10.22235/cp.v18i1.3283
Desafíos de la interacción social de la persona con autismo en el mercado laboral
Challenges of social interaction of people with autism in the job market
Desafios da interação social da pessoa com autismo no mercado de trabalho
Karina Borgonovi Silva Barbi1, ORCID 0000-0003-1559-0093
Esther Rocha Serralvo2, ORCID 0000-0002-1596-3809
Gabriel Massucato Pavão3, ORCID 0000-0003-3766-1147
Lucas Pereira Bitencort4, ORCID 0000-0002-5244-9251
João Carlos Caselli Messias5, ORCID 0000-0002-6487-4407
Javier Labarthe6, ORCID 0000-0001-7381-1347
1 Pontifícia Universidade Católica de Campinas, Brasil, joao.messias@puccampinas.edu.br
2 Pontifícia Universidade Católica de Campinas, Brasil
3 Pontifícia Universidade Católica de Campinas, Brasil
4 Pontifícia Universidade Católica de Campinas, Brasil
5 Pontifícia Universidade Católica de Campinas, Brasil
6 Universidad Católica del Uruguay, Uruguay
Resumen:
Los individuos diagnosticados con Trastorno del Espectro Autista (TEA) tienen dificultades conductuales y de interacción social como características típicas de su síndrome. Quienes necesitan ayuda y logran ingresar al mercado laboral, experimentan varios obstáculos como desventaja en los procesos de selección, sufrimiento de estigma y prejuicio, insuficiencia de las estructuras ambientales y de comunicación. Esta revisión de alcance buscó explorar los aspectos sociales presentes en la realidad de las personas con TEA en el mercado de trabajo, en un intento de identificar las dificultades inherentes a los diversos niveles, así como las medidas de apoyo tomadas. Se localizaron y analizaron 36 artículos de las bases de datos Scopus, Web of Science, PsycINFO, SciELO y PePSIC, ninguno de estos escritos en América Latina. Los resultados apuntan a la falta de conocimiento en un nivel satisfactorio sobre los TEA por parte de las organizaciones, directivos y colaboradores, con el fin de prevenir la discriminación, adecuar las condiciones de trabajo y promover la realización profesional de esta población con justicia y dignidad.
Palabras clave: autismo; mercado laboral; discriminación; discapacidad.
Abstract:
Individuals diagnosed with autism spectrum disorder (ASD) have behavioral and social interaction difficulties as typical characteristics of their syndrome. For those who require support and are able to enter the job market, several obstacles are experienced, including losses in selection processes, suffering from stigma and prejudice, and inadequacy of environmental and communication structures. This scoping review sought to explore the social aspects present in the reality of individuals with ASD inserted in the job market, in an attempt to identify the inherent difficulties at the various levels, as well as what support measures were taken. Thirty-six articles were located and analyzed from the Scopus, Web of Science, PsycINFO, SciELO and PePSIC databases, none of which were written in Latin America. Results point to the lack of knowledge at a satisfactory level about ASD on the part of organizations, managers, and co-workers, in order to prevent discrimination, adapt working conditions, and promote the professional fulfillment of this population with justice and dignity.
Keywords: autism; labor market; discrimination; deficiency.
Resumo:
Indivíduos com diagnóstico de
Transtorno do Espectro Autista (TEA) possuem dificuldades comportamentais e de
interação social como características típicas de sua síndrome. Para aqueles que
exigem apoio e conseguem se inserir no mercado de trabalho, diversos entraves
são vivenciados, incluindo prejuízos nos processos seletivos, sofrimento de
estigma e preconceito, inadequação de estruturas ambientais e de comunicação.
Esta revisão do tipo scoping buscou explorar os aspectos sociais presentes na
realidade de indivíduos com TEA inseridos no mercado de trabalho, na tentativa
de identificar quais as dificuldades inerentes nos diversos níveis, bem como
quais medidas de apoio realizadas. Foram localizados e analisados 36 artigos a
partir das bases Scopus, Web of Science, PsycINFO, SciELO e PePSIC, sendo que
nenhum foi elaborado na América Latina. Os resultados apontam para a falta de
conhecimento em nível satisfatório sobre o TEA por parte das organizações,
gestores e colegas de trabalho, de forma a prevenir a discriminação, a adequar
as condições laborais e promover a realização profissional dessa população com
justiça e dignidade.
Palavras-chave: autismo;
mercado de trabalho; discriminação; deficiência.
Recibido: 08/03/2023
Aceptado: 22/03/2024
El Trastorno del Espectro Autista (TEA) es un diagnóstico caracterizado por deficiencias persistentes que se manifiestan en dos dimensiones principales, una relacionada con la comunicación y la interacción social, y la otra con patrones de comportamiento, intereses y actividades restringidos y repetitivos. Los síntomas pueden manifestarse de diferentes formas para cada individuo, dependiendo de factores como el nivel de desarrollo cognitivo, la edad cronológica y la severidad del padecimiento, caracterizando la denominación “espectro”. En los últimos años, la prevalencia observada en varios países ha crecido, alcanzando el 1 % de la población, tanto en niños como en adultos. Las causas de este aumento han sido cuestionadas, considerando posible subregistro por cuestiones metodológicas en estudios previos, ampliación de criterios diagnósticos, mayor concienciación o un aumento real de casos (American Psychiatric Association, 2014). En una publicación reciente, el Center for Deseases Control estimó que la población de 18 a 84 años con autismo en Estados Unidos (EE. UU.) rondaba el 2.2 %, lo que equivale a aproximadamente 5.5 millones de personas (Maenner et al., 2023).
La frecuencia de diagnóstico en hombres es cuatro veces mayor que en mujeres, probablemente debido a la mayor sutileza de los síntomas sociales y de comunicación en mujeres en la edad adulta. De todas las personas que reciben un diagnóstico, solo una minoría con deficiencias leves, y sin deterioro cognitivo, logra desarrollar capacidades sociales y adaptativas mínimas para vivir de forma independiente e ingresar al mercado laboral. Cuando tienen éxito, a menudo enfrentan dificultades en la socialización y organización que conducen al sufrimiento mental, y una mayor propensión a la ansiedad y la depresión. Si bien el trabajo es una fuente de estímulo y motivación para quienes desarrollan habilidades superiores específicas, el esfuerzo provocado por las estrategias compensatorias y los mecanismos de afrontamiento pueden generar un estrés intenso (American Psychiatric Association, 2014; Kevelson et al., 2022).
En Brasil, hasta el momento, solo se ha realizado un pequeño estudio de prevalencia, identificando una tasa de 27.2 personas con TEA por cada 10,000 habitantes (Paula et al., 2011). Tras revisar los datos demográficos del censo de 2010 para adaptarlos a la Encuesta Nacional de Salud realizada en 2013, se estimó que el total de personas con algún tipo de discapacidad ronda los 12.4 millones y, de estos, el 0.8 % tiene algún tipo de discapacidad intelectual, siendo el 0.5 % diagnosticado desde el nacimiento (Instituto Brasileño de Geografía y Estadística (IBGE), 2019).
Según el Decreto n.º 3.298 (Brasil, 1999), que reglamenta la Ley n.º 7.853 de 1989, relativa a la Política Nacional para la Integración de las Personas con Discapacidad, las empresas de hasta 200 trabajadores deben tener el 2 % de su plantilla ocupada por personas con discapacidad; entre 201 y 500 empleados, 3 %; entre 501 y 1,000 empleados, 4 %; y empresas con más de 1,001 empleados, 5 %. Sin embargo, según un estudio realizado con empresas brasileñas, solo una cuarta parte de ellas alcanzan la cuota establecida, dando prioridad a las personas que necesitan pequeñas adaptaciones estructurales. Así, se da preferencia a las discapacidades físicas más leves, con solo el 25 % de las contrataciones de personas con discapacidad intelectual (Do Carmo et al., 2020).
En Uruguay, por su parte, la Ley n.º 19.691, promulgada el 29 de octubre de 2018, estableció una serie de beneficios para la inclusión laboral de personas con discapacidad. Esta normativa señala la necesidad de prever “apoyo laboral”, que va desde la modificación de la estructura edilicia hasta la asignación de mentores para garantizar la adaptación y desempeño laboral a aquellas personas con algún tipo de discapacidad. Define además la figura del “operador laboral”, cuyo rol tiene como objetivo el apoyo a las personas para la inserción (Uruguay, 2018). En Uruguay, según datos de la Federación Autismo Uruguay, entre 30 y 35 mil personas presentan TEA.
A pesar de que muchas personas con TEA de alto funcionamiento tienen un intelecto medio o superior a la media, estando cualificadas, en algunos casos, más allá de lo necesario para ejercer la profesión que desean (Hayward et al., 2018; Lorenz et al., 2021; Nagib & Wilton, 2019), estudios como los de Shattuck et al. (2012) y Taylor y Seltzer (2011, 2012) demuestran que esta población, típicamente, enfrenta niveles de desempleo o subempleo por encima del promedio de la población general. Incluso cuando tienen empleo, muchas personas con autismo sufren prejuicios, mobbing y persecución, así como ansiedad, agotamiento e incomodidad, provocados por un entorno laboral poco adaptado a sus necesidades (Cooper & Kennady, 2021; Djela, 2021; Hayward et al., 2018).
Sin embargo, como lo señala Bartalotti (2010), las personas con algún tipo de discapacidad no están limitadas por su condición en sí, sino por las barreras impuestas por los individuos neurotípicos, que desconocen la forma diferente de relacionarse con el mundo de los neurodivergentes y adoptan políticas excluyentes, deliberadamente o por falta de conocimiento. Por lo tanto, se postula que la exclusión del individuo con TEA de alto funcionamiento en el ámbito laboral no se centra únicamente en él, sino que se origina en la organización social moderna, sus valores e ideologías.
El objetivo principal de este estudio fue explorar aspectos relacionados con los problemas sociales experimentados por personas con TEA en el mercado laboral, buscando comprender las dificultades existentes, así como la efectividad de las medidas de apoyo realizadas.
Método
Tipo de estudio
Esta es una revisión de literatura del tipo scoping (Peters et al., 2015). Este tipo de revisión busca documentar aspectos recientes de la literatura sobre un tema dado que aún es poco explorado en la investigación, favoreciendo la comprensión de temas amplios antes de enfocarse en otros más específicos (Arksey & O’Malley, 2005). La comprensión de la realidad del individuo con TEA insertado en el mercado laboral es un tema de gran importancia, dado el aumento de diagnósticos realizados en las últimas décadas, principalmente de casos más leves que cuentan con las capacidades mínimas para ejercer una vida laboral activa. Por ello, el conocimiento de los aspectos contribuyentes, tanto individuales como organizacionales, así como los resultados existentes de las medidas utilizadas hasta el momento, es relevante para la percepción de las brechas que aún existen. Este estudio cumplió con las recomendaciones propuestas para realizar una revisión de scoping, realizando cinco pasos: 1) delimitación de la pregunta de investigación; 2) identificación de estudios relevantes; 3) selección de estudios; 4) análisis de datos revisados; 5) agrupar, resumir y difundir resultados (Arksey & O’Malley, 2005).
Cuestión orientadora
La pregunta de investigación “¿Cómo es la realidad social de las personas con autismo en el mercado laboral?” se construyó a partir de las siglas PCC, P = población; C = concepto; C = contexto (Peters et al., 2015), considerando como población a los individuos con autismo, el concepto de interacción social y el contexto del entorno de trabajo.
Criterios de inclusión y exclusión
Los criterios de inclusión fueron: artículos de psicología, sin límite de fecha, revisados por pares, escritos en portugués, inglés o español y que abordaran específicamente el tema del autismo y sus interacciones sociales en el mercado laboral, desde la perspectiva de las propias personas autistas o de los profesionales implicados con ellas; participantes con diagnóstico confirmado de autismo y experiencia previa o actual en el mercado laboral. Los criterios de exclusión fueron artículos que no abordaran directamente el tema propuesto y textos editoriales, cartas, puntos de vista, comentarios, capítulos de libros, disertaciones de maestría o tesis doctorales. Dada la opción de centrarse en aspectos psicológicos de la interacción social de las personas con autismo en el mercado laboral, no se incluyeron artículos de otras áreas, como trabajo social o sociología, por ejemplo.
Recopilación, organización y análisis de datos
Las bases de datos utilizadas fueron: Scopus, Web of Science, PsycINFO, SciELO y PePSIC. Las palabras clave utilizadas fueron autism OR ASD OR asperger, para seleccionar la población; employment OR workplace OR workforce OR job, para caracterizar el contexto del mercado laboral; y social OR relationship OR socialization para definir el concepto de interés. En SciELO también se utilizaron palabras clave en portugués. En el proceso de investigación se utilizaron todas las combinaciones posibles, aplicando el término booleano AND.
La búsqueda en las bases de datos inicialmente resultó en 700 artículos. En la primera selección, mediante la lectura de títulos y resúmenes, fueron excluidos los artículos que no abordaban la temática propuesta por esta revisión. Se incluyeron todos aquellos que, al menos, mencionaran de alguna manera el tema de las interacciones sociales de las personas autistas en el ámbito laboral. Como resultado de esta primera selección se obtuvieron 221 artículos. De estos, 61 eran duplicados y fueron debidamente excluidos, quedando 160 para el análisis completo.
De los 160 artículos, ocho no permitieron el acceso completo y 116 fueron excluidos después de la lectura y análisis por no cumplir con los criterios de inclusión. Los 36 artículos restantes se incorporaron al corpus de esta revisión. La Figura 1 presenta el diagrama del proceso de selección.
Figura 1: Diagrama de flujo del proceso de revisión del alcance (PRISMA)
Resultados
De los estudios seleccionados, 32 tenían un diseño transversal, con dos en forma de estudios de caso y dos con diseños longitudinales. El país de mayor referencia de los estudios fue EE. UU., seguido de Reino Unido y Australia, no habiéndose encontrado ninguno de Latinoamérica. La Tabla 1 enumera los artículos seleccionados, según autores y publicación en orden cronológico, muestra, metodología y resultados encontrados.
Tabla 1: Información principal sobre artículos seleccionados
La literatura científica identificada en esta revisión aborda las dificultades del individuo autista en el mercado laboral desde diferentes perspectivas. Las características inherentes a los TEA, como hipersensibilidad sensorial, dificultad en la comunicación verbal y no verbal, conductas estereotipadas, entre otras, pueden impactar directa y negativamente en su desempeño dentro del ambiente de trabajo, causándoles sufrimiento, especialmente cuando falta ayuda, sea del contexto de trabajo o social (Buckley et al., 2020; Bury et al., 2020; Waisman-Nitzan et al., 2020).
Las investigaciones muestran que, desde un inicio, en el proceso de búsqueda de empleo, la persona con TEA se enfrenta a barreras en relación con la realización de entrevistas y procesos de selección. Los cuestionarios y entrevistas estandarizados, diseñados para individuos neurotípicos pueden afectar la evaluación de la capacidad cognitiva, así como la percepción del evaluador (Cooper & Kennady, 2021; Maras et al., 2021). Si bien muchas agencias ofrecen apoyo y orientación para el mejor desempeño, tanto en las entrevistas como para el mantenimiento del trabajo, se observa que aún existen muchas falencias en estos procedimientos, como se reporta en algunos artículos. Las percepciones erróneas, la subyugación de capacidades y potenciales pueden restringir las oportunidades a funciones más simples, con salarios más bajos (Nagib & Wilton, 2019; Tint & Weiss, 2017).
Aunque reconocidos como beneficiosos e importantes para aliviar los sentimientos de angustia y miedo, así como para la integración profesional, los apoyos que se ofrecen para el empleo aún son insuficientes (Nicholas et al., 2017; Rodgers et al., 2018; Vincent et al., 2019). Según algunos autores, una parte considerable de la baja eficacia de estos apoyos está relacionada con la inadecuada formación de los orientadores en readaptación profesional. Esta percepción proviene de ambos lados, debido a la inseguridad de los profesionales por la falta de mayor formación sobre esta condición (Murza, 2016), y por trabajadores con TEA, según denuncias de trato inadecuado y percepciones limitadas de los asesores sobre la persona con TEA (Nagib & Wilton, 2019).
Una vez en el mercado de trabajo, los trabajadores con TEA enfrentan dificultades en diferentes áreas, incluyendo problemas relacionados con las relaciones interpersonales, obstáculos en el desempeño de las tareas e insuficiencias de las estructuras organizacionales para su condición. Las demandas sociales representaron el mayor daño observado, consideradas como barreras para el 90 % de la población autista (Hayward et al., 2020). Los mayores desafíos estaban asociados a exposiciones en el ambiente de trabajo, como reuniones, fiestas, discusiones grupales, entre otras situaciones (Bury et al., 2020). En un intento por integrarse al contexto social, el individuo con TEA puede desarrollar un patrón de comportamiento conocido como masking (“enmascaramiento”), ocultando sus particularidades y, a través de la observación social y la mímica, actuar “de manera similar” a sus pares. A pesar de traer algún beneficio, la continuidad de esta conducta puede encubrir la necesidad real de apoyo y causar sufrimiento (Murza, 2016).
En cuanto a la ejecución de las tareas, medidas como la adecuación de las orientaciones dadas por jefes y compañeros, la adecuación del entorno físico, la simplificación y objetivación de las tareas solicitadas, la coherencia rutinaria y la flexibilidad de los requisitos, se mostraron eficaces para el compromiso y productividad del trabajador con TEA (Black et al., 2019; Hayward et al., 2020; Hedley et al., 2017; Pesonen et al., 2020; Pfeiffer et al., 2017, 2018). En este proceso adaptativo, Johnson y Joshi (2016) observaron que los individuos que tenían un diagnóstico temprano demostraban una mayor aceptabilidad en comparación con aquellos con un diagnóstico tardío. Por otro lado, los autores relacionan el diagnóstico tardío con sentimientos de conflicto y angustia, relacionados con la revelación del diagnóstico en el ambiente laboral por temor a la discriminación de compañeros y superiores.
Las insuficiencias de la parte organizativa mencionadas en los estudios van desde la falta de estructuras físicas adecuadas y aspectos burocráticos difíciles, hasta la práctica discriminatoria existente en el comportamiento de compañeros y superiores, con mayor efecto nocivo emocional. La necesidad de adaptación al entorno físico se relacionó principalmente con el síntoma de hipersensibilidad sensorial presente en individuos con TEA (Black et al., 2019; Buckley et al., 2020; Bury et al., 2020). En estos casos, adaptar el entorno de trabajo genera más comodidad y, en consecuencia, más satisfacción en el desempeño de las tareas (Pfeiffer et al., 2018).
Los problemas burocráticos y de gestión de personas fueron identificados como barreras frecuentes por las personas con autismo (Hayward et al., 2020). Debido a la falta de conocimiento, los trabajadores con TEA son colocados en puestos inadecuados para su condición, lo que perjudica significativamente el mantenimiento del trabajo y la posibilidad de desarrollo profesional (Parr et al., 2013; Pesonen et al., 2020). Según Djela (2021), el diagnóstico de autismo es un factor limitante para la igualdad de oportunidades laborales, ya que los empleadores tienden a indicar nuevos puestos de trabajo en lugar de brindar la ayuda y el apoyo necesarios para la progresión, considerando la equidad. Los desafíos que se encuentran para los trabajos competitivos pueden ser dificultades aún mayores para el individuo con TEA sin la estructura adecuada (Koffer Miller et al., 2017).
En cuanto a las relaciones laborales, se describen conductas que desvalorizan el trabajo, además de la práctica del mobbing (Cooper & Kennady, 2021). Los compañeros de trabajo tienden a considerar las características del autismo como puntos negativos, exacerbando las distinciones existentes, a menudo utilizando términos peyorativos y prejuiciosos (Bury et al., 2020; Djela, 2021). La recurrencia de prácticas de discriminación y mobbing fue un factor relevante para el abandono laboral en el 60 % de las personas autistas entrevistadas por Cooper y Kennady (2021).
La implementación de procesos adaptativos en el entorno organizacional no ha sido una tarea fácil. También existe dificultad de aceptación por parte de empleados de todos los niveles jerárquicos (Djela, 2021), e incluso por los trabajadores con autismo (Buckley et al., 2020). El liderazgo juega un papel fundamental en la aplicación de medidas adaptativas a través del contacto directo con el trabajador (Hayward et al., 2020; McKnight-Lizotte, 2018). La demostración de esta eficacia fue descrita por Lorenz et al. (2016), al observar que las personas con autismo buscaban ayuda de sus superiores directos y tenían un mayor número de problemas resueltos que aquellos que no tenían esta posibilidad y que, por ello, buscaban ayuda externa por problemas laborales.
A pesar de las dificultades enfrentadas, el proceso adaptativo se ha descrito como fundamental, involucrando estrategias de afrontamiento de problemas de comunicación con materiales de apoyo, capacitación y apoyo personal (McKnight-Lizotte, 2018), tecnología (Walkowiak, 2021) y proyectos de liderazgo transformacional (Parr et al., 2013). Cuando se gestionan bien, estos recursos son capaces de generar sentimientos de logro y orgullo en el trabajo (Pfeiffer et al., 2017). Por otro lado, es claro que aún se requiere una mayor comprensión de la necesidad y relevancia de los procesos adaptativos por parte de los compañeros de trabajo. Spoor et al. (2021) observaron un consenso en cuanto a los beneficios del programa para las personas con autismo y para la organización. Por otro lado, también encontraron refuerzo del estereotipo, disconformidad con las adaptaciones e incomodidad con los cambios a favor de la adaptación del colega con TEA.
Medidas y formas de intervención también fueron objeto de estudios presentes. Los primeros trabajos de intervención realizados con personas con TEA con resultados positivos fueron los realizados por Burt et al. (1991) y por Shields-Wolfe y Gallagher (1992). Posteriormente, otros académicos informaron beneficios en la formación para la vida laboral, el mantenimiento del trabajo y el aumento de la carga de trabajo (Gorenstein et al., 2020; Wehman et al., 2012). También se ha descrito el trabajo sobre el desarrollo personal, como la mejora de las habilidades sociales, la autoconfianza, la autoconciencia y el sentido de pertenencia (Bross et al., 2018; Sung et al., 2018). Solo se realizó un estudio de metodología longitudinal, demostrando que las repercusiones positivas derivadas de las intervenciones se mantuvieron después de ocho años (Howlin et al., 2005).
Discusión
El trabajo es considerado una actividad fundamental en la vida de la mayoría de las personas, no solo como representación de la independencia y autonomía, sino sobre todo por su efecto integrador en la sociedad, por propiciar la interacción con otras personas y, principalmente, por ser el medio que le permite al individuo sentirse perteneciente a un grupo (Morse & Weiss, 1955). Para las personas con cualquier tipo de discapacidad, ingresar al mercado laboral y, en consecuencia, realizar esta necesidad inherente al ser humano se vuelve mucho más difícil, ya que esta población tiene más dificultades para conseguir un trabajo (Bezyak et al., 2021), es excluida y/o agredida en el lugar de trabajo de forma más pronunciada y emocionalmente devastadora (Koch et al., 2021), y muchas veces recibe menor remuneración, incluso cumpliendo la misma función y con los mismos índices de productividad (Kruse et al., 2018).
A pesar de la existencia de leyes de ayuda para el ingreso al mercado laboral, las dificultades señaladas ya se ubican en el proceso de selección, especialmente en cuanto a la adecuada comprensión de las limitaciones y posibilidades de las personas con discapacidad, reflejadas en el proceso de evaluación. Como muestran Rezende et al. (2015), todavía existen muchas dudas y desacuerdos en cuanto a la correcta comprensión de las deficiencias por parte de los profesionales de recursos humanos, con poco más de la mitad de los encuestados creyendo en el beneficio real que promueve la inclusión de profesionales con discapacidad en las empresas. En el caso de las personas con autismo, debido a obstáculos en los aspectos sociales, sus habilidades terminan siendo subyugadas por su falta de empatía, interacción y habilidades de trabajo en equipo, consideradas fundamentales para la contratación de profesionales en el mercado laboral actual (Da Silva et al., 2020). Menos del 10 % de las personas con autismo evaluadas por Cooper y Kennady (2021) informaron que pudieron exponer sus habilidades durante la entrevista de trabajo, y el 58 % describieron desventajas en el proceso de selección.
Además de las limitaciones sociales, las personas con TEA deben enfrentar las consecuencias derivadas del estigma de su condición para poder conseguir un trabajo. En una revisión reciente, Turnock et al. (2022) plantearon varios aspectos relacionados con el estigma de las personas con TEA, demostrando que el conocimiento inadecuado de esta condición se relaciona con más actitudes negativas, mayor prejuicio y evitación por parte de las personas. En la inserción en el mercado laboral, este estigma se evidencia en la resistencia a la contratación por parte de las empresas debido al prejuicio de empleadores y empleados, falta de medidas de adaptación, oferta de vacantes de baja calidad y salarios más bajos (Leopoldino & Coelho, 2018; Talarico et al., 2019).
Como una forma de afrontamiento y de tratar de adaptarse a la “normalidad” del entorno laboral en el que se inserta, el individuo con TEA suele desarrollar un “camuflaje” de sus síntomas, conocido como enmascaramiento (Murza, 2016). Sin embargo, esta práctica puede conducir al sufrimiento mental y al desarrollo de psicopatologías, como ansiedad y depresión, además del riesgo de suicidio (Bradley et al., 2021; Pearson & Rose, 2021). Para algunas personas con TEA, el comportamiento de enmascaramiento a menudo no solo se desarrolla como un mecanismo de defensa contra el estigma percibido, sino que también se manifiesta como una forma de disfrazar los signos evidentes del síndrome, en un intento de ocultar su diagnóstico, además de proporcionar la sensación de “normalidad” y “capacidad” para hacer frente a los problemas mundiales (Bradley et al., 2021).
La estructuración inadecuada de las organizaciones es un hecho fuertemente destacado y juega un papel importante en las dificultades sociales de los trabajadores con autismo. Leopoldino y Coelho (2018) señalan que, a pesar de los incentivos de la legislación brasileña, las empresas no invierten en adecuaciones y recursos para la inclusión de estos trabajadores. La falta de estructura en los temas sociales se debe principalmente al desconocimiento de la condición por parte de los compañeros y superiores, generando una visión negativa unilateral que se enfoca en las dificultades y no en las capacidades del individuo con TEA (Cooper & Kennady, 2021; Talarico et al., 2019).
La importancia de la gestión consciente se refleja en actitudes que promuevan el bienestar, el sentido de reconocimiento y confianza por parte del trabajador con autismo, quien se siente seguro al acudir a su superior en busca de ayuda, tal como lo demuestran los estudios de Hayward et al. (2020), McKnight-Lizotte (2018) y Lorez et al. (2016). Sin embargo, esta no es la realidad que viven estos trabajadores, ya que solo el 1 % reportó haber entendido su condición por parte de su superior (Cooper & Kennady, 2021). Proporcionar información y capacitación siguen siendo las mejores formas de mitigar el estigma relacionado con la condición de TEA, dentro y fuera del entorno laboral (Turnock et al., 2022). En Brasil, sin embargo, falta información y estudios sobre la aplicabilidad de medidas adaptativas en las organizaciones, que es un área importante para comprender las necesidades, brechas y fallas en el mercado laboral brasileño (Conceição et al., 2021; Leopoldino, 2015).
Los estudios sobre recursos de intervención para la atención directa a personas con TEA, si bien aún son escasos, demuestran en su totalidad resultados positivos en los aspectos sociales, con resultados en mejora del bienestar, mayor productividad y aumento de la carga de trabajo (Bross et al., 2018; Burt et al., 1991; Gorenstein et al., 2020; Howlin et al., 2005; Shields-Wolfe & Gallagher, 1992; Sung et al., 2018; Wehman et al., 2012). En línea con estos resultados, las revisiones de la literatura enfatizan la importancia y la necesidad de invertir en el desarrollo de habilidades y destrezas de las personas con TEA en todas las etapas: educación, empleo y vida laboral. De esta manera, se propicia el aumento de la posibilidad de empleabilidad, la mejora del desempeño y, principalmente, el desarrollo de habilidades sociales (soft skills), consideradas como la mayor dificultad de estos trabajadores para conservar sus puestos de trabajo (Leopoldino & Coelho, 2018; Seaman & Cannella-Malone, 2016; Talarico et al., 2019).
Consideraciones finales
De manera exploratoria, esta scoping review tuvo como objetivo identificar las producciones científicas sobre aspectos inherentes a las cuestiones sociales del individuo con autismo en el mercado de trabajo. Se observó que las dificultades individuales se refieren principalmente a las habilidades de comunicación e interacción social, las cuales afectan desde el proceso de selección inicial hasta su desempeño y mantenimiento laboral.
Del lado organizacional también se observó poca comprensión sobre el síndrome, lo que lleva a un comportamiento discriminatorio y desvalorización de los trabajadores con TEA, tanto por parte de los compañeros como de los superiores. La presencia del estigma, con el consiguiente prejuicio y discriminación, son responsables del intenso sufrimiento psíquico de estos trabajadores. Por ello, las medidas de educación y formación son primordiales en todos los niveles de acceso al empleo y puestos dentro de las organizaciones.
También se observó que, aun con recursos públicos y privados, además de incentivos gubernamentales, la adaptación sigue siendo ineficaz en la práctica, principalmente por la falta de voluntad por parte de las organizaciones, reflejada en la falta de formación de profesionales y la falta de apoyo técnico y personal. Aunque los informes de intervención realizados son escasos y con pocos participantes, todos demuestran beneficios significativos tanto para el trabajador con TEA como para la organización. Por eso, urge la necesidad de nuevas investigaciones que aborden los aspectos individuales y organizacionales, especialmente contextualizados en la realidad latinoamericana.
Por lo tanto, esta revisión destaca la importancia de este tema, que es socialmente muy relevante. Sin embargo, aún es necesario producir conocimiento técnico científico que empodere a los distintos actores para promover la inclusión de manera efectiva, digna y saludable.
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Cómo citar: Barbi, K. B. S., Rocha Serralvo, E., Massucato Pavão, G., Pereira Bitencort, L., Messias, J. C. C., & Labarthe, J. (2024). Desafíos de la interacción social de la persona con autismo en el mercado laboral. Ciencias Psicológicas, 18(1), e-3283. https://doi.org/10.22235/cp.v18i1.3283
Contribución de los autores (Taxonomía CRediT): 1. Conceptualización; 2. Curación de datos; 3. Análisis formal; 4. Adquisición de fondos; 5. Investigación; 6. Metodología; 7. Administración de proyecto; 8. Recursos; 9. Software; 10. Supervisión; 11. Validación; 12. Visualización; 13. Redacción: borrador original; 14. Redacción: revisión y edición.
K. B. S. B. ha contribuido en 2, 3, 5, 6, 7, 11, 12, 13, 14; E. R. S. en 2, 3, 5, 11, 12, 13, 14; G. M. P. en 2, 3, 5, 11, 12, 13, 14; L. P. B. en 2, 3, 5, 11, 12, 13, 14; J. C. C. M. en 1, 2, 3, 6, 7, 10, 11, 12, 14; J. L. en 3, 11, 12, 14.
Editora científica responsable: Dra. Cecilia Cracco.
10.22235/cp.v18i1.3283
Original Articles
Challenges of social interaction of people with autism in the job market
Desafíos de la interacción social de la persona con autismo en el mercado laboral
Desafios da interação social da pessoa com autismo no mercado de trabalho
Karina Borgonovi Silva Barbi1, ORCID 0000-0003-1559-0093
Esther Rocha Serralvo2, ORCID 0000-0002-1596-3809
Gabriel Massucato Pavão3, ORCID 0000-0003-3766-1147
Lucas Pereira Bitencort4, ORCID 0000-0002-5244-9251
João Carlos Caselli Messias5, ORCID 0000-0002-6487-4407
Javier Labarthe6, ORCID 0000-0001-7381-1347
1 Pontifícia Universidade Católica de Campinas, Brazil, joao.messias@puccampinas.edu.br
2 Pontifícia Universidade Católica de Campinas, Brazil
3 Pontifícia Universidade Católica de Campinas, Brazil
4 Pontifícia Universidade Católica de Campinas, Brazil
5 Pontifícia Universidade Católica de Campinas, Brazil
6 Universidad Católica del Uruguay, Uruguay
Abstract:
Individuals diagnosed with autism spectrum disorder (ASD) have behavioral and social interaction difficulties as typical characteristics of their syndrome. For those who require support and are able to enter the job market, several obstacles are experienced, including losses in selection processes, suffering from stigma and prejudice, and inadequacy of environmental and communication structures. This scoping review sought to explore the social aspects present in the reality of individuals with ASD inserted in the job market, in an attempt to identify the inherent difficulties at the various levels, as well as what support measures were taken. Thirty-six articles were located and analyzed from the Scopus, Web of Science, PsycINFO, SciELO and PePSIC databases, none of which were written in Latin America. Results point to the lack of knowledge at a satisfactory level about ASD on the part of organizations, managers, and co-workers, in order to prevent discrimination, adapt working conditions, and promote the professional fulfillment of this population with justice and dignity.
Keywords: autism; labor market; discrimination; deficiency.
Resumen:
Los individuos diagnosticados con Trastorno del Espectro Autista (TEA) tienen dificultades conductuales y de interacción social como características típicas de su síndrome. Quienes necesitan ayuda y logran ingresar al mercado laboral, experimentan varios obstáculos como desventaja en los procesos de selección, sufrimiento de estigma y prejuicio, insuficiencia de las estructuras ambientales y de comunicación. Esta revisión de alcance buscó explorar los aspectos sociales presentes en la realidad de las personas con TEA en el mercado de trabajo, en un intento de identificar las dificultades inherentes a los diversos niveles, así como las medidas de apoyo tomadas. Se localizaron y analizaron 36 artículos de las bases de datos Scopus, Web of Science, PsycINFO, SciELO y PePSIC, ninguno de estos escritos en América Latina. Los resultados apuntan a la falta de conocimiento en un nivel satisfactorio sobre los TEA por parte de las organizaciones, directivos y colaboradores, con el fin de prevenir la discriminación, adecuar las condiciones de trabajo y promover la realización profesional de esta población con justicia y dignidad.
Palabras clave: autismo; mercado laboral; discriminación; discapacidad.
Resumo:
Indivíduos com diagnóstico de
Transtorno do Espectro Autista (TEA) possuem dificuldades comportamentais e de
interação social como características típicas de sua síndrome. Para aqueles que
exigem apoio e conseguem se inserir no mercado de trabalho, diversos entraves
são vivenciados, incluindo prejuízos nos processos seletivos, sofrimento de
estigma e preconceito, inadequação de estruturas ambientais e de comunicação.
Esta revisão do tipo scoping buscou explorar os aspectos sociais presentes na
realidade de indivíduos com TEA inseridos no mercado de trabalho, na tentativa
de identificar quais as dificuldades inerentes nos diversos níveis, bem como
quais medidas de apoio realizadas. Foram localizados e analisados 36 artigos a
partir das bases Scopus, Web of Science, PsycINFO, SciELO e PePSIC, sendo que
nenhum foi elaborado na América Latina. Os resultados apontam para a falta de
conhecimento em nível satisfatório sobre o TEA por parte das organizações,
gestores e colegas de trabalho, de forma a prevenir a discriminação, a adequar
as condições laborais e promover a realização profissional dessa população com
justiça e dignidade.
Palavras-chave: autismo;
mercado de trabalho; discriminação; deficiência.
Received: 08/03/2023
Accepted: 22/03/2024
Autism Spectrum Disorder (ASD) is a diagnosis characterized by persistent deficiencies that manifest in two main dimensions: one is connected to communication and social interaction and the other, to restrictive and repetitive behavior, interests, and activity patterns. Symptoms can manifest differently in each individual, depending on factors such as level of cognitive development, chronological age, and severity of the disorder, which leads to its characterization as a “spectrum”. In recent years, a growth in prevalence has been observed in several countries, reaching 1 % of the population both in children and in adults. The causes for this growth are being investigated and may include underreporting due to methodological issues in previous studies, a broadening of diagnostic criteria, increased awareness, or a real increase in cases (American Psychiatric Association, 2014). In a recent publication, the Center for Diseases Control estimated that the autistic population between 18 and 84 years of age in the United States (USA) was around 2.2 %, the equivalent of 5.5 million people (Maenner et al., 2023).
Diagnosis is four times higher in men than in women, probably due to social and communication symptoms being more subtle in adult women. Of all those diagnosed, only a minority with mild deficiencies and with no cognitive impairment is able to develop minimum social and adaptative capabilities required for living independently and joining the job market. When successful, they often face socialization and organizational challenges that lead to mental suffering and to a greater tendency for anxiety and depression. If work is a source of encouragement and motivation for those who develop specific superior skills, the effort involved in deploying compensatory strategies and coping mechanisms can lead to intense stress (American Psychiatric Association, 2014; Kevelson et al., 2022).
In Brazil, to this moment, only one small study of prevalence was conducted, which identified a rate of 27.2 people with ASD for each 10,000 inhabitants (Paula et al., 2011). After reviewing demographic data from the 2010 census to adapt them to the National Health Survey conducted in 2013, it is estimated that the number of people with some sort of disability is around 12.4 million. Of these, 0.8% has some sort of intellectual disability and 0.5% of them are diagnosed at birth (Instituto Brasileiro de Geografia e Estatística (IBGE), 2019).
According to Decreto n.º 3.298 (Brazil, 1999), which regulates Lei n.º 7.853 of 1989, related to the National Policy for Integrating People with Disabilities, companies with: more than 200 employees must have at least 2 % of their positions filled by people with disabilities; 201 to 500 employees, 3 %; 501 to 1,000 employees, 4 %; and companies with more than 1001 employees, 5 %. However, according to a study conducted with Brazilian companies, only a fourth of these companies meet the quota, prioritizing people who need minor structural adaptations. Therefore, they prioritize hiring people with mild physical disabilities, with only 25 % of positions filled by people with intellectual disability (do Carmo et al., 2020).
In Uruguay, Ley n.º 19.691, enacted on 29 October, 2018, established a series of benefits for the labor inclusion of people with disabilities. This law points out the need of planning “work support” that covers from the modification of building structures to the assignment of mentors to guarantee work performance and adaptation to people with disabilities. It also defines the figure of the “Labor Operator”, whose role is to support them in their placement (Uruguay, 2018). In Uruguay, according to data from the Federación Autismo Uruguay, between 30 and 25 thousand people have ASD.
Even though many people with high-functioning ASD have intellectual ability that is average or above average, often being more than qualified to perform their chosen occupation (Hayward et al., 2018; Lorenz et al., 2021; Nagib & Wilton, 2019), studies like the one conducted by Shattuck et al. (2012) and Taylor and Seltzer (2011, 2012) show that this population usually faces higher levels of unemployment or underemployment than the average for the general population. Even when employed, many people with autism suffer prejudice, bullying, and persecution, as well as anxiety, exhaustion, and discomfort caused by a work environment that is not adapted to their needs (Cooper & Kennady, 2021; Djela, 2021; Hayward et al., 2018).
Still, as Bartalotti (2010) points out, people with some sort of disability are not limited by their condition itself, but rather by the barriers imposed by neurotypical individuals who are unaware of how differently neurodivergent people relate to the world, thus adopting excluding policies —either on purpose or due to a lack of knowledge. Therefore, we postulate that the exclusion of people with high-functioning ASD in the work environment is not focused solely on them, but originates in modern social organization, its values, and its ideologies.
The main objective of this study was to explore aspects related to social problems faced by people with ASD in the job market, seeking to understand which challenges exist as well as the effectiveness of support actions undertaken.
Method
Type of study
This is a scoping review (Peters et al., 2015). This kind of review aims to document different recent aspects of the literature on a subject that is still little explored in research, favoring the comprehension of broad topics before focusing on more specific subjects (Arksey & O’Malley, 2005). Understanding the reality of individuals with ASD in the job market is an extremely important topic given the rise in diagnoses in the last decades, especially of milder cases of individuals who have the minimum abilities required to have an active work life. Therefore, knowing contributing factors, both individually and organizationally, as well as the real results of measures used so far is relevant to realize where there are still gaps to be filled. This study followed existing recommendations for a scoping review, being structured in five steps: 1) identifying the research question; 2) identifying relevant studies; 3) selecting studies; 4) analyzing reviewed data; 5) collating, summarizing, and reporting results (Arksey & O’Malley, 2005).
Guiding question
The research question “What is the social reality of people with autism in the job market?” was created using the acronym PCC: P = population; C = concept; C = context (Peters et al., 2015). This study considered as a population individuals with autism, the concept of social interaction, and the context of the work environment.
Inclusion and exclusion criterio
Inclusion criteria were: psychology articles, no date limit, pair reviewed, written in Portuguese, English, or Spanish, and that discussed the topic of autism and its social interactions in the job market specifically, from the perspective of autistic individuals —with a confirmed diagnosis and previous or current work experience— and of the professionals around them. Exclusion criteria were: articles that did not directly discuss the proposed topic; and editorials, letters, perspectives, comments, book chapters, and master or doctoral dissertations. Given the option of focusing on psychological aspects of autistic individuals’ social interactions in the job market, articles of other areas, such as social work or sociology, for instance, were not included.
Data collection, organization, and analysis
This study used the following databases: Scopus, Web of Science, PsycINFO, SciELO, and PePSIC. Searches used the following keywords: autism OR ASD OR asperger to select the population. Employment OR workplace OR workforce OR job to characterize the context of the job market; and social OR relationship OR socialization to define the concept of this study. In SciELO, keywords in Portuguese were also used. In the investigation process, all possible combinations were used by applying the Boolean AND.
The initial search in the databases resulted in 700 articles. In the first selection, after reading titles and abstracts, articles that did not discuss the topic chosen for this review were excluded. All articles that at least mentioned in some way the subject of social interactions of autistic individuals in the work environment were included. As a result of this first stage, 221 articles were selected. Of these, 61 were duplicates and were properly excluded, 160 articles were left for the full analysis.
Of the 160 articles, eight could not be fully accessed and 116 were excluded after being read and analyzed, since they did not fulfill the inclusion criteria. The remaining 36 articles were incorporated to the corpus of this review. Figure 1 shows the diagram of the selection process.
Figure 1: Diagram of the process flow of the scope review (PRISMA)
Of the selected studies, 32 were cross-sectional, with two of them being case studies and two being longitudinal studies. The most referenced country in the studies was the USA, followed by the United Kingdom and Australia. No studies were found in Latin America. Table 1 shows the articles that were selected, according to authors and publication in chronological order, sample, methodology, and results.
Table 1: Main information of the selected articles
The scientific literature identified in this review discusses the difficulties autistic individuals face in the job market from different perspectives. Inherent characteristics of ASD, such as sensory hypersensitivity, difficulty in verbal and non-verbal communication, and stereotyped behaviors, among others, may directly and negatively impact their performance in the work environment, causing suffering. This leads to suffering, especially when there is a lack of support, be it in the social or work contexts (Buckley et al., 2020; Bury et al., 2020; Waisman-Nitzan et al., 2020).
Research shows that, in the job search process, people with ASD face barriers related to interviews and selection processes from the start. Standard surveys and interviews, designed for neurotypical individuals, may affect the evaluation of their cognitive ability as well as the evaluator's perception (Cooper & Kennady, 2021; Maras et al., 2021). Even though many agencies offer support and guidance for a better performance both in interviews and in retaining a job, there are still many flaws in these procedures, as some of the articles show. Misperception and underestimation of abilities and potential may restrict opportunities to simple positions with lower salaries (Nagib & Wilton, 2019; Tint & Weiss, 2017).
Despite being recognized as beneficial and important in alleviating feelings and anguish and fear, as well as for professional integration, the support that is offered for employment is still insufficient (Nicholas et al., 2017; Rodgers et al., 2018; Vincent et al., 2019). According to some authors, a considerable part of the low efficiency of this support is related to inadequate formation of the vocational rehabilitation specialists. This perception appears on both sides: professionals feel insecure due to a lack of deeper training related to this condition (Murza, 2016), and workers with ASD, according to complaints, due to inappropriate treatment and to the limited perception advisors have of people with ASD (Nagib & Wilton, 2019).
Once in the job market, workers with ASD face difficulties in different areas, including problems related to interpersonal relationships, obstacles in performing tasks, and inadequacies of organizational structures for their condition. Social demands represented the largest problem, being considered barriers for 90 % of the autistic population (Hayward et al., 2020). The greatest challenges were associated to the work environment, such as meetings, parties, group discussions, and others (Bury et al., 2020). In an attempt to integrate in the social context, the individual with ASD may develop a behavioral pattern known as masking —hiding their peculiarities and, through social observation and mimicry—, acting “similarly” to their colleagues. Despite bringing some benefits, continuing with this conduct may hide the need for real support and cause suffering (Murza, 2016).
As for task execution, measures such as adapting guidance given by superiors and colleagues, adapting the physical environment, simplifying and objectivizing tasks that are requested, routine coherence, and flexibility of requisites proved to be efficient for the commitment and productivity of the worker with ASD (Black et al., 2019; Hayward et al., 2020; Hedley et al., 2017; Pesonen et al., 2020; Pfeiffer et al., 2017, 2018). In this adaptation process, Johnson and Joshi (2016) observed that individuals with an early diagnosis showed greater acceptability when compared to those with a late diagnostic. On the other hand, the authors related late diagnosis with feelings of conflict and anguish related to revealing the diagnosis in the work environment for fear of discrimination by colleagues and superiors.
Inadequacies in the organization that were mentioned in the studies range from the lack of adequate physical structures and complicated bureaucratic aspects to discriminatory practices in the behavior or colleagues or superiors, with greater emotional harmful effects. The need to adapt to the physical environment related mainly to the symptom of sensory hypersensitivity present in individuals with ASD (Black et al., 2019; Buckley et al., 2020; Bury et al., 2020). In these cases, adapting the work environment leads to more comfort and, consequently, to more satisfaction in performing tasks (Pfeiffer et al., 2018).
Bureaucratic and people management problems were identified as common barriers by people with autism (Hayward et al., 2020). Due to a lack of knowledge, workers with ASD are placed in positions that are not adequate to their condition, which significantly harms job retention and the possibility of professional development (Parr et al., 2013; Pesonen et al., 2020). According to Djela (2021), the autism diagnosis is a limiting factor for equality in work opportunities, since employers tend to offer different positions instead of providing the help and support needed for progression with equality. Challenges found in competitive occupations may be even more difficult for the individual with ASD without the proper structure (Koffer Miller et al., 2017).
As for work relationships, conducts that devalue the work as well as the practice of bullying were described (Cooper & Kennady, 2021). Work colleagues tend to consider characteristics of autism as negative points, exaggerating existing distinctions, often using pejorative and biased terms (Bury et al., 2020; Djela, 2021). Recurring discrimination and bullying were a relevant factor for job abandonment in 60% of the autistic people interviewed by Cooper and Kennady (2021).
The implementation of adaptive processes in the organizational environment has not been easy. There is also a difficulty in acceptance by employees of all hierarchical levels (Djela, 2021) and even by workers with autism (Buckley et al., 2020). Leadership plays a fundamental role in applying adaptive measures through direct contact with the worker (Hayward, 2020; McKnight-Lizotte, 2018). This efficacy was described by Lorenz et al. (2016) when observing that people with autism sought help from their direct superiors and had a greater number of problems solved than those who did not have that option and, therefore, sought external help for their work problems.
Despite difficulties, the adaptation process has been described as fundamental, involving coping strategies for communication problems with support materials, training, and personal support (McKnight-Lizotte, 2018), technology (Walkowiak, 2021), and projects of transformational leadership (Parr et al., 2013). When effectively managed, these resources can lead to feelings of achievement and pride in their work (Pfeiffer et al., 2017). On the other hand, there is still, obviously, a need for greater understanding of the necessity and relevance of adaptive processes by coworkers. Spoor et al. (2021) found a consensus on the benefits of the program for people with autism and for the organization. However, they also found a reinforcement of stereotype, disagreement with the adaptations, and discomfort with the changes that favored the adaptation of the worker with ASD.
Measures and interventions were also subject of study in these articles. The first interventions with people with ASD to show positive results were conducted by Burt et al. (1991) and by Shields-Wolfe and Gallagher (1992). Subsequently, other academics reported benefits both in training for work life, job retention, and increase in workload (Gorenstein et al., 2020; Wehman et al., 2012). Work on personal development has also been described, such as improvements in social skills, self-confidence, self-awareness, and the feeling of belonging (Bross et al., 2018; Sung et al., 2018). Only one longitudinal study was conducted, which showed that positive repercussions of the interventions remained after eight years (Howlin et al., 2005).
Discussion
Work is considered a fundamental activity in most people’s lives, not only as a representation of independence and autonomy, but also for its effect of integrating someone into society by promoting interaction with others and especially by being a way of allowing the individual to feel part of a group (Morse & Weiss, 1955). For individuals with any sort of disability, joining the job market and, consequently, fulfilling this requirement that is inherent to human beings is much harder, since this population has difficulty finding a job (Bezyak et al., 2021), is excluded and/or attacked in their workplace in a more pronounced and emotionally devastating manner (Koch et al., 2021), and often receives lower pay even when performing the same job and with the same productivity rates (Kruse et al., 2018).
Even though there are laws and assistance for them to join the job market, there are still pronounced difficulties in the selection process, especially in regard to proper understanding of the limitations and possibilities of people with disability, which are reflected in the evaluation process. As shown by Rezende et al. (2015), there are still many questions and much disagreement on the correct way HR professionals understand deficiencies, with a little more than half of those who answered the survey saying they believe there is a real benefit in including disabled professionals in their companies. In the case of people with autism, due to obstacles in social aspects, their skills are subjugated by their lack of empathy, interaction, and teamwork, which are considered fundamental for hiring professionals in the current job market (Da Silva et al., 2020). Less than 10 % of autistic people evaluated by Cooper and Kennady (2021) reported being able to show their skills during the work interview and 58 % described disadvantages in the selection process.
Aside from social limitations, people with ASD have to face the consequences of the stigma of their condition to find work. In a recent review, Turnock et al. (2022) presented several aspects related to the stigma people with ASD face, showing that a lack of proper knowledge of this condition is related to more negative attitudes, more prejudice, and avoidance on the part of others. When joining the job market, this stigma becomes evident in the companies’ resistance to hire these people due to prejudice on the part of employers and employees, in the lack of adaptation measures, and in offers of low-quality positions and lower pay (Leopoldino & Coelho, 2018; Talarico et al., 2019).
As a way of coping and adapting to the “normality” of the work environment they inhabit, the individual with ASD usually develops a “camouflage” of their symptoms, which is known as masking (Murza, 2016). This practice, however, can lead to mental suffering and to the development of psychopathologies, such as anxiety and depression, as well as to the risk of suicide (Bradley et al., 2021; Pearson & Rose, 2021). For some people with ASD, masking often develops not only as a defense mechanism against perceived stigma, but also as a way of disguising clear signs of the disorder with the intent of hiding their diagnosis. It may also bring a feeling of “normalcy” and “ability” to face global issues (Bradley et al., 2021).
The inadequate structure of organizations was intensely highlighted and plays an important role in social difficulties of workers with autism. Leopoldino and Coelho (2018) point out that, despite incentives from Brazilian legislation, companies do not invest in adaptations and resources for the inclusion of these workers. The lack of structure in social subjects is mainly due to lack of knowledge of the condition by colleagues and superiors, creating a negative, one-sided vision that focuses on the difficulties and not in the abilities of the individual with ASD (Cooper & Kennady, 2021; Talarico et al., 2019).
The importance of conscious management is reflected in attitudes that promote well-being, feeling of recognition, and trust on the part of the worker with autism, who feels safe in seeking help from their superior, as shown by the studies of Hayward et al. (2020), McKnight-Lizotte (2018), and Lorez et al. (2016). However, this is not the reality lived by these workers, since only 1% of them report that their superiors understand their condition (Cooper & Kennady, 2021). Providing information and training are still the best ways of mitigating stigma related to ASD in the workplace and outside of it (Turnock et al., 2022). In Brazil, however, there is a lack of information and of studies on the applicability of adaptive measures in organization, which is an important area for understanding the needs, gaps, and failures in the Brazilian job market (Conceição et al., 2021; Leopoldino, 2015).
Studies on intervention resources for direct care for people with ASD, even if still scarce, demonstrate in full the positive results in social aspects, with improvement in well-being, higher productivity, and increase of workload (Bross et al., 2018; Burt et al., 1991; Gorenstein et al., 2020; Howlin et al., 2005; Shields-Wolfe & Gallagher, 1992; Sung et al., 2018; Wehman et al., 2012). Aligned with these results, literature reviews emphasize the importance and need to invest in the development of skills and abilities of people with ASD in all stages: education, employment, and professional life. This allows for the increase in possibility of employment, improvement of performance, and especially in the development of social skills (soft skills), considered to be these workers greatest difficulty for keeping their positions (Leopoldino & Coelho, 2018; Seaman & Cannella-Malone, 2016; Talarico et al., 2019).
Final considerations
In an exploratory manner, this scoping review aimed at identifying scientific productions on topics that are inherent to social issues of individuals with autism in the job market. Personal difficulties were observed to refer mainly to communication and social interaction skills, which impact from initial selection process to their performance at work and their ability to retain their position.
From the organizational side, little understanding of the disorder was also observed, which leads to discriminatory behavior and devaluation of workers with ASD both by their colleagues and their superiors. Presence of stigma, and the prejudice and discrimination that follows, are responsible for the intense psychic suffering of these workers. Therefore, educational and training measures are fundamental in all levels of access to employment and positions in organizations.
It was also observed that, even with public and private resources, aside from government incentives, adaptation is still, in reality, ineffective, especially due to a lack of will on the part of organizations. This reflects in lack of training for professionals and lack of personal and technical support. Although reports of interventions are scarce and have few participants, they all showed significant benefits for both the worker with ASD and for the organization. Therefore, new research is needed to address individual and organizational aspects, especially in the context of the Latin American reality.
That is why this review highlights the importance of this theme, which is extremely relevant to society. However, it is still necessary to create scientific, technical knowledge that empowers different parties to promote inclusion in an effective, dignified, and healthy manner.
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How to cite: Barbi, K. B. S., Rocha Serralvo, E., Massucato Pavão, G., Pereira Bitencort, L., Messias, J. C. C., & Labarthe, J. (2024). Challenges of social interaction of people with autism in the job market. Ciencias Psicológicas, 18(1), e-3283. https://doi.org/10.22235/cp.v18i1.3283
Authors’ contribution (CRediT Taxonomy): 1. Conceptualization; 2. Data curation; 3. Formal Analysis; 4. Funding acquisition; 5. Investigation; 6. Methodology; 7. Project administration; 8. Resources; 9. Software; 10. Supervision; 11. Validation; 12. Visualization; 13. Writing: original draft; 14. Writing: review & editing.
K. B. S. B. has contributed in 2, 3, 5, 6, 7, 11, 12, 13, 14; E. R. S. in 2, 3, 5, 11, 12, 13, 14; G. M. P. in 2, 3, 5, 11, 12, 13, 14; L. P. B. in 2, 3, 5, 11, 12, 13, 14; J. C. C. M. in 1, 2, 3, 6, 7, 10, 11, 12, 14; J. L. in 3, 11, 12, 14.
Scientific editor in-charge: Dr. Cecilia Cracco.