Flourish eMAG Apr 25 - Flipbook - Page 22
Such barriers are consistently impacting
people with autism and their ability to
successfully secure employment. Further
research by Charles Sturt University argues
application processes, workplace adaptations,
communication, and social interactions are
presented as obstacles.
In addition, contemporary workplace
practices, often request disclosure of a
candidate’s neurodiversity. Such requests can
lead to fears of discrimination, compounded
by workplace and societal stigmas or possible
past experiences the candidate may have
faced during previous hiring processes. So,
what can workplaces do to make their work
environments more inclusive for autistic
people?
MAKING THE WORKPLACE MORE
ACCESSIBLE FOR PEOPLE WITH
DISABILITIES AND AUTISM
Making a workplace more inclusive takes
more than a DEI statement on a job ad. It
entails meaningful adjustments to make
people with neurological conditions feel safe,
comfortable, and valued. Creating inclusive
workplaces takes a top-down approach:
training managers and leaders to understand
the needs of people with disabilities.
In reality, people with autism offer an
abundance of skills that will boost your
organisational output. For example, a research
article identified that people with autism offer
