Discrimination holds people back - not autism or disabilities!
In the UK, the disability pay gap stands at 14.6%[1], and the government’s own Buckland Review of Autism and Employment acknowledges that only 28% of autistic people are employed in the UK [2].
Why are these figures so alarmingly high in a world seemingly so passionate about fostering inclusive approaches?
The Gap Between Policy and Practice?
Reasonable adjustments are meant to create a level playing field for autistic employees. However, a concerning gap exists. Despite Access to Work often fully funding support, in very rare cases, autistic workers struggle to obtain the adjustments they need. Unison calls for a two-week response deadline where employers should consider, deny or agree to reasonable requests [3]. Remember, unreasonable denials of adjustments can be considered discrimination under the Equality Act 2010 (Section 21) [4]. Seek support from your union, Citizens Advice, or ACAS if you face this issue.
Toxic Work Environments are a Breeding Ground for Lost Talent
Workplace toxicity, fueled by behaviours like yelling at employees or discriminatory treatment, creates a breeding ground for fear and lost talent. Failing to address such harassment normalises it, leading to a dangerous cycle:
Abusive senior managers promote similar individuals ➡️ pushes out valuable employees ➡️ toxic environment rife with bullying, harassment = low morale, catastrophic impact on productivity and exponential rises in costs.
A solution should never be to force victims out and into redeployment. Employers should hold bullies accountable, fostering a culture where respect and psychological safety are paramount. Again, seek support from your union if you face this issue.
Harnessing Neurodiversity - The Power of Autistic Strengths
Celebrating neurodiversity and unlocking its potential. Dr. Temple Grandin's famous quote, "The world needs all kinds of minds," perfectly encapsulates the value autistic people bring to the workplace. Here are my five key strengths that can be immense assets:
Creativity and Innovation: Autistic individuals often approach problems from unique angles, leading to creative solutions.
Honesty and Integrity: Straightforward communication fosters transparency and trust within teams.
Attention to Detail: A keen eye for detail ensures accuracy and high-quality work.
Pattern Recognition: Natural pattern seekers and autistic people excel at identifying anomalies and hidden trends in data, visuals, and various fields.
Specialized Knowledge and Interests (Autistic Special Interests): Often possessing deep expertise and passion for specific niche areas, autistic individuals can become invaluable resources, information and knowledge. Coupling this with a strong memory and dedication, they can be incredible assets.
Beyond Strengths - Autistic Employees as Agents of Change
Research by York University highlights another strength: a reduced susceptibility to the bystander effect [5]. This means autistic people are more likely to intervene in situations where others might hesitate. This translates into several benefits for the work environment:
Increased Accountability: A willingness to take responsibility and act when someone needs help.
Stronger Ethical Standards: A focus on integrity, promoting a more ethical company culture.
Improved Team Dynamics: Faster conflict resolution and a stronger sense of camaraderie through support for colleagues.
Enhanced Safety: Employees who intervene in potential safety hazards create a safer work environment for everyone.
By recognising and harnessing the diverse strengths of autistic employees, businesses can foster a more inclusive, innovative, and thriving workplace.
This blog was written while I was experiencing autistic burnout, sitting in a cafe, at a time when I was struggling to vocalise my thoughts.
Written by John Hugill
May 2024
References:
[1] https://www.tuc.org.uk/research-analysis/reports/jobs-and-pay-monitor-disabled-workers-23
[3] https://committees.parliament.uk/writtenevidence/126536/pdf
[4] https://www.legislation.gov.uk/ukpga/2010/15/section/21
[5] https://neurosciencenews.com/autism-bystander-effect-25105