Creating inclusive workplaces for all to thrive: Autism in the workplace.

Last week Rt Hon Sir Robert Buckland KBE KC MP published his long-awaited government-backed review on Autism in The Workplace . As a business with a real passion for creating neuroinclusive workplaces, we’re encouraged by his vision for workplace culture changes to support the inclusion and retention of autistic people in employment.

Department for Work and Pensions (DWP) figures show that only around 30 percent of working-age autistic people are in employment, compared with half of all disabled people and 8 in 10 non-disabled people, despite the majority saying they would like to be employed.??

This is a shameful statistic.

Societal stigma, unfair hiring practices, and a lack of understanding of autistic needs mean that a valuable pool of diverse talent is being overlooked.

So how do we address the barriers to employment autistic people face, and how do we create fully inclusive workplaces where all those who are neurodivergent can thrive? There’s no universal solution, instead, we must adopt a multi-faceted approach involving education, awareness-raising, policy changes, and more supportive workplace practices.

Let’s start with recruitment.

More neuroinclusivity in the workplace not only helps fill vacancies (of which there are a lot!) but also helps to grow the economy by getting potentially thousands of people into paid employment. To unlock this potential though, hiring practices need to change. Buckland’s review found that Autistic people tend to have negative experiences with job interviews, group tasks, and psychometric testing. Autistic job seekers often have to ‘navigate vague, generic job descriptions, ambiguous interview questions, and challenging sensory environments, often with an emphasis on social skills rather than job skills’. It is no wonder then that many feel they must mask their autistic traits to secure and retain employment.

Then there’s retention.

For those already employed, maintaining their positions poses significant challenges. Many autistic people don’t feel adequately supported or have the necessary adjustments in place to be able to do their jobs. Only around 35% of autistic employees are fully open about their condition, and 1 in 10 don’t disclose it to anyone. ?One-third felt unable to discuss adjustment needs at all with their employer and of those who did request adjustments, over a quarter were refused.

Creating a workplace culture where autistic individuals feel safe to disclose and ask for support involves fostering inclusivity, ensuring confidentiality, providing support resources, and promoting leadership that champions diversity while promptly addressing any discrimination.

While we are making great strides forwards, there is still more to be done.

We need to reduce this employment gap and it’s going to take a collective effort, with the report calling on businesses and government to work in collaboration over the next 5 years. These efforts align with the Government's broader strategy to build a stronger economy, which has already seen a decline in unemployment since 2010, with an additional four million people finding employment.

Some key highlights for businesses from the recommendations outlined within the report are:

• A national campaign to raise awareness of the benefits autistic people bring to the workplace, developing pilot programmes of good practice with larger national or multinational organisations.
• Signing up for the ‘Autistica Neurodiversity Employers Index’ to access guidance on designing inclusive processes and procedures.
• Promote autism employment support groups, providing opportunities for volunteering and work shadowing, so that autistic jobseekers can gain the knowledge, experience and confidence they need to enter employment.
• Encouraging career progression by developing packages of training focused on helping autistic employees progress in their careers.
• Improving the recruitment process by ensuring careers advisers can provide appropriate advice to autistic jobseekers.
• Supporting autistic people who are already in the workplace by producing “autism design guides” to create appropriate premises, furnishings and equipment.
• Working with software suppliers to develop IT systems that meet autistic people’s needs.

This can’t happen all at once, but this is hopefully the start of what Sir Robert calls ‘ripples of change’.

What businesses can be doing to help to drive this change.

There are things you can be doing right now as an employer or HR manager, such as conducting an internal review looking at identifying any obstacles to the employment and professional development of autistic people within your organisation and coming up with possible solutions to address these barriers. To do this you may want to look at doing some training on autism, or neurodiversity more generally. Perhaps you could consider rolling some company-wide training to kick-start that culture change!

Additionally, it is crucial that employers understand that autism falls under the definition of a disability and is therefore protected under the Equality Act 2010. You will need to be mindful of the law on disability discrimination and your obligation as an employer to make ‘reasonable adjustments’ to support any autistic individuals within your organisation.

Autistic individuals bring a wealth of unique talents, perspectives, and skills to businesses. Their attention to detail, exceptional memory and ability to think outside the box can lead to innovative problem-solving and creative solutions, and their loyalty and strong work ethic make them a valuable asset to any team.

As Mel Merritt, Head of Policy and Campaigns at the National Autistic Society, said: “The Buckland review is a step towards the change we need, but a radical transformation is necessary for autistic people to have the opportunities they deserve.”

If you would like to know more about how we can support you in making your workplace inclusive for all then please do drop me an email [email protected]