Today’s workplace is constantly looking for new and innovative ways to increase diversity and as a result increase profits. One workplace issue that is fast coming to the forefront is the idea that individuals with Autistic Spectrum Disorders are entering the workplace in record numbers. As an employer, you must find a way to cost effectively tap this resource and provide a financial return on your investment for your business.
Individuals are being diagnosed more than ever before. They were always there, just perhaps labeled rude, or weird previously. No longer is the idea of someone with Autism only the musical savant who cannot speak. Popular television has begun to address this issue by creating characters such as Boston Legal’s, Jerry Espenson, a fictional characterization of a brilliant lawyer with Asperger Syndrome (AS) or Parenthood’s character, Max, who is an eight year old diagnosed with Asperger’s.
More and more literature is arriving addressing for both the individual on the spectrum and the employer what Autism is, how it may affect the individual, and how the individual and the employer can work together to implement appropriate and reasonable accommodations. One such work is Asperger’s on the Job by Rudy Simone. The book is fantastic. It addresses at a high level for employers (and those on the spectrum) what AS is and what works. It provides bulleted pointers for both the individual with AS and employers at the end of each chapter.
Make no mistake, if you are an employer of any size, you have either employed, or currently employ, someone on the spectrum. It is an inescapable truth. Current estimates place the number of individuals on the autistic spectrum as somewhere between 1 in 150 and 1 in 300 people…and it’s growing! Employers need to be prepared for this population not only because they are legally required to do so under the ADA or because it’s morally correct. They need to do so for their own financial well-being. Individuals with AS typically have average to above average intelligence and have a record as out-of-the-box thinkers and problem solvers. These are the individuals who thrive when provided a challenging task and asked for a solution (especially if it interests them). Typically, individuals on the spectrum are loyal (provided they are valued), dependable, and rule-abiding. An employee with AS can be an employer’s dream employee, or, if you are not prepared, your worst nightmare.
People with autistic spectrum disorders such as AS struggle with social interaction. They may have difficulty with small talk or social niceties. Some have difficulty with crowds or remembering faces and names. Most will struggle with eye contact. It’s not that they are being rude, eye contact is distracting. The social difficulties alone can cause great harm in a workplace setting as interpersonal relations suffer and the individual with AS becomes withdrawn. This can all be avoided with understanding.
Others with AS will have sensory sensitivities. These may include sensitivity to noise, smell, visual stimulation, or even touch. It is important for employers to recognize the limitations of the individual, not Autism in general. It has been said, “If you know one person with AS, you know one person with AS”. The syndrome affects individuals in just that way…individually. So, as an employer, ask what the person struggles with, observe, and accommodate (AOA for short).
This may mean that a person with AS get’s a cube away from the noise, or an office if feasible. It may mean more frequent breaks for that person. It may also mean agreeing upon verbal cues. For instance, a person with AS is an information junkie. They like to share it too. This may mean instead of getting a yes or no answer you get yes or no and then the history of the Constitution. Agreeing in advance to a queue in such as: “Just a summary please,” or “One sentence”, will help the person with AS to adjust their answer according to the situation.
Remember: the individual with AS may appear to have no struggles because they do not have a wheelchair or visual aids, however, they are struggling daily to navigate successfully a strange world for which they have little understanding. The best thing you can do as an employer is read, research, and go to seminars on Autism. A little understanding by you will go a long way in achieving the value you wish to gain from your employee. I know. I have Asperger Syndrome.
Peter Rousseau is a professional in Human Resources with 10 years of experience. He holds a Master’s Degree in Labor and Policy and is certified as an SPHR. He currently works as a consultant on HR and workplace compliance issues. He also provides presentations to employers and professional groups which look at Autism and Asperger’s sharing his firsthand experiences and cost saving ideas that involve employment of individuals with Autism. More information can be found via his webpage at: hubpages.com/hub/AspergersandHR
