Explorer les réalités de l'emploi et du maintien en poste des personnes autistes: Une étude qualitative auprès de 12 organisations néerlandaises

Ajouté le 04/09/2024

Type de contenu

Article de revue du type Recherche scientifique ( ; anglais)

Jantje Schuurmans, Elaine Wright, Joske Bunders-Aelen, Barbara Regeer , Exploring autistic employment and retention realities: A qualitative study among 12 Dutch organizations publié dans la revue "Neurodiversity", n°2, 26 pages , doi:10.1177/27546330241272232

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Cette étude a exploré les aspects positifs et les défis liés à l'emploi et au maintien en poste des personnes autistes au sein de 12 organisations néerlandaises, en se concentrant principalement sur les perspectives des employeurs. Seize participants provenant de 12 organisations néerlandaises ont été interrogés. Quatre chercheurs ont participé à une analyse thématique qui a révélé cinq thèmes et 13 sous-thèmes. L'étude a identifié cinq thèmes principaux autour desquels gravitent les aspects positifs et les défis : (1) les principales motivations des employeurs pour embaucher des personnes autistes, (2) la prise en compte des besoins de tous les employés, y compris ceux qui sont autistes, (3) les perceptions des employeurs concernant les employés autistes, (4) l'adoption d'une mentalité orientée vers l'apprentissage par les employeurs, et (5) l'alignement des pratiques de développement des ressources humaines sur les politiques de diversité et d'inclusion.

Nos résultats suggèrent que les caractéristiques organisationnelles bénéfiques pour l'emploi et le maintien en poste des personnes autistes incluent la valorisation des compétences des employés autistes, la promotion d'une compréhension de l'autisme dépourvue de stéréotypes et de stigmatisation, et la prise en compte des besoins de tous les employés en se basant sur les expériences personnelles des employeurs avec leurs employés. À l'inverse, les organisations qui embauchent principalement pour satisfaire des quotas de diversité ou pour atteindre les objectifs fixés dans les politiques de diversité et d'inclusion, sans promouvoir des conditions de travail déstigmatisantes, risquent d'affecter négativement l'emploi et le maintien en poste des personnes autistes.

This study explored positive features and challenges in the employment and retention of autistic individuals within 12 Dutch organizations, focusing primarily on the perspectives of employers. Sixteen participants from 12 Dutch organizations were interviewed. Four researchers were involved in a thematic analysis, which revealed five themes and 13 sub-themes. The study identified five main themes around which positive features and challenges revolved: (1) employers’ primary motivations for hiring autistic individuals, (2) consideration of the needs of all employees, including those who are autistic, (3) employers’ perceptions of autistic employees, (4) the adoption of a learning-oriented mindset by employers, and (5) the alignment of human resource development practices with diversity and inclusion policies. Our findings suggest that beneficial organizational characteristics for the employment and retention of autistic individuals include valuing the skills of autistic employees, fostering an understanding of autism devoid of stereotypes and stigmatization, and taking the needs of all employees into account based on personal experiences employers have with employees. Conversely, organizations that primarily hire to fulfil diversity quotas or meet objectives set in diversity and inclusion policies without promoting destigmatizing conditions risk adversely affecting the employment and retention of autistic individuals.

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(3) les auteur·rices dont le nom est suivi d'une astérisque ont publiquement divulgué être autistes. [En savoir plus sur cette mention]

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