We have developed this fact sheet to provide information and direction on supporting people with foetal alcohol syndrome. It is a starting point for a range of matters you may wish to consider when offering employment related support to this group of job seekers.
Understanding foetal alcohol syndrome and its impact on job performance
People with disability are usually experts in their own needs, and will understand the impact of their disability on work performance and what workplace adjustments they may need at interviews, while training or on the job. However, people with foetal alcohol syndrome may not necessarily have a great level of self awareness in these areas and may require additional assistance in finding and keeping a job.
Foetal alcohol syndrome is a lifetime condition affecting the development of people who were exposed to high levels of alcohol before birth. Often people with foetal alcohol syndrome have been raised in difficult circumstances and consequently diagnosis of foetal alcohol syndrome may not have occurred or the person has been misdiagnosed as having an intellectual or learning disability.
There are a number of common physical signs associated with foetal alcohol syndrome including facial features such as small eyes and a small lower jaw. People may also be born with heart defects and joint contractures (an inability to fully extend joints such as elbows and knees). Occasionally people will also demonstrate severe jerking of the upper limbs similar to that experienced by people with Tourette’s syndrome.
The lifelong effects of foetal alcohol syndrome are often associated with limited social skills, short term memory loss and consequent learning difficulties or intellectual disability. People with foetal alcohol syndrome may also have increased risk of mental health problems and increased risk of drug and alcohol dependency although this can be dependent on the person’s environment.
A person with foetal alcohol syndrome may experience difficulties in their learning, communication, social, academic, vocational and independent living skills. The degree of difficulty will vary from person to person.
Areas of functioning important to employment that may be affected include:
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literacy and numeracy
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comprehension of information and instructions
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short term and long term memory
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attention span and concentration
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problem solving and decision making skills
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time telling, time management and organisation
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ability to travel or live independently
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appropriate behaviours and social skills
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grooming and self care.
People with foetal alcohol syndrome are capable of learning, but often this will take longer and require alternative teaching methods such as visual prompts and consistent step by step instruction. Some skills or knowledge may be too demanding or complex, or require constant reinforcement.
Many people with foetal alcohol syndrome live in the community either on their own, with family or in supported accommodation facilities. If available, it is important to establish contact with family or carers and, if permission is gained, to speak to them to help build an accurate picture of the work related abilities and limitations of the job seeker. The support of significant others is a very important element in gaining a successful employment outcome.
The Workplace Adjustment Tool contains further information on foetal alcohol syndrome. The Workplace Adjustment Tool is a searchable database that allows you to search for ideas for workplace adjustments and solutions based on a particular disability and the type of job being undertaken.
Put the person first
When developing a job search plan or offering post-employment support, it is necessary to be flexible and treat each person with foetal alcohol syndrome individually. Tailor your approach to individual needs and capacities and focus clearly on each person’s goals and abilities. This should also entail reassessing and adapting plans and support as necessary and linking people with relevant specialist services.
Tapping into existing support networks may also assist in realising vocational ambitions. Use current and valid assessments and reports (school, medical, rehabilitation and work capacity) to help you gain a full understanding of the person’s strengths, barriers and any assistance they will require along the road to employment.
Pre-employment strategies
You can assist job seekers with foetal alcohol syndrome to find suitable and durable employment by developing an individualised pre-employment plan that incorporates a discussion of the following:
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an exploration of realistic job options
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a job development strategy covering resumes, interviews and job search techniques, including the job seekers role and your role in these activities
- consideration of disability disclosure
- requirements for workplace adjustments or modifications
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consideration on post-placement support needs.
Job search
Sometimes people with foetal alcohol syndrome may have unrealistic ideas about jobs in which they could succeed. Sometimes this is due to an inadequate understanding of what jobs involve. Provision of employment information of a visual nature such as a video of the potential job may assist with job selection.
Whatever the cause it is crucial to carefully explore each job seeker’s work skills and interests through personal discussion, checking any previous employment references or talking frankly to relevant health and other professionals or former employers. For those with limited or no recent work experience, it may be beneficial to arrange a work experience or voluntary work to assist realistic future job choice.
This process of exploration may also help determine whether a person will be able to work for full wages or need to access the Supported Wage System and be paid productivity based sub-minimum wages.
Most job seekers will benefit from personal involvement in preparing suitable resumes and using a range of job search methods. However, many people with foetal alcohol syndrome may have literacy problems and need assistance to write resumes. Due to comprehension, communication and social skill limitations they may also need considerable assistance with contacting employers and setting up interviews. Reverse marketing, consisting of job creation or redesign approaches prior to employer advertising, may be the best method to use with many in this job seeker group. A good rule of thumb is to involve a person to the maximum level of their abilities in the whole job search experience.
Job interviews—support and interview tips
When it comes to job interviews or face to face meetings with employers, many people with foetal alcohol syndrome will often struggle to compete for jobs with other candidates. Consequently they may benefit from advocacy support at interviews or meetings to fully understand the job requirements and ‘sell’ themselves to a prospective employer. This may include help with explaining individual training and support needs and what employer incentives may be available, for example, wage subsidies and supported wages.
Selection of the support person for an interview needs to take into account any cultural needs, such as considering the appropriate gender of the support person.
Importantly, an interview support person can encourage an employer to compensate for possible information processing and or speech difficulties through speaking clearly and simply while allowing enough time for responses to interview questions.
All job candidates, whatever their interview skills, can benefit from interview practice opportunities and from understanding what job interviews entail from start to finish.
Disclosure issues
There is no single answer to the question of disability disclosure for people with foetal alcohol syndrome.
For some this may not be a critical issue as their disability, due to appearance, will be apparent. In this case it may be a matter of working out a way of discussing information about a person’s disability with prospective employers in a manner with which they are comfortable. This may require adapting your language, as most people with foetal alcohol syndrome would not use this term to describe themselves.
For others, usually with less obvious difficulties, disclosure can become a real issue that warrants careful consideration. Often the disability will not be readily apparent in an interview but may become apparent later on in the job. While it is always the person’s choice when to disclose, in this case, appropriate disclosure strategies may be vital to ensure that the person receives the training and support they need to make the job placement succeed.
Post-placement strategies
Job commencement—on site training techniques and tips
Starting a job can be a testing time for any new employee but for many with foetal alcohol syndrome, given difficulties with learning, from day one there may be the need for additional training assistance and support in addition to any employer incentives you may arrange. This will vary depending on the employee, the severity of the disability, the complexity of the job and the nature of the workplace. Such training could include:
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job analysis and systematic practical show and tell instruction by an external or internal job coach with a view to task competence
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performance monitoring and the introduction of aids to foster independence and productivity such as:
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exploration of work culture with a view to social competence and inclusion such as:
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a train the trainer approach involving:
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a more formal process of instructing a designated co-worker or supervisor in more appropriate specialist training and performance monitoring techniques
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the development of an informal buddy system where a co-worker is willing to keep an eye on the employee’s progress and assist with learning new tasks and dealing with work related problems as required
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proactive education of the employer or co-workers on the impact of foetal alcohol syndrome with the aim of avoiding misunderstandings on the job—this may involve full or partial disclosure.
The ideal situation is when the employer takes ownership of employee induction and training, but for new employees with foetal alcohol syndrome they may need your advice and assistance to get it right. The following is a series of tips on effective training for such employees, though keep in mind that every employee is unique with their own capabilities, limitations and learning styles:
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teach new tasks by practical demonstration (the show and tell method):
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gain a clear job description and ensure that the person understands what is expected of them at work
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break down more complex tasks, and show the person step by step, especially for tasks with which a person is having trouble mastering
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be open to different ways of completing tasks as long as the end result is the same
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concentrate first on quality rather than quantity, ensuring a person is undertaking the task correctly before focusing on speed or productivity
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give lots of positive feedback though never neglect to correct mistakes, unacceptable behaviours or unsafe working methods and stress why this is important
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avoid immediate job rotation or introducing too much variety from day one
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be clear in your instructions and don’t flood the person with a lot of new information at once
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avoid difficult language or complex directions
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give one instruction at a time
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if memory is an issue make up a list of jobs for the day
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make it clear that it is okay to ask questions if they are unsure about a task or what to do next, though also encourage and praise initiative
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be aware that most people with foetal alcohol syndrome do need to operate within set structures and routines to be effective and do not respond well to constant change or variety.
Ongoing support
Once an employee with foetal alcohol syndrome has commenced work and been given all the necessary initial training, you can increase their chances of maintaining this employment by providing ongoing support as it is required.
Ongoing support requirements and the way this support is delivered should be discussed with the worker. Ongoing support may include:
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visits or phone calls to monitor performance
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assistance with resolution of work related problems, identified through employer consultation and feedback involving your job seeker
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ongoing coaching of employers or co-workers on relevant disability issues or training techniques
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advice on job redesign (tasks, processes, hours) or workplace adjustments (structural modifications, special aids/equipment, communication strategies)
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provision or arrangement of ergonomic or workplace assessments
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off site or on site counselling or performance feedback (avoid giving positive feedback and counselling support in the same session)
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referral to community services or linkage into work related support mechanisms
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assistance with training and expansion of duties, including regular performance reviews and appraisals.
More information
For information and step by step instructions on the financial help available to employers of people with disability, including the application process, visit:
The following fact sheets, developed for service providers, are also a useful resource: