#73: Interview with Larissa Minner

I had the pleasure of interviewing Larissa Minner in 2024, Researcher at the University of Texas at Austin Texas Center for Disability Studies. I met Larissa about a year ago. She’s an incredible person and friend.

Introduction from Larissa

Autistic burnout is a serious issue that many neurodivergent individuals face, especially in environments that aren’t designed with accessibility and inclusion in mind. Many autistic people have multiple types of neurodivergence or disabilities, which broadens the implications of burnout. I will use “neurodivergent” as appropriate to encompass these broader contexts. By fostering understanding and creating accessible, supportive environments, both individuals and organizations can work together to reduce burnout risk and promote inclusion.

What is Autistic Burnout and what are the signs/symptoms?

Autistic burnout occurs when demands exceed an individual’s available resources, leading to physical, mental, and emotional exhaustion. This often results from prolonged masking (suppressing autistic traits), sensory overload, and societal expectations.

Signs: Common experiences include executive function challenges (e.g., issues with task initiation, time management), reduced sensory tolerance, increased difficulty in masking, and heightened stress responses. It can also mimic or lead to anxiety and depression, with symptoms like brain fog and exhaustion. Burnout can affect all aspects of life, lasting for years, with individualized strategies often needed.

Personal Insight: My experience with suicidal thoughts due to burnout underscores the urgent need for better understanding and support for neurodivergent individuals. Autistic burnout is a significant risk factor for suicidal ideation, highlighting the importance of proactive support.

According to research published in “Advances in Autism” in 2021, 80% of Autistic people are unemployed globally. What challenges do Autistic people face that prevent them from getting a job, and how can those challenges be overcome?

Autistic individuals often face barriers such as ableism, discrimination, lack of universal design, and limited accessibility, especially in the workplace. Accessing a formal autism diagnosis is also challenging for many, particularly those with intersecting identities. Disclosure of autism is a deeply personal decision.

Additional Barriers:

• Underrepresentation in higher education or paid work
• High school certificates of completion instead of diplomas
• Situations of trauma or rejection sensitivity that can limit employment access

Solutions for Employers:

• Job Postings: Focus on essential skills and qualifications, removing non-essential requirements to avoid exclusion
• Recognize Diverse Backgrounds: Consider volunteer work or unpaid experiences in place of formal qualifications, recognizing the valuable experience many autistic individuals have in non-traditional settings

Flexible Interview Options:

• Use work samples
• Skill assessments
• Paid trial period to allow candidates to showcase their abilities

Universal Design in Hiring:

• Provide interview questions in advance to all candidates to reduce on-the-spot pressure
• Allow candidates to revisit “make-or-break” questions at the end
• Split panel interviews into smaller sessions if preferred
• Proactively ask candidates if they need accommodations
• Offer remote interviews and inquire about sensory needs for in-person meetings
• Allow written or typed responses, augmentative or alternative communication (AAC), and visual aids
• Give candidates an interview structure outline to reduce uncertainty
• Permit candidates to bring a support person, job coach, or interpreter, helping reduce stigma
• Obtain training on trauma-informed practices and healthy workplace boundaries
• Use empathetic language in rejection emails, and where possible, offer short feedback or encourage future applications
• When possible, provide one-on-one feedback sessions for top candidates who aren’t selected

When Autistic people are unemployed and job hunting, are they more vulnerable to Autistic Burnout? Also, how is Autistic Burnout different from depression?

The job search process often requires extensive social interaction, executive functioning, and prolonged masking, which increases burnout risk for autistic individuals. Also, major life transitions and stress are risk factors for autistic burnout.

• Distinguishing Burnout from Depression: Autistic burnout is often tied to sensory and social exhaustion and may be mistaken for depression. Unlike depression, autistic burnout doesn’t necessarily involve hopelessness but can lead to suicidal ideation due to extreme exhaustion.
• Personal Insight: In my first job, masking to meet neuronormative standards helped me get hired, but I couldn’t maintain it over time. This led to repeated sensory overload and, eventually, autistic burnout.

What are some strategies and tools that Autistic people can use to cope with Autistic Burnout?

Self-care and individualized strategies are crucial for managing autistic burnout. Here are some key methods:

• Rest with Purpose: Engage in restorative activities like watching YouTube, listening to audiobooks, or focusing on a special interest.
• Sensory Support: Create a sensory-friendly environment with tools like noise-reducing headphones, tinted lenses, or weighted blankets.
• Set Boundaries and Avoid People-Pleasing: Learning to say “no” and letting go of FOMO protects your energy.
• Stimming and Self-Regulation: Identify stimming tools or activities (fidget toys, music) and incorporate them into your routine.
• Practice Unmasking: Spend time in environments where masking isn’t necessary.
• Task Chunking and Timers: Break tasks into manageable steps and use a timer to add structure (e.g., work for 20 minutes, then reward yourself with an enjoyable activity).
• Body Doubling and Accountability: Working alongside someone or having an accountability partner can increase focus.

Workplace Strategies:

• Frame the Conversation: If possible, discuss burnout with your supervisor without needing to disclose autism. Ask for adjustments like flexible hours or remote work.
• Request Accommodations: A quieter workspace, flexible hours, or adjusted workloads can help manage energy.
• Take Breaks and Set Boundaries: Schedule regular breaks to manage emotional and sensory energy.
• Simplify Daily Tasks: Use shortcuts like ready-made meals, grocery delivery, and assistive tech.

When applying for jobs, there is a section where an applicant can indicate whether or not they have a disability. Studies have shown that up to 40% of Autistic people experience discrimination when job hunting. Should an Autistic person state that they have a disability on a job application?

Disclosure is a personal choice due to potential discrimination. Studies show autistic job seekers often face discrimination, so it’s essential to weigh the potential benefits and risks based on the organization’s culture.

Let’s assume that an Autistic person makes it to the next round, the interview. Most people often struggle when interviewing for jobs. Having a disability can often make interviews harder. What can Autistic people do to prepare themselves for the interview? Also, can an Autistic person experience Autistic Burnout during an interview? If so, how can they cope?

Preparation Tips: Request accommodations like advanced questions, practice structured responses, and use stimming tools to manage sensory needs. Recognize Burnout Signs: Take breaks between interview rounds if possible to recharge.

Let’s assume that an Autistic person is hired for a new job. What can an Autistic person do to prevent Autistic Burnout at work? What are the signs to look for?

Prevention Strategies: Schedule sensory breaks, set boundaries on workload, and advocate for manageable timelines.

Signs to Watch For: Difficulty with routine tasks, sensory overload, and fatigue may indicate developing burnout.

For an Autistic person to thrive at work, they must have a supportive manager. What can managers do to support Autistic people on their teams, and what can they do to prevent Autistic Burnout?

Creating an Inclusive Environment:

• Open Dialogue: Encourage open discussion on accommodations without pressuring disclosure.
• Remote/Hybrid Options: Offer these where possible, along with flexible schedules.
• Sensory Considerations: Avoid fragrant cleaning products, allow blinds/curtains for light-sensitive employees, and provide quiet spaces.
• Normalize Stimming: Stimming behaviors like pacing, rocking, or using fidget objects should be normalized.
• Merit-Based Promotions: Ensure promotions are based on performance, not social interactions
• Interest-Based Tasks: Assign tasks based on interests to prevent burnout.
• Document Check-In Preferences: Tailor check-ins to personal preferences.

The stereotype of an Autistic person is a man. This can make women and people who are nonbinary or gender fluid feel invisible, unsupported, and often undiagnosed, leading to Autistic Burnout. What can be done?

Training on diverse presentations can reduce stereotypes and promote non-discriminatory recognition of autistic traits in women, nonbinary, and gender-fluid individuals.

Based on my poll conducted on social media in 2023, only 33% of people polled reported feeling accepted after revealing their Neurodiverse conditions at work. What has to happen for people with invisible disabilities such as Autism to feel safe, included, and accepted at work?

Normalize Neurodiversity:

• Promote it within company culture.
• Provide Neurodiversity Training: Designed by neurodivergent individuals.
• Flexible Communication and Processing: Offer various communication methods, allow for follow-up questions, and provide agendas in advance.
• Quiet Spaces for Social Events: Make social events optional and include quiet, dimly lit areas.

The views and opinions expressed in this article are those of the author and do not necessarily reflect the official policy or position of any other agency, organization, employer, or company.