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Autism in the Workplace: How to Overcome Barriers
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Resource Center>Articles>Autism in the Workplace: How to Overcome Barriers

Workforce Management


AUTISM IN THE WORKPLACE: HOW TO OVERCOME BARRIERS

Last Updated: May 11, 2023 | Read Time: 13 min


ONE MINUTE TAKEAWAY:

 * Today, 1 in 36 children is identified with autism spectrum disorder. And in
   the next decade, more than a million people with autism are expected to turn
   18, but the unemployment rate among them remains at 80% or more.
 * Take a close look at job descriptions and requirements. Are all the items
   listed necessary? People with autism may not have the required college degree
   or years of experience, but their unique way of processing the world gives
   them an advantage in certain job positions.
 * When neurodiverse people are put in working environments where it’s designed
   for them to succeed, it can bring extraordinary results. And they’ll stay
   longer with employers that have accommodations to make them feel safe.

--------------------------------------------------------------------------------





ONE MINUTE TAKEAWAY:

 * Today, 1 in 36 children is identified with autism spectrum disorder. And in
   the next decade, more than a million people with autism are expected to turn
   18, but the unemployment rate among them remains at 80% or more.
 * Take a close look at job descriptions and requirements. Are all the items
   listed necessary? People with autism may not have the required college degree
   or years of experience, but their unique way of processing the world gives
   them an advantage in certain job positions.
 * When neurodiverse people are put in working environments where it’s designed
   for them to succeed, it can bring extraordinary results. And they’ll stay
   longer with employers that have accommodations to make them feel safe.

--------------------------------------------------------------------------------


WHAT IS AUTISM?

Autism is a developmental disability that affects how the brain works. Some
people with autism have a known cause, like a genetic condition, but we still
have lots to learn about the causes and how they impact people with autism.
People with autism might act, communicate, interact, and learn in ways that are
different from most other people. And there’s usually nothing about how they
look that sets them apart. The abilities of people with autism can be really
different too – some are great conversationalists, while others may be
nonverbal. Some people with autism need a lot of help in their daily lives, and
others are self-sufficient.

People with autism process the world differently than others, which means they
have different ways of interacting, understanding, learning, and focusing.
Autism can cause a wide range of symptoms, like repetitive behaviors and social
anxiety. People with autism often have problems with social communication and
interaction, and restricted or repetitive behaviors or interests. They may also
have different ways of learning, moving, or paying attention.


NO TWO PEOPLE WITH AUTISM ARE THE SAME.

What do all tall people have in common? Many will have stories about an
uncomfortable plane ride where they had to squeeze into a seat not meant for a
6’4’’ frame. At parties, people will often ask a tall human if they played
basketball in high school. Sometimes, height makes a tall person feel confident;
but it could just as easily make them feel awkward. When writing their resumes,
tall people don’t mention their height because they don’t see it as a defining
feature of their value as workers or human beings.

Like tall humans, and all humans, no two people with autism are exactly alike.
That’s commonsense but it’s worth remembering because when we talk about a
condition, it’s easy to get too focused on the details of a diagnosis and forget
that we’re talking about a unique human being who will bring their own life
experiences, strengths, and weaknesses to the workplace.


TAKE ANOTHER LOOK AT STRENGTHS AND WEAKNESSES.

People with autism are no different in that sometimes our strengths can be
weaknesses and vice versa. This can be a positive when it comes to finding the
right person for the right job.

“When neurodiverse people are placed in working environments that are designed
for them to succeed, it brings extraordinary results – both for the company and
the individual,” says Sammie Kelly, Senior Marketing Strategist at Strategic HR
Business Advisors. “The employee finds a space where they are comfortable,
confident, and can lean into their strengths like they would at home, and the
organization benefits from the focus, productivity, brand advocacy, and success
of some of their potentially best employees.”

In 2015, JP Morgan started their Autism at Work program to fill a talent gap in
quality assurance and software engineering. Within six months, the employees
hired in the program were 48% more productive than employees who had worked
those same job for three to 10 years. Today, the program employs more than 220
individuals worldwide.

“These individuals are going to stay longer with employers who have happily
built in accommodations to make them feel safe – something that all employers
could benefit from considering the tight labor market we’ll continue to see in
the future,” says Kelly.


ARE YOU OVERLOOKING NEURODIVERSE CANDIDATES?

Today, 1 in 36 children is identified with autism spectrum disorder according to
the CDC. And in the next decade, more than a million people with autism are
expected to turn 18, but the unemployment rate among them remains at 80% or more
(Stanford Neurodiversity).

What an opportunity to find the ideal talent. Which is why many companies are
removing historical constraints that shrink the pool of available job
candidates. Is it necessary that everyone who interviews for a job at your
company have a college degree? Many companies are saying not if the job seeker
has skills and talents from life experiences beyond academia. The same thinking
can apply in the case of job seekers who are neurodiverse. Put another way: what
talent are you overlooking by requiring a college degree? Or 10 years of Java
experience? What talent are you missing by assuming that a candidate with autism
is automatically not a “culture fit?”


THE BOTTOM-LINE BENEFITS OF HIRING PEOPLE WITH AUTISM.

For our finance and CFO friends, here’s what you need to know. The Work
Opportunity Tax Credit (WOTC) gives a tax credit of up to $9,600 per employee
for businesses that hire individuals from certain target groups, including
people with disabilities. Your company can also claim a tax deduction for the
cost of accommodations, as well as for the expenses related to making the
workspace accessible. (Check out IRS’s Deductions Guide for Businesses for
information on how to deduct disability-related expenses.)


AUTISM ACCOMMODATIONS: INTERVIEWING

Job interviews can be a challenging experience for everyone, but for individuals
with autism, they can be even more overwhelming. Here are some ideas to make the
process a win/win.

 * No surprises: Candidates with autism may feel more comfortable if they know
   what to expect during the interview. In some cases, you may want to share the
   interview questions ahead of time. It can also be helpful to provide the
   candidate with a written outline of the questions for them to refer to
   throughout the conversation.

 * Be flexible and patient: If you can pick up on the vibe of the candidate,
   you’re going to have a much more successful interaction. If a candidate needs
   more time to answer a question, take a deep breath and relax. Allow them the
   time they need to gather their thoughts. And if they need a question
   rephrased or repeated, that’s totally okay.

 * Be direct, err on the side of being literal: Being direct in your questioning
   style can also be a good move. Rather than asking open-ended or abstract
   questions, ask questions that are specific and literal. For example, you
   might ask how the candidate would solve a specific problem that could arise
   in the workplace.

 * Change up the format: Consider using a mix of assessment methods, such as
   written tests, face-to-face interviews, and phone interviews, to get a better
   picture of the candidate’s abilities. (Best to avoid personality and IQ
   tests, as most assessments are not made for people with autism.) Depending on
   the job requirements, you might want to use an observational assessment
   instead of a formal interview. For instance, if the job requires hands-on
   tasks, ask the candidate to perform a sample task while you observe.


AUTISM ACCOMMODATIONS: ONBOARDING

The goals of onboarding an employee with autism are the same as a typical
onboarding experience, but with some accommodations. By now, you know the
drill—take this advice with a grain of salt, customize it to your organization,
and most importantly, to the actual real live human you’re onboarding.

 * Ask them (or a caregiver) what they need to be successful. For example, let’s
   start with their work environment. You might want to adjust lighting, be
   mindful of sound and noise levels, or proximity to distracting areas such as
   kitchens or bathrooms.

 * Assign a mentoring buddy. This is a no brainer. An onboarding buddy can
   answer questions, provide context, and help the new employee feel more
   confident in their new role. This can be especially helpful for those small
   but crucial questions that may not be easily answered by a line manager. An
   onboarding buddy can also help with strategies to remember people and
   navigate the workplace, alleviating anxiety and embarrassment. It’s not just
   about practical help, but also emotional support and helping the new employee
   understand the organizational culture.

 * Educate your staff but maintain privacy. Don’t disclose that your new
   employee has a disability without their consent. That said, your team should
   be aware that your company is interviewing neurodiverse candidates.
   Encouraging a culture of respect is crucial to building diversity in your
   company. Sensitivity training can be helpful.


AUTISM ACCOMMODATIONS: MANAGEMENT

Like everyone else, people with autism are going to flourish if they have a
healthy, productive, and psychologically safe relationship with their boss. Here
are some ideas on how to effectively manage an employee with autism.

 * It’s important to understand that employees with autism are not being
   intentionally difficult or rude. They may come across as insensitive or
   awkward, but that’s a perception, not reality. Keep this in mind as you learn
   to communicate with your new hire.

 * As a rule of thumb (again, this is going to vary a lot in the real world)
   avoid jokes, irony, and exaggerations. In general, clear, transparent, and
   literal communication is going to be more effective. It can also be helpful
   to avoid using too much emotion in your speech and body language.

 * Consider using emails or mobile apps to communicate with people with autism,
   as these remove confusing social cues.

 * Many people with autism will perform better at job tasks when they have a
   degree of solitude and quiet and in some cases dim lighting. Private or
   remote workspaces can make a big difference.

 * Granted, this can feel like threading a needle, but as a manager, you want to
   make sure a neurodivergent employee feels included in group activities, but
   at the same time, you don’t want to unintentionally pressure them to “fit in”
   in ways that make them feel uncomfortable.

View our webinar on The Benefits of Neurodiversity in the Workplace

Individuals with autism possess unique strengths that can contribute
significantly to workplace success. By leveraging their innate abilities, such
as keen attention to detail, strong focus, and exceptional pattern recognition,
autistic employees can excel in various roles and industries. Employers who
facilitate their success by fostering an inclusive and supportive work
environment stand to benefit from the diverse perspectives, talents, and
innovative thinking they bring to the table.

For more free resources and tools that promote DE&I best practices in the
workplace, visit Perspectives+. It’s Paycor’s online knowledge library designed
to help you drive change, empower colleagues, and foster new leaders.

Previous:

Why Time Management in Leadership Never Works: Here’s What to Do Instead

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What HR Leaders Need to Know About Compensation Planning


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ADDITIONAL TOPICS:

Talent Management Talent Management Workforce Management Workforce Management
Employee Experience Employee Experience Benefits Administration Benefits
Administration


TABLE OF CONTENTS

What is autism?No two people with autism are the same.Take another look at
strengths and weaknesses.Are you overlooking neurodiverse candidates?The
bottom-line benefits of hiring people with autism.

--------------------------------------------------------------------------------


HR RESEARCH & EXPERT ADVICE

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ADDITIONAL TOPICS

Talent Management Talent Management Workforce Management Workforce Management
Employee Experience Employee Experience Benefits Administration Benefits
Administration


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