commonality in the challenges that people face with recruitment and retention.

In the time that I have, which I have to use economically, let us start with some of the facts that we uncovered. Only just under three in 10 autistic adults are in full-time or part-time work. It is the lowest rate across all disability classes, at about 30%, as opposed to 50% for those with a disability generally. In late 2012, I led a Backbench Business Committee debate on autism in this Chamber. I think it was the first debate on autism that we had ever had in the main Chamber. Then, fewer than one in seven, maybe about 14% of autistic adults, had full-time employment. There would seem to have been an improvement, but we are not comparing like with like. In the years since, we have seen people in the workforce start to reveal their autism in a way that they would not have before, which is encouraging, but let us not forget that we are still talking about the 700,000 or so who have a diagnosis. A large number of people—probably hundreds of thousands or even more—perhaps do not have a diagnosis, and do not even think of themselves as autistic or neurodiverse in any way. The figures therefore start to get a little unclear.

Progress has been very, very slow. There is no doubt that, as a result of Government action and intervention, there has been improvement, but we are still nowhere near where we need to be. The question is how we start to move the dial. More on that shortly. Autistic people have the largest pay gap of all disability groups. They receive a third less on average than non-disabled people. I am afraid that that is the experience of autistic graduates, too, who experience the worst outcomes of all disability groups. They are the most likely to be overqualified for their job. They are the most likely to be on zero-hours contracts or part time. That leads to under motivation, less pay, unhappiness and a lack of fulfilment. Some 50% of managers expressed discomfort with the idea of having autistic people in their workforce, and only 35% of autistic employees were fully open about being autistic.

[Mr Robin Walker (Worcester) (Con)]

My right hon. and learned Friend is making an excellent case. I recently attended a Worcestershire local enterprise partnership presentation, at which an employer talked about finding that his expectations of employing autistic people were completely wrong. When he discovered that one of his employees was autistic, his whole organisation learned and benefited as a result. It strengthened the organisation and increased its productivity. Does my right hon. and learned Friend agree that many more employers need to engage on this subject?

[Sir Robert Buckland]

Stories like that can open up a whole new way of thinking to employers. That is really the beginning of the recommendations that we make in the report. The power of narrative, and linking that to creating a wave of change, lies at the heart of the recommendations. Let me make a final point about the current situation: about two thirds—61%—of disabled people said that their Access to Work claim took over three months, and 20% said that it took over six months. While Access to Work is a great principle, that is clearly too slow to help change the life of people who face an immediate job offer, or have an interview within days, rather than weeks or months.

What is to be done? I have talked about turning risk into opportunity, but a “universal by design” approach will make the most difference. We have heard a lot over the years about autism-friendly environments, and going out of our way to reach out, understand, and allow people to explain, but that will have only a limited impact, and only on those people who are comfortable talking, and prepared to talk, about their autism. Surely it would be better to have a universal change to the way in which we recruit and retain employees, so that it embraces not just those with a diagnosis, but those who do not want to disclose their diagnosis or do not have one. Suddenly, the number would then be not 700,000, but probably well over a million—and that might be a conservative estimate.

What about the recommendations? There are several groups within our 19 recommendations, but they can be summarised in the following way. The first group of three recommendations relates to initiatives to raise awareness, reduce stigma and capitalise on productivity. We are already working with people, autism organisations and employer-facing organisations to start that national campaign with good news stories like the one that we heard from my hon. Friend the Member for Worcester (Mr Walker).

In certain jobs, autistic staff can be way more productive than neurotypical staff; statistics show productivity improvements ranging from 45% to 145%. I am grateful to Autistica for its work promoting its new neurodiversity employers index, which will allow employers to measure themselves against best practice; it has an annual awards programme. That is the sort of approach that we have seen really make a difference in other walks of life. The index, with the support and approval of my hon. Friend the Minister, would give employers a degree of certainty, and a uniform framework within which we could see the dial start to move. By developing such small pilots and good practices, we are again using a “show and tell” method, and larger national and multinational organisations and representative bodies can then start to spread this work out.

The second bucket of recommendations, 4 to 8, relates to the support needed for autistic people to begin or return to a career. That is all about making sure that new programmes, such as the universal support programme, are designed in a way that meets the varying needs of autistic people, so that there are supported employment programmes available, as well as supported internships, which the evidence shows are a wonderful route through which autistic young people can develop the skills that they need. I am glad that the Department for Education is piloting an entry route into supported internships for disabled people without an education, health and care plan; that again embraces the “universal by design” approach.

[Mr Walker]

As Chairman of the Education Committee, I completely agree with my right hon. and learned Friend on the value of supported internships. Does he agree that more broadly we need to look at the issue of people without an EHCP? We know that many autistic people do not require or have not had one. We should be looking to make supported internships, or extra support for apprenticeships, as accessible as possible, so that people can progress into work and training.

[Sir Robert Buckland]

My hon. Friend is right about that. He might have noted the very interesting findings of the Nuffield Trust a few weeks ago, which makes the point that although we have to have a system of diagnosis, the EHCP system, which I was proud to support as a Back Bencher when we brought in the Children and Families Act 2014, is a very narrow funnel. It takes a long time to get children and people in. Instead of concentrating on the funnel, we need a more universal approach that can embrace many people who will not need an EHCP, but who have particular needs. That is why promoting cross-industry autism support groups and opportunities for work shadowing and volunteering has to be part of the solution. As recommendation 7 says, apprenticeships are key.

Finally, recommendation 8 is that the Government work with autism charities and other groups to ensure that more people know about Access to Work and improvements to the speed of that programme. If the adjustment passport and the Access to Work Plus pilots being run by Department for Work and Pensions produce positive results, then I say to the Minister: let us roll them out nationally as soon as possible.

The next group of recommendations, 9 to 13, are all about changing recruitment practices to support autistic applicants appropriately. We need to start with careers advisers in schools and colleges and the National Careers Service in England and its equivalents in Wales, Scotland and Northern Ireland, so that there is a better understanding of autism, autistic customers can be better supported, and more properly tailored advice can be given. We also need to increase the rigour of the Disability Confident work and develop higher levels; we need more assessments under Disability Confident and we need to build in a link to the new neurodiversity employers index, so that Disability Confident organisations themselves will be, in the eyes of autistic jobseekers, much better placed to help them. Online support with the employee health and disability service can also link employees to appropriate advice on best practice when it comes to recruitment.

The representative bodies have a role here. The Recruitment & Employment Confederation has a key role to play, because it can advise not only individual businesses, but recruitment consulting agencies. There are myriad agencies up and down our high streets that do the heavy lifting of recruitment for small and medium-sized enterprises, so we have to get into those agencies. It will be good for them, as it means they will have more success in placing autistic employees, and it will of course be good for wider business. Let us face it, these SMEs do not have big human resources departments and they will not be able to do that themselves. That is why getting into the agencies will be important. We must also not forget the self-employed, and ensure that we identify sources of information and support for people who want to get on with things on their own and set up their own business.

In the few minutes I have left, I will mention two more groups of recommendations—I will be very brief, Madam Deputy Speaker, but I want to finish covering this important report. Supporting autistic people already in the workforce is covered in recommendations 14 to 17; working with the Chartered Institute of Personnel and Development to make sure that the 2018 “Neurodiversity at Work” guidance is published and accessible is at the heart of that. Finally, on career progression, we need to promote the value of employee resource groups and support networks within larger organisations and work with autism charities and the representative bodies to develop the training packages to allow autistic staff to progress.

A new task group will be set up in the weeks ahead— I say weeks, because I am working with colleagues in the DWP to identify an independent chair and suitably qualified members. We need to monitor progress, hold Government to account and audit the progress we are making. I want to see, certainly by the end of this decade, that number of one in three up to the disability average at least, and—who knows?—beyond that.

Let us be ambitious here. I call upon my hon. Friend the Minister to respond positively to the report and its recommendations with all the power that she can muster on behalf of herself and her Government colleagues. They are not the end; they are not even the beginning of the end; but they are the end of the beginning. Let us make progress.

Oral Answers to Questions

Debate between Robert Buckland and Robin Walker

Thursday 14th January 2016 Commons Chamber

[Mr Robin Walker (Worcester) (Con)]

1. What recent steps the Crown Prosecution Service has taken to ensure that prosecutors are able more effectively to prosecute cases of domestic abuse.

[The Solicitor General (Robert Buckland)]

Crown Prosecution Service legal guidance on domestic abuse was updated ahead of the introduction of the new offence of coercive or controlling behaviour in intimate and familial relationships. To support the introduction of that guidance, training has been developed and made available to prosecutors.

[Mr Walker]

I thank my hon. and learned Friend for that answer. Women’s groups in Worcester and national campaigns such as Women’s Aid have warmly welcomed the new law of coercive control as a real step forward in the protection of victims. Does he anticipate a further rise in the number of domestic abuse cases coming to court as a result of that change in legislation?

[The Solicitor General]

I pay tribute to all those groups that do so much to support male and female victims of domestic abuse. Yes, I think we can expect a rise in prosecutions. There has been a similar precedent in the case of stalking and harassment offences, which were introduced several years ago, and I was proud to be the Minister who took the coercive control provisions through this House.