This article was written by Managing Human Resources Consultant, Kerry-Anne Shaughnessy.
I recently attended a diversity and inclusion networking event which discussed the topic of autistic employees within the workplace. Autism affects an estimated 1 in 100 people; that is almost 230,000 Australians. Autism is a lifelong developmental condition that affects the way an individual relates to their environment and how they interact with other people.
The guest speaker from the event was a degree-qualified male in his mid-20s who was diagnosed with autism as a child. He told his personal story of struggling to hold down a job which involved working in six different organisations within a four-year period. When he managed to secure the right long-term position, the greatest benefit for him wasn’t the specific work experience but rather the self-confidence gained.
His story resonated with me because I have two family members on the autism spectrum. Their parents’ greatest concern as they progress through school is their future employment opportunities. As a result of my personal experience I believe diversity and inclusion strategies shouldn’t be limited to gender and race; employees with autism can bring numerous benefits to the workforce including loyalty and diligence.
With the enormous success of Harmony Day this year, a day that celebrates Australia’s cultural diversity, it demonstrates how Australian workplaces are becoming more inclusive and respectful, and highlights our focus on ensuring everyone has a sense of belonging in the workplace.
Autistic employees may need additional support within the workplace. By taking some simple steps, organisations can make reasonable adjustments to provide support for autistic employees.
Top Tips:
- Clarify expectations of the job. Be explicit about expectations for an autistic employee. Any kind of change, even seemingly small ones, could cause great anxiety and uneasiness to a person with autism. The best way to conquer any distress with the job ahead is to create some kind of predictability, consistency and support them to understand what is happening and what will happen next.
- Provide training and monitoring. Clear and structured training – this can be provided informally on the job, by a manager, colleagues, mentor or formal training.
- Make sure instructions are concise and specific. Clear instructions about exactly how to carry out each task from start to finish will lay the foundations for good working practices.
- Regularly review performance. Autistic employees often find it difficult to pick up on social cues. Feedback should be honest, constructive and consistent. When an employee completes a task incorrectly, don’t allude to, or imply, any problems – instead, explain tactfully but clearly why it is wrong, check that they have understood, and set out exactly what they should do instead.
- Provide reassurance in stressful situations. Autistic employees can be quite meticulous, and can become anxious if their performance is not perfect. Preparation can be the key to managing stress levels. It allows the person to coordinate their thoughts, equip themselves and feel calmer when starting an activity. This preparation will assist them to feel more comfortable when they begin. Talking about a special interest or hobby beforehand, or organising to do so after the set activity can also help reduce stress levels.
- Ask about sensory distractions. Autistic employees sometimes benefit from equipment such as screens around their desk, noise-cancelling headphones, or their desk being in the corner. Sensory input is anything that is interpreted by our physical senses – sight, hearing, smell, touch, taste, proprioception and vestibular. There are lots of apps that might help, including apps that play soothing sounds and music to reduce stress.
- Help others to be more aware. If your autistic employee consents to their condition being disclosed, then providing colleagues with information and guidance on autism can benefit everyone.
If your organisation is looking at diversity and inclusion in the workplace and would like an insight into how this can be achieved, please contact Kerry-Anne Shaughnessy.
Email: Kerry-Anne@roweadvisory.com.au
Mobile: 0429 116 456