Autism isn’t the roadblock you think it is, but discrimination is

Having autism shouldn’t be a roadblock for people looking to get a job. However, discrimination is still a big factor, not only in the job hiring process but also in the working sector as a whole.

There are several misconceptions aligned with autism and how someone with an autistic brain interacts with the world. Autism is a condition that affects how a person thinks, feels, interacts with others, and experiences their environment. But while many autistic people experience difficulties, with the right support, they can achieve a great quality of life and offer a number of benefits in the workplace.

Research reports

Back in 2018, two research reports conducted by the Social Research Centre at the Australian National University revealed a wide range of data on employment opportunities for autistic Australians. The research showed that more than 54 per cent had never had a paid job despite possessing the skills, qualifications and strong desire to join the workforce.

Other statistics showed that 75 per cent of autistic people struggle to gain employment, while 84 per cent of Australians would agree that people with autism are discriminated against. The most damning statistic, however, was that 20 per cent of workers had lost their job due to their autism.

A report published this year by the UK government echoed sentiments similar to that of the Australian reports. The report stated that at the moment, only three in 10 autistic people of working age are in employment, meaning that 70 per cent are missing out on being a part of the workforce.

More findings from the report discovered that autistic people face the largest pay gap of all disability groups, receiving one-third less than non-disabled people, on average. In fact, autistic graduates are twice as likely to end up being unemployed after 15 months than non-disabled graduates, with only 36 per cent finding full-time work during that period.

As far as the job hiring process goes, autistic people have far more negative experiences with interviews, group assignments, and psychometric tasks. According to the report, a number of autistic people feel they have to camouflage their disability to navigate the job hiring process.

Going through vague, generic job descriptions, ambiguous interview questions, and challenging sensory environments can be a nightmare for a person with autism, especially when the emphasis is often on social skills rather than job skills.

Even once they find work, maintaining long-term employment remains a big challenge for autistic people, as many don’t receive the necessary support or adjustments from their employers that enable them to excel in their roles. Instead, they are often thrust into inaccessible sensory and social environments that stunt their ability to develop.

A push for change

The starting point for a lot of these issues that the reports highlighted is the job hiring process, which often directly or indirectly discriminates against jobseekers who have autism. With a current skills shortage that recruiters are struggling to combat, widening their talent pool to be more inclusive towards neurodiverse communities is a net positive for both.

Enabling neurodiverse people to reach their potential at work will help productivity flow and bring diverse approaches to the workforce while also aiding the retention issue that a number of businesses are reeling from. Ignoring neurodiverse individuals means businesses are overlooking and underutilising a substantial talent pool.

Along with widening the talent pool, adapting the traditional model that recruitment practices have that often indirectly discriminate against people with autism should be a priority. The CV, shortlist, and face-to-face interview process do not bode well for autistic people.

Respondents to the UK survey suggested that tools such as practical tests, assignments to be completed before an interview, and short-term attachments to the organisation would better allow autistic candidates to demonstrate the skills required for the job role.

One autistic respondent stated: “If someone is applying for a job as a violinist in an orchestra, they are not asked to tell the interviewer something about their achievements playing the violin: they are asked to play the violin.”

The final key that the report suggested would assist in elevating discrimination towards autistic workers is employers actively making workplace adjustments. When employers have autistic employees, it’s imperative that they first understand autism, build an inclusive workplace, and provide the appropriate support.

Fifty per cent of autistic people said that support, understanding, or acceptance would be the biggest thing that would help them in employment. It’s important that employers actively push back against stereotypes and a lack of understanding by implementing training and other initiatives. This can directly tie into creating an inclusive workplace.

It is vital that employers create a safe space and comfortable workplace where autistic employees who wish to be themselves can feel comfortable doing so, and the right culture is fundamental to enabling this. Fully inclusive workplaces can then enable all staff, including autistic, to be fully productive.

According to the UK report, the right culture or environment is one that:

• Accepts and understands autistic people without judgement or stigma and treats them as part of the workforce regardless of what support they need, if any.
• Listens to autistic employees and values their input.
• Values the contribution that autistic people make to the organisation and its success and celebrates this in ways that are proportionate, consonant with wider workplace culture, and that do not patronise or unnecessarily elevate.
• Normalises adaptations so these are part of working practice by default.
• Prioritises the mental health of autistic employees, both in making adaptations and in providing access to appropriate support when required.
• Deals immediately and sensitively with the challenges some autistic staff may be facing, taking a personalised approach to understanding an autistic person’s needs and drawing on external support when this is appropriate.

Appropriate support is a crucial factor that employers should offer, but it’s important that they go about it the right way and through the correct avenues. Autistic workers don’t want to feel as though they are a burden or are difficult to deal with because they may require additional support or adjustments; that’s why it’s pivotal that employers approach this process in an honest and open way with their employees.

To break down the discrimination that is perpetuated towards autistic people attempting to enter the workforce, honest conversations intertwined with awareness must occur. Businesses must realise that there are a number of benefits that having autistic workers presents, which is why it is crucial to adapt these traditional processes that have historically disenfranchised neurodiverse communities. Adapting these processes and systems should eliminate some forms of direct or indirect discrimination, which will not only have a profound impact on the neurodiverse community but also on the job sector itself.