How Can We Carve a Spot for Autism in the Workplace?

A worrying statistic has emerged in Autism which, has been brushed under the rug for too long. As a parent with a late autism diagnosis and having a boy who is potentially on the spectrum as well, I’m finding it quite hard to swallow.

Only 16% of Autistic Adults are in some form of paid employment yet, 77% of unemployed people with autism want a stable job.

This figure seems to be way too low compared to how much people with ASD have to offer in various workplace roles.

We live in 2021, not 1980. 

A Hidden Disability is still a disability

Having a hidden disability can be challenging. Not only for those on the spectrum but also for those around us. 

It can be hard for the people around us to deal with certain aspects, such as finding alternative ways of achieving the same goal and dealing with some odd requests and behaviours at less than ideal times.

For us, it can be hard to navigate what neurotypical people take for granted but, by changing how things are don slightly, you can make the day smooth sailing for people on the spectrum.

If businesses are forced to ensure they are accessible for people with visible disabilities and are penalised for discrimination, why should they not be forced to ensure they are accessible for people with hidden disabilities such as autism spectrum disorder?

Choosing an a-typical candidate over someone who is neurodiverse should be considered discrimination as, having a hidden disability should be viewed no differently from someone who presents a physical disability.

Autism Varies Hugely from Person to Person

The autism spectrum and how it affects each person varies hugely. Autism is a developmental disorder, and with that can sometimes come complications on the sideline.

There is a support scale for autism that is determined based on a few factors such as learning difficulties, whether the person can vocalise and their general intellect.

You couldn't expect my sister to do the same 12-hour design and programming marathons I do, but that doesn't mean she doesn't have her strengths. She has value to add to the right roles.

Me for example, I got my diagnosis at 30 years old after a period of turmoil. It riled everything up and come to the surface, forcing me to seek a diagnosis. However, I went 30 years blending in like anyone else, and doctors missed it too. I class myself as low support. I score 120+ on IQ tests, I can articulate the world around me, and I have never had any issues vocalising. I run my own blog which talks about marking, user experience and web design and, I have successfully been freelancing for the past decade.

My younger sister, on the other hand, struggles to understand basic concepts. She didn’t start to vocalise until she was 5 years old, and at the age of 17, she is seriously behind and just been classified as having a learning disability alongside ASD and ADHD. She is most definitely high on the support scale and will likely require support for the rest of her life.

Introducing Autism in the Workplace

Out of the 16% of employed people on the autism spectrum, only 50% receive support from their employer in the workplace.

But…Only 50% of the people want the support being offered. That means out of the original 16%, only 4% are receiving any support. 

While the lack of support in the workplace is shocking, it also reveals a key statistic. Awareness and support need to be ready and in place. If someone with a hidden disability needs it but, it shouldn’t be shoved down their throats for everyone to see.

Defining Job Roles by Support Levels

Much like a neurotypical, there is no one job fits all solution for people on the spectrum regardless of the support levels they require.

For someone like myself, I can quite capably do most things asked of me. If I don’t have the knowledge to complete the task, I will go off, research and learn how in great detail.

People on the spectrum typically hold deep knowledge of subjects that interest them. The need to know every tiny detail is strong.

While I function ok, My most significant challenge in the workplace is distractions and auditory overload. It’s crucial for my productivity to get a quiet space to work, free of distractions around me, and that my day’s tasks are planned out ahead of time with no deviation on the day but everyone is different with their own needs. 

Someone like my sister would not be able to do the same thing. She is limited not only by the severity of her autism but also by her learning difficulties. It would make it hard for her to do many of the jobs available, but that doesn’t go to say she is unemployable.

Educating employees on ASD

I touched on and said earlier that support should be in place if someone in the workplace needs it, whether that be a quiet space, a slightly different schedule, someone to talk too or help planning their tasks for the day.

But, it’s all useless unless everyone else in the work environment is educated as well. You can have all the support they need in place, but if your employees are unaware of autism and how it can affect the person, they might react negatively or take offence to certain situations or actions.

Cracking down on workplace bullying

Workplace bullying is another big concern.

Bullying would create a toxic environment under normal circumstances but, for someone with autism, it would degrade their confidence and likely increase anxieties possibly leading to them quitting their jobs as I have found myself doing in the past.

I can think of several job positions that would destroy the confidence of someone with autism due to the banter like nature of the jobs.

Anxiety and confidence issues are a common component in people with autism, and bullying would only make that worse. That's not going to say that everyone with autism has anxiety and or confidence issues but, a lot do.

Workplace bullying is already a problem and, companies already have issues making sure it doesn't go on but for potentially vulnerable people, some sort of measures need to be devised.

Conclusion

In the 90s, I was labelled a naughty boy instead of receiving the support I needed, and far too many jobs fired me instead of having support measures in place to help me thrive. 

I could have been their top performer had they taken the responsibility and owned invisible disabilities from the start.

We don't live in the dinosaur ages anymore. Things need to change.

If more companies embrace neurodiversity in the workplace and harbour these incredible humans for their strengths, then people with hidden disabilities such as autism can have a greater sense of independence, and your business gets unique talent capable of bringing unique insights to your team.

How can we start employing more autistic people in the workplace? What measures can be put in place to ensure employees with ASD get the support they need? What can be done to ensure the workplace is more accepting of people with autism?

I would love to hear your thoughts.