Creating autism-friendly environments in workplaces involves implementing strategies that accommodate the unique needs of autistic individuals, fostering inclusivity, and improving overall workplace productivity. Research and expert opinions emphasize the importance of clear communication, sensory-friendly adjustments, and modified interviewing and hiring processes to make workplaces more inclusive for those on the autism spectrum. This will, naturally, entail hiring managers with “flexible leadership thinking,” as validated by Expert Ludmila N. Praslova, PhD, SHRM-SCP (Psychology Today). Managers with “flexible leadership thinking” skills can understand the necessity of clear communication, sensory-friendly adjustments and environments, and the significance of modified interviewing and hiring processes. This will not only create an inclusive work environment but also a productive work environment for both employer and employee.
Clear Communication
One of the most critical aspects of an autism-friendly workplace is clear communication. Managers should provide direct, unambiguous instructions and set specific deadlines. This approach minimizes misunderstandings and helps autistic employees perform tasks efficiently. Ambiguity or indirect communication can be confusing and stressful for autistic individuals. For example, instead of saying, “We have a project we would like you to be a part of,” say, “We have a project that begins September 20th with a deadline of October 1st, and we would like you to be a part of the project.” Concrete and clearly defined expectations are far more effective than vague, abstract instructions (accessate.net). Sarcasm should be avoided in the workplace with all employees, but especially when communicating with a neurodivergent employee as it may be taken literally, hurt feelings, leading to misinterpretation and unintended responses, behaviors, or reactions from employees, generally, and particularly employees with autism.
Sensory-Friendly Adjustments
Workplaces should consider sensory sensitivities by providing quiet spaces, reducing unnecessary noise, and avoiding flickering lights. Sensory overload can be distracting or overwhelming for individuals on the autism spectrum.
Interviewing and Hiring Process Adjustments
Traditional hiring processes often do not accurately reflect the abilities of autistic candidates. Standard interview formats can introduce biases that disadvantage autistic individuals. Alternatives such as aptitude tests or practical skill assessments can better showcase strengths. Providing interview questions in advance and allowing more time for responses can lead to more accurate and concise answers. Bright lights during an interview can be uncomfortable, and employers should also be mindful that lack of eye contact is not a sign of disinterest or disrespect in an interview but rather a coping mechanism for managing sensory input. If you stop and think about it, you will see that many cultures have different beliefs about direct and indirect eye contact. Even though Western culture identifies eye contact as a form of politeness, that is not to say all cultures maintain this same social education belief system. Therefore, interviewers must be considerate, generally, and apply the concepts of equity, diversion, and inclusion in the interviewing process. Providing a sensory-friendly interview environment can help autistic employees focus better and feel more comfortable in the interview (Employer Assistance and Resource Network On Disability Inclusion (EARN)).
Investigating and Implementing Universal Design for Learning (UDL) in the Workplace
Universal Design for Learning (UDL) was developed by Doctors David Rose and Anne Meyer, Harvard School of Graduate Education, and is becoming an insightful tool for not only Educators; UDL also provides insights and benefits to managers interested in continuing education about how to improve and create an inclusive work environment for employees with Autism. Both employers and educators could consider taking a course in Universal Design for Learning. UDL framework teaches multiple means of representation, multiple means of action and expression, and multiple means of engagement that can significantly enhance the understanding and accommodation of not only students but also employees with autism. UDL promotes flexible learning and work environments that cater to diverse needs, making it an effective tool for creating inclusive workplaces. UDL also examines the Wheel of Power/Privilege and can be exceptionally enlightening and humbling to those within the circle. What would be the key advantages for managers in the workplace who are interested in taking a Universal Design for Learning course?
Key Benefits of an Employer-UDL Course for Autistic Employees:
Multiple Means of Representation: UDL encourages presenting information in various formats, such as visual, auditory, or hands-on. This approach accommodates different cognitive processing styles common among individuals with autism.
Multiple Means of Action and Expression: UDL promotes allowing employees to express their knowledge and skills in numerous ways, whether through writing, speaking, or demonstrating. This flexibility is particularly beneficial for autistic individuals who may excel in non-traditional communication methods. By way of example, a pre-recorded work presentation would be far more effective than an in-person presentation for a student or employee with autism struggling with extreme social anxiety.
Multiple Means of Engagement: UDL emphasizes creating environments that foster engagement through individual interests, motivation, and self-regulation techniques. For autistic employees, aligning tasks with their interests and allowing for autonomy can significantly improve job satisfaction and performance.
Creating an Inclusive Workplace
By integrating UDL principles, employers can create a more inclusive workplace that accommodates the diverse needs of all employees, including those on the autism spectrum. This not only supports individual success but also enhances overall workplace productivity and innovation and promotes inclusivity. Employers are encouraged to seek out UDL-focused training programs, which are often available through educational platforms, universities, and professional development centers specializing in inclusivity or directly from The Center for Applied Specialized Technology CAST, Inc., UDL’s primary sponsor.
Employee Insights
These strategies and adjustments have been validated not just by experts but also in this article, which includes a ghost editorial interview of an employee with autism. This particular interviewee affirmed the importance of having interview questions in advance and sufficient time to respond. It helps provide concise and accurate answers without the pressure of over-speaking, which can occur for candidates with autism as they attempt to focus on answering interview questions while simultaneously facing self-consciousness about other behaviors innate to autism during an interview. Likewise, she emphasized the significance of a sensory-friendly interview environment, confirming bright lights in an interview can often be distracting. She spoke candidly about how unnecessary social interactions delaying the beginning of meetings can often seem awkward and uncomfortable for an employee with autism, feel distracting and anxiety-inducing. She opined she felt more comfortable where conversations remained work-focused and goal-directed, as excessive personal conversations can often be confusing as they take away from the focus of the purpose of a meeting. That is not to say small chatter is impolite before or during a meeting. Rather that too much socializing pre-meeting or during the meeting can often be extremely anxiety-producing for employees with autism as they are eager to get back to work and complete the task at hand.
She emphasized individuals with autism tend to have sensitivity issues when it comes to certain types of materials and gave insight to the notion Employers can often decrease the anxiety affiliated with wearing uniforms, by providing well-fitted uniforms that are not too tight fitting and that are offered in different types of materials (such as cotton versus polyester). In offering these choices this can also enhance comfort, reduce sensitivity and sensory issues that individuals with autism often struggle with in clothing.
Creating an autism-friendly workplace requires thoughtful consideration of communication styles, sensory sensitive work environments, sensory-free clothing, adaptive interviewing and hiring practices. In adopting these strategies, employers can support the success of autistic employees and foster a more inclusive and productive work environment for both employee and employer.
“We will all profit from a more diverse, inclusive society, understanding, accommodating, even celebrating our differences, while pulling together for the common good.” – Ruth Bader Ginsburg
Corinne Isaacs is a Freelance Writer. She has been writing for 14 years under the name Corinne Frontiero in the United States, as Corinne Isaacs in Canada and as Corinne Isaacs-Frontiero, globally. Corinne may be contacted directly through her website at corinneisaacsfrontiero.weebly.com.
