We Need to Do Better for Autistic Employees in the Workplace

By: Gracie Wise

Me at work, ensuring that everything is scanned and in its proper place.

A few months ago, I talked about the unemployment rate for autistic adults (spoiler alert: it's abysmal).

The job market has always done fantastic work at singling out disabled and neurodivergent candidates who don’t fit into the one-size-fits-all approach to being a good fit, which often means “able-bodied and neurotypical."

And it's done by design.

Autistics Aren't the Only Ones Riding the Struggle Bus

I believe there was a time when employees used to make a resumé, give it to their employers, and get an interview. Companies also used to give employees a chance by offering training and opportunities to move up the ladder.

Nowadays, finding a job is like pulling teeth, mainly because they expect employees coming straight out of college to have three years of work experience and be a whiz at using obscure programs that they’ve never even heard of.

How discouraging.

Let’s not kid ourselves: the job market is broken. I’m hearing more and more stories of people from my generation being ghosted or rejected by hundreds of companies thanks to heavy competition, no training, and a troubling increase in ghost jobs on LinkedIn. It doesn’t help that companies insist on using applicant tracking systems (ATS) to find talent, even though they’ve singled out candidates with relevant experience and talent.

But even if the job market smoothed over tomorrow, next month, or even next year, it wouldn’t address the elephant in the room...

The Job Market Discriminates Against Autistic Adults

Many autistic candidates are rejected before they’re even given a chance to prove themselves. Too many hiring managers rely on an ableist hiring process that focuses solely on neurotypical social skills such as:

• How much eye contact you make.

• How social you are.

• How long you can go without stimming.

• How much you can speak without stuttering or freezing up.

• How enthusiastic you sound.

Autistics have always been criticized for their behaviors and communication styles as early as childhood. They’re too blunt. Too soft. Too quiet. Too loud. Too obsessed. Too much. That constant scrutiny tends to follow them into adulthood where they have to face people who see them as incapable, unworthy, and a drain on society.

Sadly, the workplace is run by adults who discriminate, mistreat, and punish autistic candidates and employees simply for being autistic. This can manifest as:

• Being rejected for “not being a good fit” (i.e., not neurotypical enough) despite having the skills and qualifications needed for the job.

• Being chastised by an employer or worker for not “trying hard enough” even when they’re trying.

• Being denied access to accommodations.

• Being excluded, demoted, and fired when autism is revealed to an employer.

The workplace has always been a hostile environment for autistic people, and while we technically have laws in place that protect them from discrimination, employers still try to find ridiculous excuses to justify mistreating and excluding them.

It’s not that autistic people don’t want to work (a lot of us want to); it’s the head honchos stuck in the Stone Ages who refuse to evolve beyond their preconceived notions of autism.

And it needs to change.

Building Neuro-Affirming Workplaces for Autistic Employees

How can companies and organizations achieve that, you may ask? It’s simple: create accommodating spaces for autistic employees.

If you’re wondering what a neuro-affirming workplace can look like, imagine a workplace that:

• Allows employees to use noise-cancelling headphones, sunglasses, fidgets, etc. for sensory input.

• Focuses more on skills related to the job (e.g. attention to detail) rather than arbitrary expectations (e.g. how outgoing you are).

• Entrusts neurodivergent recruiters with interviewing neurodivergent candidates.

• Respects all communication and working styles (e.g., instant messaging, working in a quiet room).

• Takes social differences into consideration (e.g. eye contact ≠ paying attention).

• Makes reasonable accommodations for employees (e.g. written instructions, note-taking aids, modified work schedules).

• Hosts workshops that educate employers and employees about neurodivergence.

Some people might assume that I’m entitled and that the entire world won’t cater to us, and they’re right to an extent. There will be things in life that our disabilities prevent us from doing, such as going to places that are loud and overstimulating, or doing jobs that require heavy lifting.

But being disabled doesn't mean we're unworthy of employment, nor does it mean we’re incapable of being good at something. Besides, there’s a huge difference between demanding complete silence in an office and requesting to bring your own noise-cancelling headphones to work to prevent going into sensory overload.

They might even argue that accommodating autistic employees is way too expensive, and while some things are costly, 58% of accommodations actually cost little to nothing. In fact, the Job Accommodation Network estimates that accommodations typically cost, if at all, only $500 or less.

The truth is, everyone, including neurotypicals, can benefit from a neuro-affirming workplace. Evidence and personal anecdotes point to just how unpopular the much-dreaded open-plan offices are. Let’s face it: they’re noisy, invasive, bright, and too overstimulating, and unless you’re an extroverted neurotypical who thrives in such an environment, you're gonna have a bad time.

If quiet zones, adjustable lighting, ergonomic furniture, private offices, and similar accommodations were implemented in the workplace, we’d see higher employee satisfaction and lower turnover rates.

Diverse Workplaces Embrace Autistic Employees

There’s no excuse not to accommodate autistic employees in the workplace when there are so many affordable and free options at your fingertips. If companies and organizations claim to celebrate diversity but reject neurodiversity and disability, is it actually diverse? Or are they just saying that to earn brownie points?

Employers need to rethink how they approach neurodiversity in the workplace. Instead of trying to impose neurotypical standards on autistic people, they should recognize and support different communication and working styles.

Autistic employees have a right to work at a safe, welcoming company and organization where they can harness their skills while making a living.

And when employers give them a chance and support them throughout their career paths, they’ll thrive.

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