Everything you need to know about employing autistic people

At least 1% of the population is on the autism spectrum. Although it may be associated mainly with children, one does not grow out of autism, and every year thousands of autistic adults enter the job market, which is often hostile for them. Among them are talented experts who excel in accuracy, attention to detail and work ethic. Facilitating their employment may require some effort, but is mutually beneficial.?

Who are autistic adults?

They are people just like their peers, with various interests, occupations and social roles. They are distinguished by behaviors and ways of communicating that may strike as unusual, even though they are perfectly fine. Autistic people usually value routine and repetition, prefer clear, direct communication, have highly sensitive senses and intense passions, and pay attention to details more than the full picture. Usually - because each of them is different, and it is really difficult to bring all autistic people into one category.?

Autistic-friendly recruitment

Autistic people face many barriers in the job market, starting from the very stage of reviewing offers, which often set high requirements for candidates, which autistic people take very literally. While a non-autistic person is more likely to apply for a job offer for which they do not meet all the requirements, a person on the autism spectrum will find that such a job is not for them. Therefore, in order to broaden the pool of candidates to include autistic people, make sure that each desired characteristic is precisely defined and definitely required. In addition, try to include as much detail as possible in the job description regarding working conditions; autistic people are more likely to apply for offers from which they know what to expect. If your company has a DEI strategy in place to support people from marginalized groups, be sure to mention it.?

Don't eliminate candidates based on holes in resumes. Stories vary, and autistic people often experience unemployment due to lack of adjustment and acceptance.?

It is also important to consider the needs of autistic people at the interview stage. Candidates on the autism spectrum may have difficulty making eye contact or holding back so-called stims and nervous movements. However, don't let this distract you from their positive qualities. Remember that with most jobs, such things do not affect productivity. So in the hiring process, focus on the specific skills a candidate can bring to the team, rather than on the overall first impression.?

Supporting autistic employees

Your support should not end at the recruitment stage. To ensure the comfort, and thus the productivity and loyalty, of autistic employees, be open to providing adjustments that make their work easier. Perhaps the fluorescent lights in the office cause them pain - change them to a different type of bulb. Perhaps they feel bad in meetings - prioritise written communication. If there is a need and an opportunity, offer to switch to remote or hybrid work. Communicate openly with them, come up with initiatives based on your observations and their own suggestions. Encourage them to report to you with their needs.?

Summary

Temple Grandin, a well-known autistic zoologist and autism researcher, said in her TED talk that "the world needs all kinds of minds." This also applies to the workspace. Autistic people can, with their unique thinking style, improve productivity and bring a whole new perspective to the company.?

Even if there isn't a person on your team openly talking about their autism, it doesn't mean that none of your employees are on the spectrum. Therefore, it makes sense to be inclusive and take care of all candidates and employees, keeping in mind the needs of not only the majority, but marginalised groups.