Companies have come a long way in addressing inclusion in the workplace in recent years, but there is still a drastic lack of representation of neurodiverse employees in the workforce. According to the Bureau of Labor Statistics, only one in five people with disabilities are employed—signaling an unemployment crisis for those with disabilities and missed opportunities for employers and the economy at large. In fact, studies have shown that closing this employment gap could help boost the GDP of the U.S. economy by up to $25 billion.
The autistic community is a notable example of a group lacking representation in the workforce. From attention to detail to problem-solving skills, individuals with autism possess a wide range of skills and talents that can be invaluable in the workplace.
People with intellectual disabilities, including those with autism, can face unique obstacles during the arduous process of job searching and acclimating to a new job. There are several ways employers can break down barriers and set prospective and current employees up for success.
Minimize Hiring Barriers
First, companies must evaluate if their current hiring practices create barriers to entry; considering that autism affects how individuals communicate, as well as process written and verbal information, more traditional hiring practices, such as requiring resumes, cover letters, and formal, in-person interviews may be less effective in showcasing applicants’ talents than requesting video resumes and portfolios. Hiring managers can also work to develop practices to ensure their existing roles are accessible and that all job postings and advertisements have readable fonts, sizes, and presentations to reduce barriers early in the application process.
Additionally, as in-person interviews that emphasize social skills can be daunting for autistic individuals, employers can restructure the interview process by shifting from “get to know you” questions to performance-based interviews or evaluating work samples to allow candidates to demonstrate specific skills needed for a job. Employers might even consider simplifying the interview process by sharing information on the job and questions they hope to address during the conversation ahead of time, reducing unpredictability in interviewing.
While interviews offer a glimpse into candidates’ talents, these small steps can lessen many of the stressors that people with autism may face during the recruitment process, giving them greater opportunities to better present their full potential and capabilities.
Commit to Training and Inclusivity Internally
While lower turnover rates exist among disabled employees, these groups often feel a lack of support and understanding within their companies. HR leaders can work to ensure their company addresses this issue, specifically supporting neurodiverse employees, by implementing training to help employees better understand what neurodiversity is, why it matters, and how to work with neurodiverse colleagues.
Companies should assess what employee education and awareness training are needed for their team and the most effective way to implement these by asking: Are there existing neurodiversity training in place? If so, are they effective in raising awareness around neurodiverse thinking and communication styles to retain people?
For companies looking to integrate inclusivity training, HR teams can collaborate with neurodiverse people, trained facilitators, or nonprofits to identify the right programs. For example, Autism Speaks launched Workplace Inclusion Now (WIN), which was created to educate workplaces, job seekers, and community stakeholders committed to promoting diversity in hiring, creating an inclusive workspace, and helping people on the spectrum find employment.
Greif, formally known as Lee Container, is a global leader in industrial packaging products and services and an example of the positive emotional and financial impacts that training programs like WIN can offer. Greif Vice President and General Manager Joel Varnedoe has shared that since enrolling in the program, a growing culture of camaraderie and inclusion has emerged among employees. Varnedoe also reported a notable increase in autistic employee retention, largely attributing the unity felt across the facility to a commitment to embracing change and celebrating diversity through WIN.
Additionally, organizations can foster opportunities for connecting with a community of like-minded individuals through employee and business resource groups (ERGs/BRGs), periodic reviews of the employee’s accommodation needs, and by offering additional coaching when needed.
Fostering a Culture of Inclusion
A recent study found that only 41 percent of the 1,100 neurodivergent adults polled across the U.S. say that they received workplace accommodations, and 6.5 percent say that they were denied accommodations after requesting them. To create an inclusive workplace for individuals with disabilities, employers must take into account the diverse talents and challenges of autistic individuals, how these may present in the workplace, and the potential need for workplace accommodations.
When onboarding a new neurodiverse employee, managers should set aside time to learn the person’s communication style and feedback preferences. For some, spontaneous, face-to-face dialogue can be challenging and inefficient, causing anxiety and frustration. Thus, communicating expectations and feedback in writing can be a useful strategy for employees to double-check their understanding of their roles.
Another important factor to consider around potential accommodations is that some people with disabilities may be overwhelmed working in certain environments, specifically those that are congested or in high-traffic areas. Managers can work with their employees to decide what shifts and locations might offer the most conducive work environments to create a safe space.
Each person with disabilities has different needs and strategies for success that allow them to be productive and comfortable in a workplace setting. Taking an individualized approach will best support the person’s goals, long-term growth, and happiness at the company.
Businesses, large and small, can work to decrease the current employment gap and ensure their workplaces are welcoming to all. Employers can do this by committing to building and promoting an inclusive environment for neurodiverse individuals with strengths and challenges across the spectrum.
