There are several common misconceptions about autism in the workplace. Here are some of them:
1. Autistic employees are not capable of leadership opportunities: This is a misconception as many autistic individuals have unique minds and can drive their companies to success if given the opportunity to focus on their key strengths.
2. Autistic employees cannot handle new environments: While it may take some time for autistic employees to get used to a new job, with reasonable accommodations and open communication, they can adapt to new surroundings.
3. Autistic employees all need expensive accommodations which affect the bottom line: Various surveys have indicated that the majority of reasonable accommodations cost £0 as grants for adaptions can be awarded. Some accommodations do cost money, such as an onboarding fee, but often they are just one-time costs.
4. Autistic employees are not interested in moving up in their companies therefore lacking potential: Autistic individuals can translate their self-motivation to succeed in the workplace.
5. Autistic employees are not reliable: On average, autistic adults are more likely to stay at jobs longer and take less time off from work compared to their nondisabled peers.
6. Repetitive, task-based jobs are best for individuals with autism: While jobs with few variations that are repetitive in nature may be a good fit for some individuals with autism, others may thrive in a more challenging role.
7. If an individual with autism does not maintain relationships easily in their personal lives, they will not be able to form good relationships at work: There is a significant difference between expectations of social and working relationships. If communication expectations for working relationships are articulated, then successful working relationships are possible.
8. People with autism will never be comfortable or effective in customer service careers: People who have autism can be successful in almost any field of employment.
9. People who have autism are all tech wizards and savants: While it is true many people with autism do have highly specialised talents and skill sets, they do not all excel in tech-related activities.
10. People who have autism need a job coach with them during their shift: While some people with autism might find a job coach helpful, few would need one present all day, and others would not need one at all.
11. Autistic people can’t communicate well: While many autistic people experience difficulties with some areas of communication, that doesn’t mean that they’re bad at communicating. There are plenty of non-speaking people who communicate effectively through writing, sign language, or AAC devices.
12. Autistic people can’t keep a job: Many autistic people have inconsistent work histories due to various reasons, but an autistic person who has a job that supports them socially and professionally won’t burn out at the same rates.
13. People with autism don’t feel emotions: Autistic individuals are fully capable of feeling all emotions, from happiness and excitement to anxiety and regret.
14. People with autism are either geniuses or have intellectual disabilities: Autism Spectrum Disorder presents differently in each impacted individual, so it’s impossible and belittling to make generalisations about a person’s characteristics or intelligence.
15. Autistic people cannot live independently or hold traditional jobs: Many individuals with autism live wholly independent lives and find success in a variety of different career fields.
These misconceptions can lead to discrimination and unfair treatment of autistic individuals in the workplace. It’s important to debunk these myths and foster a more inclusive and understanding work environment
What are some ways to support autistic employees in the workplace?
Supporting autistic employees in the workplace involves creating an inclusive environment that acknowledges and accommodates their unique needs and strengths. Here are some strategies to consider:
Understanding Autism: It’s crucial to understand that autism is a spectrum condition, meaning it affects individuals differently. Some autistic people may have learning disabilities, mental health issues, or other conditions, requiring different levels of support. Understanding this can help employers provide the right kind of support for each individual.
Recruitment and Interviewing: Autistic individuals may face challenges during the recruitment process due to lack of understanding and support. Therefore, it’s important to adapt the recruitment and interviewing process to be more inclusive. This could involve sharing interview questions ahead of time, avoiding unnecessary chit-chat during interviews, and considering alternative assessment methods such as group projects or skills tests.
Workplace Accommodations: Accommodations can include modifications to the work schedule or policy, physical changes to the workspace, job restructuring, and adjustment of supervisory methods. For example, providing a structured work environment, helping to prioritise activities, organising tasks into a timetable, and breaking larger tasks into small steps can be beneficial. Accommodations can also include noise-cancelling headphones or dimmed lights for those with sensory sensitivities, and providing meeting notes in advance to help them prepare.
Training and Awareness: Providing colleagues with information and guidance on autism can benefit everyone. This could involve staff training or online modules to increase understanding of autism. It’s also important to raise awareness about autism and promote a culture of inclusivity within the organisation.
Support and Mentoring: Providing a mentor or job coach who specialises in working with people with autism can be beneficial. Regular performance reviews and feedback can also help autistic employees understand their progress and areas for improvement.
Promoting Neurodiversity: Employers should promote neurodiversity in hiring and onboarding processes. This includes making it clear in job descriptions that the company welcomes neurodiverse candidates and that applicants can request interview and skills testing accommodations.
Respecting Individual Differences: It’s important to respect the individual differences of autistic employees. This includes understanding that socializing may not be for everyone and not making social interaction an aspect of performance assessment. Autistic employees may find group social activities emotionally taxing and stressful, so providing a variety of opportunities for interaction that they can opt in or out of can be beneficial.
Clear Communication: Clear, consistent instructions and feedback can help avoid miscommunications. Managers need to practice patience and compassion as autistic employees adjust to the workplace environment, social hierarchy, and routines.
Zero-Tolerance Policy: Implement a zero-tolerance policy toward any form of harassment and communicate the consequences of bullying clearly. Autistic workers are more likely to face bullying and other forms of harassment and discrimination from coworkers and managers than neurotypical workers.
Executive Sponsorship: For a program to be successful, it’s key to have support from the top down, assign program leaders, and build partnerships with your human resources, diversity and inclusion, and legal teams.
Remember, the best way to support autistic employees is to ask them about their preferred work conditions and needs. Each individual will have unique requirements, and the most effective accommodations will be those that are tailored to the individual.