Many people with Autism or features of Autism manage their neurological needs in the workplace by hiding or “masking” their symptoms and tendencies. Chronic and prolonged masking is exhausting, and can lead to Autistic burnout, a state of chronic exhaustion, fatigue, and even loss of skills. In some cases, continued masking may not be needed, as more businesses and employers understand and accept the characteristics of Autism. Simple changes in the workplace can allow Autistic employees to thrive and contribute in even more meaningful and sustainable ways. Depending on the individual’s needs, workplace accommodations may include allowance of one-on-one meetings rather than group meetings, a flexible schedule, the use of headphones or lighting changes to limit overstimulation, and remote work, to reduce social and communication demands and environmental sensitivities.
A July 2024 New York Times article (https://www.nytimes.com/2024/07/09/style/employees-autism-navigate-workplace.html) noted that many employers have an increased focus on making workplaces more accessible and welcoming for their neurodivergent employees. When this article was published, Microsoft, Dell, and Ford were lauded for their efforts. According to Lisa Jo Rudy with verywellhealth.com, additional employers known for being Autism-friendly include SAP (a large, tech-based firm in Germany with offices all over the world), Ernst & Young (international accounting), Walgreens, Home Depot, CVS Caremark, AMC Theatres, Rising Tide Care Wash, Ultranauts (software testing), Spectrum Designs (t-shirts), and SMILE Biscotti.
According to the CDC, the number of people identified with Autism has risen from one in 150 in 2000 to one in 36 in 2004 (5.4 million adults). This has increased the motivation of employers to modify their workplaces in ways that serve more of the work force, not just those who happen to be in the middle of the neurological bell curve. Many companies are also motivated to hire Autistic people. Microsoft’s neurodiversity hiring program was established in 2015, and as of mid-2024 had brought in about 300 full-time neurodivergent employees to Microsoft. This program includes modifications during the hiring process to accommodate for extra time needed to process information and recover from social demands. For example, neurodivergent candidates are allowed extra time to answer interview questions, and down time between meetings with company employees. Once hired, accommodations and services can include a job coach to help with management and prioritization, pairing neurodivergent employees with a mentor, work space modifications to reduce sensory stimulation, agendas available in advance, acknowledgment of individuals’ communication styles and preferences, and working with managers trained in neurodiversity.
While notable changes are occurring as companies recognize how they benefit from a focus on the needs of their neurodivergent candidates and employees, it is of course true that Autistic people continue to have difficulty obtaining and maintaining jobs, as compared to their neurotypical counterparts. Neuroaffirming change is occurring in workplaces, and this is both exciting and overdue. For Autistic people who have concerns about disclosing their diagnosis at work, consulting with a vocational rehabilitation counselor about the timing and best ways to go about this can help ensure the best possible outcome.
Autism Employment Resources:
- Microsoft’s neurodiversity hiring program: https://www.microsoft.com/en-us/diversity/inside-microsoft/cross-disability/neurodiversityhiring?oneroute=true
- SAP’s Autism at Work Program: https://jobs.sap.com/content/Autism-at-Work/?locale=en_US
- Dell’s Neurodivergent hiring program: https://jobs.dell.com/en/neurodiversity
- Neurodiversity at Bank of America: https://careers.bankofamerica.com/content/dam/careers/en-us/culture/diversity-inclusion/Neurodiversity-at-Bank-of-America.pdf
- Ernst & Young: https://www.ey.com/en_us/services/innovation/neurodiversity-powered-transformation
- Walgreens Retail Employees with Disabilities Initiative: https://jobs.walgreens.com/en/REDI
- AMC Theatres Diversity & Inclusion: https://www.amctheatres.com/corporate/diversity-inclusion
- Ken’s Krew Job Placement, Training, and Support: https://kenskrew.org/about-us/