Information for Employers

Useful information if you are about to employ a person who lives with FASD,

or if an employee shares that they are living with FASD.

Understanding FASD

Educate yourself and your team. Gain a comprehensive understanding of FASD. Recognise that it is a spectrum disorder, meaning people may experience a range of symptoms and challenges. Recognise that people living with FASD may have unique strengths such as creativity, loyalty and attention to detail, alongside challenges such as difficulties with executive functioning, memory and social cues. Encourage anyone involved in the interview or any associated assessment to learn about FASD. You can direct them to our website, or they can telephone FASD Hub Ireland to find out more.

Recruitment and Interviewing

Make sure you create inclusive job descriptions that focus on essential tasks and avoid overly complex language. Highlight that your organisation values diverse abilities. Consider joining the Hidden Disabilities Sunflower - Ireland, so that you can promote inclusivity, support and understanding in the workplace.

Whilst you probably are aware of accessibility challenges in the workplace, it is also good to consider if there are any needs around sensory processing. Bright lighting, sudden or regular noises, a busy corridor visible through a window can all cause distraction. It is best to ask the candidate directly if they have sensory challenges, as this is often a co-morbid of FASD.

Use a structured interview format with clear, straightforward questions. Avoid hypothetical scenarios and focus on real-life examples. Provide information visually where possible, such as job expectations, company policies and procedures. Use clear, simple and consistent language.

If you are planning to conduct any type of test or exam, you will need to ask if the candidate requires help with completing forms, or having a scribe to help them with written answers. It may also be preferable for the candidate to sit alone to complete this part of their interview.

Always ask the candidate directly if they have any particular support needs, or help that is specific to them. It may be that they are unable to work a typical working week of 5 days in a row because of fatigue, so you may need to be flexible in your approach to their working week.

Your duty of care for your employee extends to include their journey to and from work so please ensure you check the transport arrangements for getting to and from work if the candidate is successful. Check that they have a good plan for unsocial hours particularly if they are reliant on public transport which can often be disrupted.

Induction and Training

Hopefully you will have established what additional needs and support is required at the interview, however it is always worth revisiting at induction and when training starts. If you are able to assign a mentor or work-buddy to keep a watchful eye, perhaps someone who can act as their 'external brain' when needed, then this is always a good idea. If not, please ensure that immediate supervisors are aware that the employee lives with FASD, and what their specific needs are. Check over the induction and be especially mindful of workplace locations including a rest area, cafe or toilets and how these can be reached. A mapped plan of how to find different locations is very useful. Starting a new job can be quite disregulating and it is good to consider assigning an area where the employee can go, perhaps as a quiet area or safe space should they get overwhelmed. Where possible, tell the new employee that there is no need to ask permission to go to the designated place, but just to go there when needed and someone may check in on them to ensure they are safe and well. Training can be quite a challenging time as there is often quite a lot of new information to learn, as well as new people and places to be. A person living with FASD may resort to 'masking' through this period, so that they feel more confident in getting to know new people and to try to appear neurotypical in doing so. This can be a very exhausting time, so ensure regular breaks and catch ups with the new employee to make sure they are coping.

Employment

There are a number of strategies that will be helpful for any employees that live with FASD:

• Ensure a structured and predictable work environment. Consistency in routines and schedules can help individuals with FASD perform their best.
• If possible, provide a quiet workspace to minimise distractions. Noise-cancelling headphones can also be helpful.
• Give clear, concise, and specific instructions. Break down tasks into manageable steps and provide written or visual aids when necessary.
• Offer regular check-ins to provide feedback and address any concerns. A supportive supervisor, workplace buddy or mentor can make a significant difference.
• Be flexible with work hours and tasks where possible. Allow for breaks or adjustments in the schedule as needed. Fatigue is a real challenge for people living with FASD. Pay particular attention to work patterns and your expectation of attendance. We would recommend alternate working days of Monday-Wednesday-Friday, or Tuesday-Thursday-Saturday as this allows for at least 1 day off between working days, and will minimise fatigue.
• If there is a shift pattern consisting of night and day turns of duty, ensure there is an additional day of rest beyond any statutory requirement to give the employee time to adjust, otherwise this will increase fatigue and could result in heightened stress anxiety..
• Where an unauthorised absence occurs this is likely to be a good indicator that the employee is fatigued or experiencing challenges. Speak with the employee when they return to work and find out if there is any additional support that you can provide to prevent this from being repeated.
• Provide opportunities for skill development and training tailored to the individual's learning style.
• Provide a quiet safe space should the employee be overwhelmed and need somewhere to rest or regulate themselves.
• Use positive reinforcement to acknowledge achievements and progress. Be patient and provide constructive feedback in a supportive manner.
• Be clear and direct in communication. Avoid idioms, metaphors, and ambiguous language.
• Be open to providing reasonable adjustments, such as assistive technology, modified tasks, or adjusted deadlines.
• Use visual schedules or planners to help with time management and task organisation.

Legal Considerations

Familiarise yourself with disability employment laws and rights, such as the Equality Act 2010, to ensure compliance and support. You will need to pay particular attention to your duty of care, especially checking regularly on mental health, and particularly if any incidents give rise to disciplinary processes.

If a situation occurs that gives rise to the disciplinary process being commenced, make sure that they employee understands what is happening. If you are inviting an employee to an investigation or disciplinary hearing, speak with the employee first and make sure they understand what is happening, remind them they can bring an appropriate adult with them to help them, and give them time to ask questions. You can follow this discussion with a letter/email to be compliant with  procedure. It is important to try to understand why an event has happened that has given rise to the disciplinary process, and to check that planned training/management/support was in place and being utilised, in accordance with duty of care obligations, before going down the disciplinary route.

If the disciplinary is about attendance or productivity, be mindful that this is often an indicator that the employee is feeling fatigued or challenged and does not feel able or confident about how to communicate this with their supervisor or manager. There is often an easy resolution to absenteeism or a fall in productivity, so check that these events have been monitored when they first occur or are flagged.

At interview stage, be mindful the employee living with FASD will often say nothing, or very little, so that they can leave the interview situation, even if that means being compliant with an allegation that is simply not true. It is good for the interviewing officer to be aware of confabulation as there is significant evidence that demonstrates this occurs frequently in stressful interview situations.

At the end of the interview be clear with next steps. If you are sending a letter of outcome, it is important to speak with the employee first to explain what the outcome is, particularly if there is a sanction involved. You can follow up with a letter to be compliant with Company process.

Cultivating an Inclusive Culture

Foster an inclusive workplace culture that respects and values diversity. Encourage all employees to be understanding and supportive of their colleagues with FASD. Provide FASD awareness training for all staff to build empathy and understanding within the team. By implementing these strategies, employers in Ireland can create a supportive and productive work environment for individuals with FASD, allowing them to thrive and contribute effectively to the organisation.