Autism in the Workplace

Diversification is a crucial tool in any business’s repertoire. Creating a team of employees with differing outlooks, skills, and experiences provides a stronger, more cohesive whole. An inclusive work environment is, therefore, a more productive and happier one. This is especially important when hiring employees with autism. 

Here is where you can learn what autism is and the different ways it presents in people. Read on to learn how to accommodate autism in the workplace and the benefits of employing staff members with autism.

What is Autism?

Autism (also known as autism spectrum disorder or ASD) is a lifelong neurodevelopmental condition characterized by differences in how individuals perceive and interact with the world. It manifests in a variety of ways and can impact several areas of daily life:

• Sensory Processing: Autistic individuals might experience heightened or diminished sensitivity to sensory stimuli such as light, sound, touch, taste, or smell. Such processing can affect their comfort and focus in different environments.
• Social Communication: Challenges in understanding and interpreting social cues, such as body language, facial expressions, and tone of voice, are common. Differing communication can influence interactions with colleagues and the interpretation of social norms in the workplace.
• Ability to Carry Out Certain Tasks: Some tasks may be approached differently or require unique strategies. These circumstances might include variations in attention to detail, problem-solving approaches, or organizational skills.
• Emotional and Behavioral Regulation: Autistic individuals may have distinct ways of managing stress, expressing emotions, and responding to workplace challenges. They might also have specific routines or methods for coping with changes.

Autism is a spectrum, meaning that it encompasses a wide range of abilities and challenges. Every Autistic person has a unique combination of traits, which can vary in intensity. Many individuals may also have co-occurring conditions, such as anxiety or ADHD, which can influence their experiences and needs.

Autism is one of the conditions that fall under the neurodivergent umbrella. Still, it is not the only diagnosis that fits within the scope of neurodivergence. Therefore, the word autism is not interchangeable with neurodivergent or neurodivergence. Click the following link to learn more about the terms “neurodivergent” and “neurodiversity”. 

Language is powerful, so it is essential to think about the language we use when speaking about others. Referring to someone’s diagnosis when it is not vital to the subject of your conversation is unnecessary and can invite stigmatization. 

Person First vs. Identity First Language

Person-first language emphasizes the person before their condition. For example, “person who is blind” or “people with spinal cord injuries” highlight the person as an individual first, separate from their diagnosis. Identity-first language puts the condition first in the description, reflecting how some people identify with their diagnosis. For example, using “disabled” or “autistic” acknowledges the condition as an integral part of the person’s identity.

See some examples below:

There is still significant debate within the community about the use of language when addressing autism. However, studies have consistently shown a majority preference for using identity-first language. AutismOntario, a trusted charitable organization advocating for people with autism and their families, recently surveyed over 7,000 autistic people to determine that approximately 90% of those surveyed prefer identity-first language.

Overall, it is respectful to use each individual’s preferred language whenever possible. If you can, ask the person you’re referring to how they would like to be identified. When in doubt, we suggest using identity-first language for autistic individuals, as illustrated through several studies, like the one mentioned above, which show a preference within the autistic community for identity-first language. 

How Does Autism Present?

Autism is a spectrum, and each individual has a unique set of traits that are specific to them. Some traits are more common within the autistic population, but the traits each individual has and the degree to which these traits impact their daily living varies significantly, as shown below. 

Autism Canada has developed a set of characteristics that individuals with autism may present from an early age. Therefore, autistic individuals may:

• Be quick to understand and analyze visual information
• Easily see patterns that are less apparent to neurotypical individuals
• Have an exceptional memory
• Have strong hand-eye coordination or body-eye coordination (or the opposite – have poor coordination)
• Have an unusually complex vocabulary
• Show exceptional proficiency with computers
• Have exceptional creativity skills in areas like music, art, writing, or drama
• Easily manipulate objects in 3D space, identifying visual and spatial patterns with ease
• Have difficulty managing change in routines or environments
• Challenges in communication and social interactions may include:
  • Choose not to participate in social gatherings at work
  • May keep to themselves and talk very little
  • Use too much or too little eye contact while speaking with others
  • Have difficulty understanding the ebbs and flows of conversation (e.g. have a tendency to interrupt or not pick up cues to continue a conversation)
  • Use the same words and phrases when responding to others
  • Have difficulty understanding other people
  • Use augmentative and alternative communication (AAC) to communicate (e.g. writing or typing rather than speaking)
  • Have a narrow range of interests and a tendency to focus on specific topics in conversation
• Have a dependence on routines and schedules
• Responses to sensory stimuli can be atypical, ranging from heightened sensitivity to stimuli like sounds or textures to reduced awareness of physical sensations such as temperature (e.g. hearing the buzzing of electricity or not recognizing they are hot or cold)
• Use sensory stimulation (i.e. “stimming”) to self-soothe (e.g. rocking, finger flicking)
• Have various levels of intellectual functioning. Just as autism itself is a spectrum, within autism, there is a considerable variation along the spectrum of intellectual function.
• Have specific areas in which they function exceptionally well and beyond their overall level of functioning
• Have difficulties sleeping and/or eating, which can be related to sensory sensitivities
• Gastrointestinal or immune system irregularities

What Common Accommodations Can Employers Implement to Improve the Workplace for Your Autistic Staff Members?

So, what accommodations for autism in the workplace can your business make? Offering a conducive work environment for all employees, whether they are autistic staff members or not, is an important responsibility of any business owner or manager. Therefore, be aware of the following situations when adapting your work settings for others. 

Interview Process

• Flexible Interview Conditions: Allow candidates to stand, pace, or use fidget tools to help them feel more comfortable during the interview.
• Advance Preparation: Provide interview questions and topics ahead of time to reduce anxiety and allow candidates to prepare.
• Sensory Considerations: Check with the candidate to ensure the interview space meets their sensory needs, such as adjusting lighting or minimizing background noise.
• Expand the Process: Include work-based or practical components to the process.

Workplace Environment

• Staff Education: Educate all staff about autism and neurodiversity to foster understanding and inclusivity.
• Lighting Adjustments: Use non-fluorescent lighting options to reduce sensory discomfort.
• Noise Reduction: Allow the use of noise-cancelling headphones when it is safe and appropriate to do so.
• Dress Code Modifications: Adjust uniform and dress code policies to accommodate sensory sensitivities.
• Task Instructions: Provide direct, clear instructions and break tasks down into smaller, manageable steps.
• Mentorship and Coaching: Offer mentorship programs and access to career coaches to support skill development and integration.
• Sensory Safe Spaces: Create quiet areas where staff can take breaks, engage in stimming behaviours, or use fidget tools as needed.

Communication & Interaction

• Clear Instructions: Provide explicit and detailed instructions, breaking down tasks into smaller steps when necessary.
• Eye Contact: Avoid interpreting a lack of eye contact as a lack of engagement; instead, focus on the content of the communication.
• Alternative Communication Methods: Allow for various modes of communication, such as email summaries of meetings or video demonstrations of tasks.
• Patience and Understanding: Practice patience and offer support to facilitate effective communication and interactions for one-on-one conversations and meeting settings. 

Scheduling

• Consistent Routines: Establish predictable routines and schedules to help manage transitions and reduce stress.
• Regular Check-ins: Implement regular check-ins and feedback sessions to address any concerns and provide ongoing support.
• Flexibility: Offer flexibility for employees who may experience challenges with sleep or gastrointestinal issues, accommodating their needs where possible.

Because Autism affects each individual differently, employers must consider how best to tailor their support and accommodations to meet each person’s specific needs.

Why is Having Autistic Employees Awesome?

Businesses that employ individuals with autism will obtain many strengths on which to draw. Providing autistic employees with the space to thrive means you can utilize their:

Organizational Benefits of Autism in the Workplace

There are many benefits to autism in the workplace. With so many ways of thinking, it’s crucial that you have a team that can offer differing skills, experiences, and outlooks. An environment of inclusion goes a long way to improving a company’s overall functionality, as you can see below. 

• Organizations with autistic employees say they have:
  • Improved overall company image
  • Improved their competitive company image, which has helped expand their customer base to all who prioritize inclusive services
  • Enhanced company reputation and stronger patronage with brand-loyal customers
  • Improved safety records
  • Helped make sure every employee is likely to feel heard and respected for their opinions and work
• Disability Inclusion Leaders were significantly more likely to outperform their industry peers on productivity (measured as revenue per employee).
• Among companies that improved disability recruitment, there were recorded improvements in workplace culture and overall retention and engagement.

Overall, creating a work environment that is inclusive to all people will greatly benefit your business and its team members in the long run. To learn more about what strong autism support programs can do for you or your loved ones, check out Good Foot’s support programs and services here.