Autism as an opportunity for untapped potential

By Andrea Vincent 

Many revolutionary figures in history have been considered to have autism as a result of their abilities to think creatively, focus intently and challenge conventional thinking. The art of Michelangelo, actors like Sir Anthony Hopkins, musicians such as Mozart, life-changing inventions by Nikola Tesla, activists who have stood up in the face of adversity such as Greta Thunberg, scientists who have shaped our understanding of the world like Temple Grandin and writers such as George Orwell have captivated our imaginations and encouraged us to view the world from a new perspective. These people demonstrate the traits of autism and illustrate it as an opportunity to tap into human potential that is often overlooked and underestimated. 

To gain a more comprehensive understanding of autism in the workplace, researchers at La Trobe University, in Melbourne, Australia undertook a three-year study to examine employment outcomes for people with autism. To facilitate the process, some employees were identified to provide assistance through strategies in mediation, advocacy and support in guiding new employees with autism as they integrated into the work environment. This support during the transition process is often a critical component for maximizing positive long-term employment success.  

Upon conclusion of the study, participants indicated that they felt the experience had demonstrated positive outcomes. Key reflections included the ability of people with autism to identify and detect errors often missed by employees who had been working for longer and who had the benefit of more training (Hedley et al., 2017). The unique perspective of people with autism encourages observation of details regularly overlooked by neurotypical employees. Additionally, people with autism are often able to view problems from angles frequently not considered by others (Hedley, et al., 2017). The ability to view obstacles from a unique perspective is essential for problem solving and is a trait from which many workplaces can benefit; yet without a neurodiverse environment, these perspectives are often underrepresented. 

In addition to direct employer benefits, the integration of individuals with autism into the work environment can also have a positive impact on employee satisfaction. In the study conducted by Hedley et al. (2017), many of the employees who worked alongside individuals with autism indicated that they were proud of the work these new employees had contributed to the organization, and some expressed satisfaction in participating in an opportunity that was helping to change perceptions. 

Providing an environment where individuals feel that they are valued is important for employee retention, and creating an environment where employees are part of the process of contributing to progressive collective change can foster an environment of positivity and increased productivity. 

Individuals with autism present an untapped potential as their advantages in reliability, attention to detail and visual skills often outweigh the cost of occupational adaptations required when compared with accommodations for other disabilities (Hayward et al., 2019). Additionally, it is believed that many of the strategies that can help individuals with autism successfully integrate in the work environment are beneficial for all employees (Hedley et al., 2017). Clear and concise expectations, visual schedules and reminders, organized environments and connections with individuals who can help provide support and guidance in the workplace as necessary are all strategies from which the majority of employees benefit. When employers commit to inclusive hiring practices, create a work environment responsive to all employees and integrate supportive transition practices, they are able to capitalize on the untapped potential individuals with autism can bring to a neurodiverse work environment. 

Andrea Vincent is a graduate student at the University of New Brunswick in the field of Adult Education. She has been working with people with disabilities for over two decades and believes in recognizing the potential that lies within each disability by focusing on the positives, and facilitating successful transition outcomes. 

References 

Hayward, S. M., McVilly, K. R., & Stokes, M. A. (2019). Autism and employment: What works. Research in Autism Spectrum Disorders, 60, 48-58. doi:10.1016/j.rasd.2019.01.006 

Hedley, D., Cai, R., Uljarevic, M., Wilmot, M., Spoor, J. R., Richdale, A., & Dissanayake, C. (2017). Transition to work: Perspectives from the autism spectrum. Autism, 22(5), 528-541. doi:10.1177/1362361316687697