Building a Stronger Team: How Hiring and Supporting Employees with Autism Benefits Your Business

Are you looking for ways to create a more inclusive and diverse workplace? Do you want to tap into a pool of highly skilled and dedicated talent? Hiring employees with autism can be a strategic move that benefits both your business and your team. Therefore, make including autism in the workplace the standard, not the exception.

This blog post was informed by the valuable insights of an autistic adult with ADHD, who we’ll refer to as Elizabeth (a pseudonym to protect their identity). Unfortunately, due to potential workplace challenges, many autistic individuals, like Elizabeth, fear disclosing their diagnosis and their experiences for fear of reprisal from their employers.

We believe the voices of people who experience sensory sensitivity and sensory overload are essential for creating a more inclusive workplace, in addition to sharing emerging research, and our own personal experience of disability and professional experience of 30 years at Sensory Friendly Solutions. If you’re an autistic reader who can relate to Elizabeth’s experience, please know you’re not alone. And your voice is heard and respected.

For Employers: Fostering a safe and inclusive space for neurodiverse employees is not only the right thing to do, but it can also lead to a more innovative and productive workforce. To support autism in the workplace, implement training for your staff, provide flexible work arrangements, and create quiet spaces for those who need them, in addition to the other recommendations we share in this blog. Crucially, employers should take concrete steps to ensure any and all employees who require sensory-friendly accommodations are not penalized. These accommodations are often very reasonable, and empower all employees and contribute to a successful work environment.

The Power of Neurodiversity

It’s important to dispel some common myths. First, not everyone with autism has the same strengths and weaknesses. Autism exists on a spectrum, meaning individuals present with a wide range of abilities. Second, many people with autism excel in traditional workplaces. In fact, they often bring valuable skills to the table such as:

• Increased Concentration: Many autistic individuals can focus intensely on tasks, minimizing distractions and maximizing productivity.
• Attention to Detail: A keen eye for detail is a hallmark of autism, ensuring accuracy and a high standard of work.
• Exceptional Hands-on Skills: Individuals with autism may excel in technical roles or those requiring manual dexterity.
• Reliability: People with autism are known for their commitment and follow-through, making them dependable employees.

Beyond Skills: The Value of Diversity

Hiring a diverse workforce goes beyond just skills. And by supporting autism in the workplace, you actually help many more employees than your autistic ones! Moreover, by creating a space that welcomes people with different abilities, you send a powerful message of inclusion. As a result, this not only fosters a more positive work environment but also helps attract top talent and future customers who value diversity.

Supporting Autism in the Workplace

Creating an autism-friendly workplace starts with understanding the challenges some individuals may face. For example here are some practical steps you can take:

Recruitment:

• Clear Job Descriptions: Avoid overly long job descriptions that list unnecessary skills. Focus on the core requirements of the role.
• Autism-Friendly Language: Eliminate phrases that emphasize social skills unless they’re truly essential. In additiona, state your commitment to diversity and willingness to provide accommodations. See our career page as an example!
• Candidate Preparation: For shortlisted candidates, provide details about the interview format, location, and duration. This helps manage anxiety.

The Interview Process

• Manage Expectations: Don’t penalize candidates for atypical social interactions like limited eye contact. Instead, focus on the content of their responses.
• Prepare Interview Questions: Share interview questions beforehand to help candidates anticipate and prepare.
• Quiet Interview Space: Conduct interviews in a quiet, closed-off area to minimize distractions and create a calm environment.

The Workspace

• Minimize Sensory Overload: Offer a quiet workspace, an ergonomic setup, and adjustable lighting to reduce sensory strain. Declutter work areas for a calmer environment.
• Sensory Tools: Provide noise-canceling headphones, fidget toys, or weighted lap pads for employees who find them helpful.

Communication

• Open Communication: Encourage open communication and ask employees for preferred communication styles. Importantly, this demonstrates respect for their needs.
• Autism Awareness Training: Invest in autism awareness training for your entire team. This fosters understanding and creates a more inclusive environment.

Overcoming Barriers: An Autistic Adult with ADHD Navigates the Workplace

Elizabeth has shared details about their lived experience with the lack of support of autism in the workplace.

Key Challenges Elizabeth has experienced at work:

• Discrimination: Elizabeth describes experiencing discrimination based on their pregnancy, ADHD, and autism. For example, this includes feeling ostracized, and having their skills overlooked.  Moreover, their pregnancy means that they cannot take their ADHD medication, resulting them needed more accommodations at work, which they are afraid to ask for. Finally, they also feel that they cannot mask without their medication. 
• Lack of Accommodations: The absence of accommodations for sensory overload and differences in executive function like regular breaks during their long workdays made it difficult for Elizabeth to excel and thrive at work. For example, closing their office door is seen as being anti-social, instead of being seen as a much-needed and normal reprieve from a sensory-rich environment.
• Misconceptions about Autism: Elizabeth faces negative perceptions about autism, including the belief that eye contact and handshakes are necessary for success. Both cause them much distress. In addition, their boss has disclosed their autism (without their consent) to several other employees. Elizabeth says, “and I know this because she often tells me people do not like me, think I am weird and says, “I had to tell them “It’s the autism.” While laughing telling me this.”
• Difficulty Obtaining Support: Elizabeth expresses the need for better resources for autistic adults, including support navigating healthcare and finding employment.  Unfortunately, she relays that many autistic adults are not able to be properly diagnosed or treated by the healthcare system itself, which then places additional burdens when employers require official diagnoses to make accommodations.  For example, Elizabeth has been formally diagnosed iwth ADHD and self-diagnosed with autism. They cannnot afford the testing that is over $5000.

Elizabeth’s Strengths: How Autism and ADHD Can Be Workplace Assets

• Education and Expertise: Elizabeth holds 10 years of post-secondary education and valuable design and marketing skills.  They relay that autistic adults may have significant education and interests that can really help employers!  Being able to contribute in a meaningful way at work, Elizabeth feels is lacking at their workplace. For example, in their circumstance, they would like to create social programs for which they are well qualified to do. But Elizabeth feels their skills are ignored by the organization they work for.
• Attention to Detail and Problem-Solving: Elizabeth excels at identifying issues and developing solutions to benefit the company and clients. They wants employment that values those skills instead of ignoring them.
• Dedication and Reliability: Elizabeth demonstrates strong work ethic, going above and beyond expectations.  They also shares that over-work is common in their autistic peers but also can contribute to burnout. 

“If an autistic person is seeking employment in your workplace, they most likely have education or speccial interest in this field of work, you are gaining passionate, knowledgeable and skilled worker, hire them!”

– Elizabeth, autistic adult with ADHD

 

Image this workplace example that include autistic workers:

Sarah excels at data analysis but struggles with social interaction in loud environments. Unfortunately, her previous employer overlooked her exceptional skills because she didn’t “fit the mold” during the interview. However, at her new company, she received an interview in a quiet room and was offered noise-canceling headphones for her open-plan workspace. With easy but powerful changes at work like these, Sarah thrives in her role, exceeding expectations with her focus and attention to detail.

Additional Resources:

By following the tips from this blog post and fostering a culture of understanding, you can tap into the unique talents of autistic adults and build a stronger, more successful team by including people with autism in the workplace.

Read this resource from the National Autistic Society: Employing Autistic People

Learn how autistic people and people with disabilities are shaping sensory-friendly environments!

• Creating Inclusive Spaces Together: Building a Sensory-Friendly World with Collaboration
• Unmasking Potential: Why Sensory-Friendly Workplaces are the Future of Inclusion
• Inclusion Training: The Power of Sensory-Friendly Practices

Unlock Your Team’s Potential: Explore Sensory-Friendly Workplaces

• Make In-Person Meetings Sensory-Friendly
• How to Create Sensory-Friendly Emails
• Everyone Included: Be Sensory-Friendly