Inclusive workforce ... but what if you're autistic?

The employment landscape is competitive, but are employers getting the right people for their workforce? Individuals on the autism spectrum possess skills and abilities that are highly regarded in employees, including trustworthiness, dependability, honesty, goal-directed, and specialist expertise.

In a study conducted by Scott and colleagues (2017), employers reported many benefits to employing adults on the autism spectrum (e.g. more inclusive workplaces, innovative and creative skills) without incurring additional costs to the business. Despite this, their unemployment rate is nearly eight times higher than the general population and three times higher than individuals with other disabilities   (ABS, 2019). When they do obtain employment, it is often in jobs with reduced hours or well below their qualifications. Why then, even with the many positive qualities that this group of individuals can bring to employment, are they disadvantaged in the workforce?

One of the key contributing factors to poor employment outcomes for individuals on the autism spectrum is the lack of knowledge and understanding of autism in the workplace.  This leads to misconceptions and misunderstandings in the workplace. People unfamiliar with a person on the spectrum may gain their knowledge of autism through stereotypes perpetuated through the media portraying individuals on the autism spectrum as either having exceptional skills or being prone to criminal activity and violent behaviour. These stereotypes are inaccurate as they fail to recognise the complexity and diversity of autism.

Each person on the autism spectrum is unique and, just like the general population, have their own areas of strength and difficulty. Autism is a condition characterised by differences in social communication and behaviours, yet how these characteristics impact on a person’s functioning varies across different situations and varies for individuals. In the words of Stephen Shore “if you have met one person with autism, you have met one person with autism”. This means accommodations required will be individual to reflect the strengths and challenges experienced by the individual. Given the differences in social communication experienced by individuals on the spectrum, barriers to employment may begin even before obtaining employment. The traditional interview format may not provide the person on the autism spectrum (and potentially other candidates) the opportunity to promote their skills. Once employed, external factors including attitudes, and the workplace environment may impact on their performance. However, with an understanding of autism and the specific profile of strengths and difficulties experienced by an employee with autism, accommodations can be made in the business that can support this employee in being a valuable member of the workforce. Often, these same accommodations can also be beneficial to the wider workforce also.

Factors that have been found to support individuals on the autism spectrum in the workplace include modifications to their work environment (e.g. level of noise), clear and open communication, and matching skills to the job (Dreaver, 2020).  Many of these changes are comparable to those which have been implemented by many businesses in response to COVID-19. For example, employers recognised the individual requirements of their employees in order to maintain productivity. Employees were provided flexible working hours and the physical environment of the workplace had to adapt so employees could work optimally within the restrictions associated with COVID-19.

COVID-19 broke the workplace mentality “we have always done it this way” as businesses transformed their workplace and mode of operation. As businesses move forward, they have the opportunity to do things differently. In doing so, I encourage them to consider the skills that an individual on the autism spectrum may bring to their workforce; to create workplaces that are inclusive and support all employees to work optimally; and to look outside the box for ways to individualise their approach to supporting employees therefore engendering employment success.

Dr Kate Simpson is a Senior Lecturer in Education with the Autism Centre of Excellence at Griffith University, Australia. She has worked with individuals with diverse needs and their families for over 20 years as an occupational therapist, teacher, and researcher. Her current research focuses on individual and environmental factors that may facilitate or restrict participation in life activities for people on the autism spectrum.

Kate is the Convenor of the Griffith Professional course, Understanding Autism.