2022 statistics highlighted that 42.2% of people with autism in the workplace were employed. This was a considerable rise from 2018, when it was 27.3%. However, the significant employment rate increase shouldn’t discount or subvert the fact that over 57% were out of the job market with many of these people able and wanting meaningful employment. Why is this rate so high?
Why do people with a disability face obstacles in finding employment?
There are a number of factors at play that impede a person with a disability’s employment journey. Sadly, research shows discrimination, prejudice, and stigmatisation play a significant role. A research article outlines that: “Stigma was believed to lead to discrimination”
According to the Australian Federation of Disability Organisations, other barriers include:
- Misinformation and attitudes towards a person with a disability and their capacity to complete role demands.
- Meagre understanding, support and confidence to speak about and raise awareness of disabilities in the workplace.
- Assumptions around risks that could arise – including superannuation and Workcover.
- Making the workplace accessible, lack of development opportunities, and a focus on low-skill jobs over building careers with longevity.
- Minor visibility and minimal representation in the workplace.
Barriers blocking people with autism from finding employment in the workplace
Neurodiverse people, in contemporary times, still face barriers to finding employment. As previously mentioned, unemployment rates for people with autism are high. A research article out of the UK identified:
”“autistic people faced a set of unique barriers to successful recruitment, over and above those that non-autistic people faced. For example, the perceived pressure to mask autistic traits to succeed and concerns about stigma and discrimination.”
Such barriers are consistently impacting people with autism and their ability to successfully secure employment. Further research by Charles Sturt University argues application processes, workplace adaptations, communication, and social interactions are presented as obstacles.
In addition, contemporary workplace practices, often request disclosure of a candidate’s neurodiversity. Such requests can lead to fears of discrimination, compounded by workplace and societal stigmas or possible past experiences the candidate may have faced during previous hiring processes. So, what can workplaces do to make their work environments more inclusive for autistic people?
Making the workplace more accessible for people with disabilities and autism
Making a workplace more inclusive takes more than a DEI statement on a job ad. It entails meaningful adjustments to make people with neurological conditions feel safe, comfortable, and valued. Creating inclusive workplaces takes a top-down approach: training managers and leaders to understand the needs of people with disabilities.
In reality, people with autism offer an abundance of skills that will boost your organisational output. For example, a research article identified that people with autism offer “superior creativity, focus and memory”. In addition, other skills can include efficiency, honesty, and dedication.
Building a positive culture that celebrates the differences of a diverse workforce and creating awareness is a positive step forward, Business Queensland affirms. But the right first step is making the workplace more accessible, which includes, but is not limited to:
- Quiet spaces for people with autism should they need time to decompress.
- Opening direct lines of communication and ensuring each direction is clear and understood. Less ambiguity, more clarity!
- Allow flexible work arrangements where possible and proactively introduce office adjustments so that people with autism feel comfortable in their environment.
- Conduct regular one-on-one sessions, provide quality constructive feedback, and frequently review personal development plans that promote skill and career building.
Promoting diversity and inclusion in the workplace
There are a number of ways to promote inclusivity and diversity in the workplace, and it extends across the whole employee lifecycle. Firstly, during the hiring process—and throughout the employee’s tenure—be aware of unconscious bias. This can be less overt bias towards others and may manifest as the idea that a person is unable to fulfil their job role or may not be a good fit because they have a disability like autism.
Secondly, during and long after an employee’s onboarding, awareness training should be offered to all employees on how to support their colleagues with a disability. This could be mandatory eLearning modules each worker completes once or twice a year. Another great way to promote inclusivity is by diversifying your teams. Allow people from all backgrounds to mix and work collaboratively—this may also help you find that new innovative approach you’ve been looking for.
Finally, quash any implicit biases and prejudice by educating employees on why stigmas are wrong and aren’t welcome in your place of work. At Converge, we can support your managers with our Leadership Support or Manager Support service to coach them through supporting people with a disability.
For your workers who are neurodivergent, we have consultants who understand their needs and can provide specialist support where needed. If we’re your workplace wellbeing provider Simply book an appointment via our website or the Converge App to get started! We’re here to support you Anytime, Anywhere.
