Introduction
People with autism are as diverse a group as it is possible to find. Autism is not in itself an intellectual disability–though people on the autism spectrum may also have an intellectual or cognitive disability. Autism characteristics vary just as much as the personalities, interests, and talents of those who have it.
So it can be difficult to quantify why hiring people with autism is a good idea–merely because people with autism bring the same diversity of abilities to employment that other groups do. According to a review of the costs and benefits of hiring people with autism conducted in 2015,
“Benefits can include; reliability, lower levels of absenteeism, trustworthiness, attention to detail, a high degree of accuracy in visual tasks, advantageous long-term memory and concentration ability (Jacob et al, 2015).” This is in addition to productivity benefits, including the greater work ethic and better focus that individuals with ASD apply to roles and jobs that might be repetitive in nature or are isolated from others and which other workers may be reluctant to perform (Jacob et al 2015)”
Under the law, employers are required not to discriminate against people with autism. In real practice this can be difficult because autistic people can have difficulty communicating why they are a good fit for a job. But employing autistic people has economic and social benefits. (Department of Labor, 2023)
The Importance of Accommodations for People with Autism
Autism is a spectrum disorder, which means that people with autism can manifest vastly different symptoms and abilities. According to the U.S. Department of Labor, “…all children, youth, and adults on the autism spectrum experience a common atypical neurological profile with several key traits.
Namely, they have atypical language and communication, social interaction, motor coordination and sensory processing, and executive functioning. (Department of Labor, 2023)”
The most common areas of challenge are reading social cues, communication, and sensory issues. Autism is a disability because there are things that modern life expects that are difficult or impossible without making changes (accommodations).
But autism is also a different way of experiencing the world and making sense of what is in it, and that aspect of autism is as likely to be a strength as it is a challenge. Autistic people bring a unique kind of wisdom to the world, and they have a diversity of talent that is an asset in the workplace.
Challenges in social cues and communication can make learning new skills difficult, and can have an impact on relationships between coworkers and customers. Sensory differences can have an impact on productivity, and differences in the processing of information can make the learning curve of an autistic person look different than that of their colleagues.
Many autistic people process information specific-general, meaning they need to have lots of data before they make generalizations. Many people who are not autistic process information the opposite way, so they make generalizations much faster (correctly or incorrectly).
According to a cost-benefit review published by the National Institute of Health, “…very few studies have examined the benefits, the costs and the cost-benefit ratio of employing an adult with ASD from the perspective of employers… (Jacob et al 2015)”
This gap in the research may contribute to employers’ concerns about having to pay for extensive work training, continual supervision and other expensive accommodations when they employ an adult with ASD. (Jacob et al 2015)”
Unemployment and underemployment of adults with ASD may also be considered as an expensive overlooked opportunity, since it results in lost productivity and a demand for services providing adult care. (Jacob et al 2015)”
Paid, community-based employment was the least common outcome for adults with autism spectrum disorder (ASD). Only 14% held a job for pay in the community. (National Autism Indicators Report Developmental Disability Services and Outcomes in Adulthood, 2017)
The Best Employment Accommodations for Autistic People
Companies like Microsoft offer webinars on what it’s like to be an employee, and a multi-day hiring event to really give autistic applicants a sense of what it is like to work for them (as well as time to process the information.)
After hiring, they offer mentoring. They also partner with their vendors for “supported employment,” basically, giving these companies resources to accommodate their autistic employees. (Microsoft, 2023)
Most companies don’t go so far. Some offer job coaching, checklists and visual supports for training, and flexible break schedules. The overwhelming majority rely on the autistic person to advocate for and sometimes provide these resources (in the case of job coaches).
Since self-advocacy and communication are particular challenges for people with autism, this can be problematic. People with autism often struggle with verbal instructions, and may need more repetition and clarification than others–which can make them feel like they are always annoying their coworkers with their repeated questions.
Getting what they need, as Mark Macedo from The Mighty put it, “You feel like a pest, and you question whether or not you are really making an effort to pay attention at all, even though you are.” (Macedo, 2023)
9 Effective Accommodations for People with Autism
So what are effective accommodations?
- Probably the most effective (and least expensive one is getting to know your employee! Because autism is a spectrum disorder, there is no way to really predict your employee’s strengths and weaknesses based on that diagnosis. This takes time, which also benefits your employee because they need time to process and learn about your company and their job.
- Be flexible in your own thinking. The way you or other employees process information is not the same.
- Written and visual supports are almost always better than verbal instructions! It’s even better if the employee can take them home to study them.
- Be positive! Self-advocacy is difficult, and made even more so when people respond in frustration or irritation.
- When possible, give advance notice of changes in routine and skills that will be required.
- Do not assume that the employee understands instructions, charts, or complex verbal interactions.
- Train the rest of your workers–autistic employees may communicate in unusual ways or have different movement needs. Some may stim -”repetitive body movements or repetitive movements of objects.” (Childrens’ Hospital of Philadelphia). These behaviors are normal for a person with autism. They are also behaviors that set autistic people apart in a negative way. If coworkers understand these behaviors, everyone will have a more positive working experience.
- Let your autistic employee know that you support them and you will help them get what they need.
- Support sensory needs – often this is simple. Your employee may need noise-canceling headphones or a space that has different lighting.
Resources
The Department of Labor offers the following resources:
Autism @ Work Employer Roundtable: Disability:IN initiative established by six large employers with autism-focused hiring initiatives, which shares overview information on the initiatives’ business models, and provides guidance to employers that are interested in developing autism-focused hiring initiatives.
Accommodation Ideas for Autism: Guidance from the Job Accommodation Network (JAN) on workplace supports for employees on the autism spectrum and accommodations for the interviewing process to increase access for job candidates on the autism spectrum.
JAN Workplace Accommodation Toolkit: Toolkit on workplace accommodations that features a series of Just-in Time Training Videos on topics that include accommodations for employees on the autism spectrum.
Neurodiversity in the Workplace Webpage: This resource from the Employer Assistance and Resource Network on Disability Inclusion (EARN) explains neurodiversity in the workplace context, addressing how it can benefit employers and employees alike, common accommodations for employees with autism and other neurocognitive differences, and related hiring initiatives and partnerships implemented by a range of companies.
Understanding Autism: An Employer’s Guide: Mini-guide developed by the Organization for Autism Research, which provides guidance for employers on supervising and supporting employees on the autism spectrum.
Employing Individuals with Autism: Video by the Ohio Center for Autism and Low Incidence Disabilities that shares the benefits Walgreens has seen in hiring employees with disabilities, including employees on the autism spectrum.
Best Buddies International? (trying to figure out if their structure now based on their ties to I4CP, one of the leads I got from Emily Savors).
OCALI (Ohio Center for Autism and Low Incidence) has an employer’s toolkit: https://www.ocali.org/project/employee_with_asd
Additional Accommodation Resources for Autistic Employees
Milestones Autism Resources offers these suggestions for supporting autistic employees: (Milestones 2023)
Stress Management
- Provide praise and positive reinforcement.
- Encourage employee to ask clarification questions.
- Allow employee to make telephone calls for support on breaks.
- Give “heads up” of any changes to planned schedule.
- Provide sensitivity training for workforce.
- Permit comfort object, fidget items, and/or personalization of desk or office space.
- Allow the presence of a job coach and use them appropriately.
- Modify work schedule.
- Allow for movement breaks.
Time Management
- Divide large assignments into several small tasks.
- Use alarms or timers (phone, watch, computer).
- Provide a written checklist of assignments or check employees written assignment list.
- Supply/Suggest an electronic or handheld organizer & train how to use.
- Use a wall calendar to emphasize due dates.
- Have structured goals and dates for projects, tasks and review/refer to consistently.
Company Structure, Conduct Policy, and Discipline
- Explain corporate structure to employee, clear descriptions of positions and reporting structure. Do not assume that employee will understand structure from a simple chart of job titles.
- Prepare employee for method for feedback, disciplinary action, and other communication about job performance.
- Provide concrete examples to explain expected conduct.
Organization and Prioritization
- Develop color-coded system for files, projects, or activities.
- Use weekly chart to identify daily work activities or priorities.
- Use a job coach to teach/reinforce organization skills.
- Assign a mentor to help employee.
- Allow supervisor to prioritize tasks.
- Assign new project only when previous project is complete.
- Provide a “cheat sheet” of high-priority projects, people, etc.
Works Cited
Autism | U.S. Department of Labor. (n.d.). Www.dol.gov. https://www.dol.gov/agencies/odep/program-areas/autism
Jacob, A., Scott, M., Falkmer, M., & Falkmer, T. (2015). The Costs and
Benefits of Employing an Adult with Autism Spectrum Disorder: A Systematic Review. PloS one, 10(10), e0139896. https://doi.org/10.1371/journal.pone.0139896
Microsoft. (2019). Come as you are. Do what you love. Microsoft.com. https://www.microsoft.com/en-us/diversity/inside-microsoft/default.aspx
Supporting Autistic Employees. (n.d.). Www.milestones.org. Retrieved July 6, 2023, from https://www.milestones.org/get-started/for-community-at-large/supporting-autistic-employees
