Abby Corrigan

Why your workplace needs a dash of Autism

Masters in their field with incredible knowledge and passion which radiates brightly as they speak, but yet struggling with employment?

Unfortunately, this is the case for many individuals on the Autistic Spectrum. In fact, 80% of adults with Autism are unemployed (UN, 2015). A barrier exists between talented individuals and the workplaces they are destined to be, and that barrier is the current mindset within workplace environments.


Texthelper with jigsaw pieces to symbolise Autism awareness


The challenge

Care and support for Autistic children is growing within the education system and it is clear that early detection and intervention are important factors for development. But what support is available for adults with Autism in the workplace?

It can be a daunting experience for anyone, leaving the education system for the ‘big, wide world of work’. That brings a mixture of nerves, uncertainty and a little excitement at new found independence. For someone with social difficulties where change and the unknown causes distress, this transition can be extremely difficult, especially in a world which doesn’t facilitate neurodiversity.

Only 3 in 10 employers include neurodiversity in their HR policies (CIPD, 2018). The processes put in place to hire and retain employees do not nurture the neurodiverse mind.

 

The workplace is missing out on a spectrum of talent

Neurodiverse conditions are a part of human diversity with each making the world a more interesting and unique place to be. Those with Autism experience the world differently and offer original concepts of shared experiences.

A spectrum condition including diagnoses such as Aspergers, there are a variety of characteristics associated with Autism that can be advantageous to the workplace; heightened senses, strong eye for detail, intense concentration, ability to recognise patterns and solve problems, loyalty, strong memory, a literal mindset, logical approach and average to above average intelligence are just a few. Interestingly, individuals with Autism tend to be savants in their industry due to passionate enthusiasm around their interests.

Quote by Dr Colin Zimbleman: “Autism...offers a chance for us to glimpse an awe-filled vision of the world that otherwise might pass us by”


So, how can you be mindful of different minds?

Changing the workplace mindset means to recognise the diversity of each and every individual and be proactive in facilitating differing needs, from recruitment through to nurturing and retaining employees.

Recruitment & hiring

Begin by rethinking what skills are truly important for the role; the ability to make eye contact when communicating or, bringing novel ideas and a wealth of knowledge to the job? Job descriptions should be based on the actual skills required for the job and not related to generic social abilities.

During the hiring process consider ditching traditional interviews which can be difficult for individuals who struggle to communicate. Instead, offer work trials or tasks which allow potential employees the chance to demonstrate their skills. If this isn’t possible then make reasonable adjustments to aid the interview process; give the candidate the questions in advance so they have some time to process and prepare and perhaps allow an extra little bit of time for their responses.

Nurturing & retaining employees

Flexibility towards personalised working is key to nurturing employees with Autism. With a tendency to be hypersensitive, too many distractions can cause overstimulation. Provide quiet zones or noise cancelling headphones to aid a calm environment. Additionally, you can facilitate diverse ways of processing with the use of assistive technology.

Reduce anxiety and stress with structured routines; provide clear deadlines and help plan workloads by assigning time slots to tasks. Practice forward-thinking and adapt the literal mindset by being instructive; this reduces the distress caused by change and the unknown, and ensures clear expectations.

Finally, it can often be difficult for someone with Autism to express their feelings, especially if they don’t know who to turn to. Provide a support network with a dedicated ‘buddy’ and schedule weekly one to one check ins.

If you want to find out more about embracing neurodiversity within the workplace, download our Neurodiversity Guide.

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