Autism in the Workplace: How to be Autism-Affirming

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Autism Acceptance In the Workplace 〰 Autism Acceptance Infographic Series

April is Autism Awareness and Acceptance Month, a time to celebrate the culture and diversity of the Autistic community while promoting acceptance and inclusion. As an Autistic person, words like "autism acceptance" and "autism awareness" don't mean much until we break them down into actionable, concrete steps. That's why this month, I am breaking down what autism acceptance looks like in practice for various contexts. This post is part of my series on autism acceptance, focusing on concrete ways to practice it in different contexts. Today’s infographic will take a closer look at autism in the workplace.

Autism in the Workplace

Creating an inclusive and supportive work environment is crucial when it comes to autism in the workplace. As we delve deeper into the series on autism acceptance in action, today's post sheds light on the practical steps that can be taken to make sure that autism acceptance is more than just a buzzword. Let's explore how the workplace can begin implementing these steps!

Embracing autism acceptance in the workplace means creating a culture that respects and values neurodiversity. There are several practices that employers can implement to support autism in the workplace. Unfortunately, sensory and allistic communication barriers can prevent Autistic employees from fully living into their skills and potential. It is perhaps no surprise that Autistic people are underemployed and unemployed at very high rates!

Ideas for Autism Acceptance in the Workplace:

In this blog post, I'll be exploring what autism acceptance looks like in action in the workplace. While this is not an exhaustive list, it's a starting point for incorporating autism acceptance into action in the workplace. By implementing these practices, educators can help create an environment that respects and accommodates multiple neurotypes and bring actionable acceptance of Autism in the workplace.

Provide Accommodations

This one is perhaps the most obvious (and is legally required in most countries). However, when it comes to accommodations, workplaces can consider ways of making it easier to access accommodations. Getting accommodations can be a long process of jumping through hoops — from a lengthy human resources process to specific assessment requirements and documentation.

Complicating matters, many Autistic people remain undiagnosed. Therefore, the lengthy process of seeking assessment, diagnosis, and accommodations makes it incredibly difficult for many Autistic people to obtain the accommodations that would help them stay in the workforce. Therefore considering ways of making accommodations more accessible to all individuals is a powerful step workplaces can take.

Additionally, normalizing and encouraging the use of sensory blockers such as noise-canceling headphones and other devices can help Autistic people feel comfortable bringing these into the workplace.

Include Regular Autism Education and Trainings

Providing regular education about neurodiversity in the workplace as part of diversity, equity, and inclusion efforts can help increase understanding and acceptance of Autistic individuals. This can include training on communication styles, brain styles, sensory needs, and workplace accommodations.

Offer Flexible Work Hours and Environments

Offering flexible work schedules and environments when possible can help Autistic employees manage sensory overload, increase focus and efficiency, and reduce stress. This can include flexible start and end times, remote work options, or quiet workspaces.

Lean Into Employee Strengths and Interests

Celebrating and leaning into employee strengths and interests can help Autistic individuals feel valued and supported in the workplace. This can involve assigning tasks that align with an employee's interests and strengths or allowing for more independence in completing tasks.

Provide Clear Communication and Expectations

Providing clear communication and expectations can help reduce anxiety and confusion for Autistic employees. This can involve using clear and concise language, providing written instructions, and avoiding vague or ambiguous directions. Additionally, feedback should be given directly (for example, “power talk” and other forms of language often used in business culture can be confusing and anxiety-inducing to navigate).

Give Advanced Notices About Routine Changes

Providing advanced notice about routine disruptions or changes whenever possible can help Autistic employees prepare and adjust to the new routine. This can involve providing a visual schedule or written notice in advance of any changes.

Create Multiple Options for Communication

Creating multiple options for communication, such as text, email, and spoken communication, can help Autistic employees choose the mode that works best for them. This can also involve allowing for more time to process information and respond.

Offer Training for Supervisors and Managers

Offering mentorship and training for supervisors and managers about Autistic communication styles can help improve communication and reduce misunderstandings. This can include education on how to give feedback, how to accommodate sensory needs, and how else to support Autistic employees.

Allocate Mentors to New Employees

Providing a guide or mentor to new employees can help ensure that the employee has a place to ask questions, seek guidance, and be introduced to the work culture. This can also help improve the onboarding process and reduce anxiety and stress for Autistic employees.

More on Autism in the Workplace

In addition to these practices, it's important for companies to prioritize the voices and perspectives of Autistic individuals in decision-making processes that affect them. This can involve seeking input and feedback from Autistic employees and involving them in designing workplace policies and practices.

Creating an Autism-affirming workplace benefits not only Autistic employees but also the company as a whole. Research has shown that diverse workplaces lead to increased creativity, innovation, and productivity. By embracing neurodiversity and Autism acceptance in the workplace, companies can tap into the unique talents and strengths of Autistic employees and create a more inclusive and supportive environment for everyone.

Overall, Autism acceptance in the workplace is about creating a culture that values and respects the diversity of all employees, including neurodiversity. By offering accommodations, providing education, celebrating strengths and interests, and prioritizing the experience of Autistic individuals, companies that put autism acceptance into action and supports the well-being of all their employees.

Summary: Autism in the Workplace

Creating a more inclusive workplace environment for Autistic individuals involves providing accommodations that address our needs and strengths. Normalizing sensory blockers, providing regular education and training about neurodiversity, offering flexible work hours and environments, and celebrating employee strengths and interests are just some of the ways to create a more supportive and welcoming work environment. Additionally, providing clear communication, giving advanced notice about routine changes, creating multiple options for communication, offering training for supervisors and managers, and allocating mentors to new employees can also help Autistic individuals feel valued and supported in the workplace. By incorporating these practices, workplaces can become more inclusive, empowering, and supportive of Autistic employees.

Neurodivergent Affirming Work Resources

For further resources, check out The Neurodiversity Edge or Mentra (an online job platform for neurodivergent individuals.