Atténuer le désavantage des demandeurs d'emploi autistes : une évaluation initiale de questions d'entretien d'embauche adaptées

Titre original en anglais : Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions

Cette publication est incluse dans le projet « Contributions académiques de personnes autistes sur l’autisme ». un auteur·ice de cette publication est identifié·e comme autiste dans le projet.

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Maras, K., Norris, J. E., Nicholson, J., Heasman, B., Remington, A., & Crane, L. (2020). Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions. Autism, 25(4), 1060-1075. https://doi.org/10.1177/1362361320981319

Date de publication: 18/12/2020 Ajout dans AutiHub: 30/08/2026 Type: Article Langue de l’article: Anglais
Source éditeur (DOI) Texte intégral Source OpenAlex

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Auteurs

Auteur·ices des publications
6
Auteur·ices de la publication identifié·es comme autistes
1 / 6 (16,7 %)
  1. Katie Maras
  2. Jade Eloise Norris
  3. Jemma Nicholson
  1. Brett Heasman *
  2. Anna Remington
  3. Laura Crane

Résumé

Malgré la possession de compétences précieuses, les différences de communication sociale font que les personnes autistes sont fréquemment désavantagées lors des entretiens d'embauche. Nous avons examiné comment des adultes autistes et non autistes se comparaient face à des questions d'entretien d'embauche standard (non modifiées), puis avons utilisé ces résultats pour élaborer et évaluer des adaptations de soutien aux questions. Cinquante adultes (25 autistes, 25 non autistes) ont participé à deux simulations d'entretiens d'embauche. L'entretien 1 a fourni une mesure de référence de la performance lors des réponses à des questions d'entretien typiques et non modifiées. Des experts de l'emploi (non informés des diagnostics d'autisme des participants) ont évalué tous les candidats interrogés quant à leur performance spécifique à chaque question et aux impressions générales, puis ont fourni des retours sur la manière dont les candidats pouvaient s'améliorer et dont les questions pouvaient être adaptées pour faciliter cela. Les candidats interrogés ont également fourni des retours sur le processus d'entretien de leur point de vue. Des adaptations aux questions ont été élaborées, l'entretien 2 ayant eu lieu environ 6 mois plus tard. Les résultats ont montré que, lors de l'entretien 1, les experts de l'emploi ont évalué les candidats autistes moins favorablement que les candidats non autistes. Les évaluations des réponses des participants autistes et non autistes se sont améliorées lors de l'entretien 2, mais particulièrement pour les candidats autistes (de sorte que les différences entre la performance des candidats autistes et non autistes ont diminué lors de l'entretien 2). Les employeurs devraient être conscients que les adaptations aux questions d'entretien d'embauche sont essentielles pour égaliser les chances des candidats autistes. Résumé grand public Malgré la possession de compétences précieuses, les différences dans la manière dont les personnes autistes comprennent les autres et leur répondent dans les situations sociales font qu'elles sont fréquemment désavantagées lors des entretiens d'embauche. Nous avons examiné comment des adultes autistes et non autistes se comparaient face à des questions d'entretien d'embauche standard (non modifiées), puis avons utilisé ces résultats pour élaborer et évaluer des adaptations de soutien aux questions. Cinquante adultes (25 autistes, 25 non autistes) ont participé à deux simulations d'entretiens d'embauche. L'entretien 1 a fourni une mesure de référence de la performance lors des réponses à des questions d'entretien typiques et non modifiées. Des experts de l'emploi (non informés des diagnostics d'autisme des participants) ont évalué tous les candidats interrogés sur leurs réponses à chaque question et sur leurs impressions générales à leur sujet, puis ont fourni des retours sur la manière dont les candidats pouvaient s'améliorer et dont les questions pouvaient être adaptées pour faciliter cela. Les candidats interrogés ont également fourni des retours sur le processus d'entretien, de leur point de vue. Des adaptations aux questions ont été élaborées, l'entretien 2 ayant eu lieu environ 6 mois plus tard. Les résultats ont montré que, lors de l'entretien 1, les experts de l'emploi ont évalué les candidats autistes moins favorablement que les candidats non autistes. Les évaluations des réponses des participants autistes et non autistes se sont améliorées lors de l'entretien 2, mais particulièrement pour les candidats autistes (de sorte que les différences entre la performance des candidats autistes et non autistes ont diminué lors de l'entretien 2). Les employeurs devraient être conscients que les adaptations aux questions d'entretien d'embauche sont essentielles pour égaliser les chances des candidats autistes.

Despite possessing valuable skills, social communication differences mean that autistic people are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants’ autism diagnoses) rated all interviewees on question-specific performance and overall impressions and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6 months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than nonautistic interviewees. Ratings of both autistic and non-autistic participants’ answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees’ performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates. Lay abstract Despite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants’ autism diagnoses) rated all interviewees on their responses to each question and their overall impressions of them and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process, from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6 months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than non-autistic interviewees. Ratings of both autistic and non-autistic participants’ answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees’ performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates.

Bibliographie citée par cette référence

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Vue d’ensemble de la bibliographie citée

Ces indicateurs décrivent la bibliographie citée par cette publication. Un nom d’auteurice est compté chaque fois qu’il apparaît dans une référence citée : une même personne peut donc être comptée plusieurs fois. Les noms qui ne sont pas encore associés à un·e auteurice déjà présent·e dans AutiHub sont traités comme inconnus, pas comme non autistes. Dernier calcul : 12/09/2026 18:17.

Références citées
108
Avec un DOI
96
Sans DOI, à partir du texte brut de la bibliographie
10
3 / 108 (2,8 %) références citées comprennent au moins une personne identifiée comme autiste.
Références avec données à compléter
1 / 108 (0,9 %)
Références avec noms d’auteurices détectés
108 / 108 (100,0 %)
Sans nom d’auteurice détecté
0
Sans titre structuré
1
Sans identifiant stable
8
Références avec noms bruts d’auteurices restant à vérifier
0
Références avec problème de récupération des métadonnées externes
0
Ces indicateurs portent sur les références citées affichées sur cette page, après fusion des doublons techniques. Une référence sans DOI peut quand même soutenir les statistiques d’auteurices lorsqu’un titre et des noms d’auteurices sont disponibles.
Noms d’auteurices détectés dans la bibliographie citée
372
À partir du DOI ou de métadonnées externes
372
À partir du texte brut validé de la bibliographie
0
Noms bruts déjà validés
0
Noms bruts restant à vérifier
0
108 / 372 (29,0 %) noms sont associés à un·e auteurice déjà présent·e dans AutiHub. 264 / 372 (71,0 %) noms ne sont pas encore associés.
Noms associés à une personne identifiée comme autiste
3 / 372 (0,8 %)
Calculé sur l’ensemble des noms d’auteurices détectés dans la bibliographie citée. Parmi les noms associés à un·e auteurice déjà présent·e dans AutiHub : 3 / 108 (2,8 %). Personnes distinctes identifiées comme autistes : 3 / 322 (0,9 %).
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