When I opened my autistic-centered psychotherapy private practice in 2022, I never imagined that a significant portion of my clientele would comprise other autistic service providers. It makes sense now, upon reflection, since our field’s challenges are profound, and many of us are drawn to this work by high levels of empathy and a desire to support our community. This means that autistic service providers offer valuable insights from their own experiences as autistic individuals while also being more susceptible to burnout due to their disabilities.
Many may not realize that numerous autistic individuals provide services to the autistic community in various roles, such as occupational therapy, psychotherapy, medicine, behavioral health, and education, among others. Some may openly disclose their autism, while others may not feel comfortable doing so. So, how can organizations support autistic service providers, regardless of whether they are open about their identity?
As a therapist, one of the primary reasons autistic individuals seek my help is due to workplace issues. This is unsurprising, considering that many autistic individuals struggle with employment due to various factors, including increased rates of discrimination, as reported by the Harvard Business Review. To mitigate negative outcomes resulting from their autistic traits, autistic service providers may attempt to mask or camouflage their characteristics, which exacts a significant psychological and physiological toll. Consequently, they may resign or lose their jobs due to a lack of accommodations and burnout.
Clearly, being an autistic service provider poses numerous challenges. So, what can organizations do to address them? First and foremost, they need to educate themselves and others on creating inclusive, autistic-friendly environments. Since some autistic service providers openly disclose their autism while others do not, assumptions about who requires accommodations must be avoided. Some accommodations that enhance environments for autistic individuals include adjustable lighting, reduced noise levels, quiet spaces for retreat, generous work-from-home policies, flexibility in the acceptance of different communication preferences, and increased education on the diverse experiences within the autistic community to combat discrimination, including discriminatory policies that disproportionately affect autistic workers.
Autism is considered a dynamic disability, which means that an autistic person may be able to do some tasks one day and then be unable to do them the next. This can occur due to a variety of factors, including how much stress the person is under, if they have to mask heavily, or if they are experiencing sensory overload. It’s important to create a safe space where autistic service providers feel safe enough to share if they need breaks or a reduced workload to accommodate a decrease in functioning ability.
It’s crucial to recognize that autistic individuals are not defined solely by their autism; many have multiple marginalized identities, such as being BIPOC or LGBTQ+, experiencing additional psychosocial stressors, or having co-occurring diagnoses. Given the uniqueness of each autistic individual, we must listen to them and create safe spaces for expressing their needs. When in doubt, ask the autistic person directly using their preferred method of communication. Offering choices and listening to the unique needs of each individual is the best way to accommodate them. Assuming that all autistic individuals need silence or dislike social gatherings overlooks the varied sensory and psychological needs within the autism spectrum.
As an organization, it is important to review the policies currently in place regarding accommodating autistic people. Are there autistic people in leadership positions? Are autistic-friendly communication styles accepted (such as conversations/meetings done in written format, captions during Zoom meetings, ample time given for processing prior to answering)? Are more direct communication styles seen as equally valid? These are just some small examples of how an organization can begin to see themselves through the eyes of autistic service providers and notice what may need to change.
In conclusion, autistic providers have unique needs because of the gift they provide with their invaluable lived experience as autistic people while also the challenges they face while working as disabled people. Autistic service providers need environments that offer them access to accommodations to support their sensory needs, communication style, and way of thinking without running the risk of being discriminated against.
To contact Danielle Aubin, LCSW, AuDHD Psychotherapist at My Autistic Therapist, visit www.myautistictherapist.com or email danielle@danielleaubin.com.
Reference
https://hbr.org/2021/12/autism-doesnt-hold-people-back-at-work-discrimination-does
