Though autism is actually more common than many people think, there are still quite a number of misconceptions about it. Around 700,000 people in the UK are diagnosed with autism, with 1 in 100 children in the UK having a diagnosis of autism spectrum disorder (ASD). Eventually, these children grow into adults and finding work can be a bit of a challenge for them.
Fewer than three in 10 people that are diagnosed with autism are in work – these are very low employment rates. One of the lowest out of all the disability groups. Increasing employment levels of autistic individuals is mostly down to employers making their workplaces more accessible and maintaining any autistic employees they already have. This means accommodating for them and developing a positive workplace culture where dialogue about disabilities is natural and open.
In this post, we’ll look at how you can make your workplace accessible for autism.
Improving Workplace Accessibility For Autistic Employees
One of the major barricades that autistic people may experience when seeking or at work is their communication style not being understood or recognised. Having to explain their diagnosis and needs to managers can be difficult due to the multiple perceptions regarding autism, including outdated ones from previous lack of information. Accessibility is a continuous journey for employers – it’s something that should be under regular review, what hasn’t worked and should be improved.
There are several ways that employers can implement changes within their workplaces to make them more autism-friendly. Workplaces that recognise neurological diversity have better environments for all workers, and are beneficial to autistic workers who don’t have formal diagnoses or aren’t aware of their autism.
Reviewing Recruitment Processes
One of the first steps of making your workplace more accessible for autism is to review your employee recruitment process. Undergoing a job interview or even applying for the job is an anxiety-causing procedure for hundreds of people. Reviewing where you hold these interviews is important, not only for your company’s reputation but also for the comfort of the candidates.
Considering sensory accommodations can have a big affect on candidates’ interviews. Fluorescent lighting and too much noise, for instance, can be distracting for many people with autism and can lead to sensory overload.
Language and Communication
Language and communication is really important in any workplace, but especially when you’re making your workplace more accessible. Clear, direct speech is important when speaking to autistic people as they can often think in more literal terms – if you’re sarcastic or joking, not everyone will understand it for what it is. So you should also give detailed answers rather than vague ones because there’s also a possibility that they may not be able to read between the lines. This might not apply to every autistic employee but it will certainly pertain to at least one or two.
Understanding the way autistic people communicate is important. Just because they’re avoiding eye contact, for instance, doesn’t mean they’re not interested in what it is you’re doing, whether that’s interviewing or giving them a new project.
Of course, employee policies are one of the most important aspects of a company and the workplace. They typically outline rules and regulations, what is expected of employees and things that are against company policy.
They also acknowledge actions and the consequences that certain employee actions may have. Therefore, for everyone to able to fully understand these, they should be communicated and written very clearly and accurately.
Workplace Accommodations
Employers should always be considering what support is available to both them and their employees. Easy access to information regarding autism and support services can be extremely helpful. It can lead employees straight to the professional services that provide important information about communicating with, supporting, and understanding autistic people.
For managers, there should also be training courses available for them to do. Being able to recognise autistic positives and skills can help them effectively communicate.
Work Adjustments
Making sure that all employees feel welcome and accepted in the workplace is important for satisfaction and productivity at work. Providing reasonable working adjustments for them where necessary can make employees feel accepted.
If a working position offered flexible hours, for instance, changing this to fixed hours would be better suited to employees with autism. Those who have autism spectrum disorder work better when they have a routine that they can stick to and get used to. So offering varied shifts or flexible hours can be quite disruptive and overwhelming for them simply due to the lack of scheduling and structure.
Offering a change in the work location so that they can be nearer to support facilities or to their home, or to a workplace that is quieter is important because it means travelling will be both quicker and easier for them. It also shows them that they’re supported if they’re relocated to a work location with reduced sensory stimuli. It doesn’t have to be to a different company branch, it can just be moving their workstation to a part of the office that isn’t as bright or as noisy.
Making the workplace more accessible for autism has a significant impact because it shows that solutions are being developed that are accepting of their disorder and focusing on improving the outcomes of autistic people.
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