Thank you to Helga D Van Iderstine from MLT Aikens Law for the following post (you can click here to link to it directly):
April 2 is World Autism Awareness Day. It’s an opportunity to take a moment to reflect on how to better understand and embrace this form of neurodiversity in the workplace.
MLT Aikins Diversity, Equity & Inclusion (DEI) mission statement is “Cultivating an environment that celebrates and promotes diversity, equity and inclusion to attract and retain the best talent, drive innovation and better serve our clients.”
What is autism?
Autism affects one in 50 Canadians. As with other forms of neurodiversity, it stems from a difference in how the brain develops and functions. For those with autism, these differences impact their ease and ability to engage in social communications and interactions, and how information related to the environment and people around them is perceived and processed. Autism is not a homogenous condition. It is a spectrum encompassing a diverse range of strengths, challenges, perspectives and experiences. Each autistic individual has unique skills, aptitudes and abilities.
Autism in the workplace
While the prevalence of autism diagnoses in Canada has been increasing over time, it is still an underestimate of the total number of Canadians who live with this identity. It does not include those who have yet to be diagnosed, especially adults. In particular, women may have a strong suspicion they are different but have learned to mask their symptoms when they work and interact with others.
Barriers to employment
Many people with autism face barriers to employment. In fact, it is estimated that 85% of adults with autism are either underemployed or unemployed. These barriers often relate more to challenges navigating the recruitment, candidate screening and job interview processes than to the actual talents and skills that autistic job seekers can bring to the workplace. Some characteristics seen among people with autism that can provide a competitive advantage in the workplace include a remarkable attention to detail, analytical prowess, logical reasoning and dedication to tasks they find meaningful.
Within the workplace, those with autism may encounter challenges related to day-to-day social interactions with co-workers, sensory sensitivities to light, sound and smell, and difficulty navigating the unspoken nuances of workplace dynamics. As a result, others within the workplace may see their autistic peers as “odd” or out-of-sync with those around them. They may come across as blunt, terse, direct, rule-bound or anti-social when often what is lacking is an understanding of the different ways people with autism may process information, understand and react to the environment, as well as how they handle the pressures of busy working lives.
What can you do?
There are a number of ways we can all be more inclusive in the workplace:
- strive to adapt the work environment to mitigate the effects of sensory overload
- focus on clear communication, preferably in writing, as a best practice
- recognize and value that we all have different skills and abilities – this diversity contributes to collective innovation and success
- learn more about autism and how to embrace workplace neurodiversity
Advice for employers
Depending upon your role and level of interaction with an autistic colleague, there are a number of ways to be more inclusive in your approach. At the human resources or management level, employers can offer a range of options for adapting the work environment that might mitigate the effects of sensory overload for those who experience significant challenges or stress in certain environments. As your employee: “What do you need to succeed here?” Work with your employee to come up with win-win strategies.
For supervisors and co-workers, think about how you can ensure there is a common understanding of workplace expectations, roles and responsibilities. When in doubt, check-in and ask what their understanding is and provide clarification if needed. Mentorship within the workplace – especially for those new to a role – is a great strategy that can build that sense of understanding and appreciation both ways.
Additional resources
The Canadian Bar Association recently published an article entitled Making room for neurodiversity in law which provides important insights on the education, recruitment and hiring of students and lawyers with autism.
There is a wealth of additional information, advocacy services, training and support networks available from autism-specific agencies and organizations in Canada:
- Winnipeg-based Level It Up
- Autism Alliance of Canada
- Ready, Willing & Able – a national initiative designed to increase the labour force participation of people with an intellectual disability or on the autism spectrum.
- Autism Speaks Canada
As we strive to build more inclusive workplaces, increasing neurodiversity can make us more innovative, productive and successful. Let’s celebrate the unique strengths and perspectives that individuals with autism bring.
In recognition of the important work done by Level It Up, and their assistance in reviewing this post, MLT Aikins has made a donation to Level It Up Manitoba.