Diversity Inclusiveness: Autism

As companies expand and venture onto new horizons in order to achieve success beyond numbers, it is extremely important that management and corporate accommodate autistic employees. This is a silenced topic for decades on end, and even though inclusiveness is practiced in the workplace, it is to a rudimentary extent. HRMatrix strives for a diverse and inclusive workplace culture. HRMatrix believes in ensuring quality workplace environments that accomodate needs. We value and validate differences and rather welcome them to inspire a hopeful transition that makes everyone feel included.

It is a known fact that the preconceived notions of autism prevent proper assessment, making it difficult to accommodate. As a result, companies often precariously fail due to the absence of knowledge or due to a willing ignorance. The hard truth is autism is perceived as not a difference, but a flaw- which is most definitely not true. HRMatrix does not even advocate that there is a fine line between the two (difference and flaw), and that is why we are bringing this subject thoroughly into light. Autism is a misunderstood disorder, but it is not hard to comprehend the spectrum. Remember that there is a spectrum involved, and that not all autisitic people are the same. The range and severity are to be measured with accuracy and open mindedness, because each person varies as they observe different symptoms. The symptoms we are most accustomed to are obsessive interests, repetitive behaviors, and communication difficulties. Autism must be recognized through its subtypes as each person has their own sets of challenges and strengths. 

90% of adults with autism cannot find employment, and are here to change that statistic for the better. To actuate the increase of recruitment, employment and retention, we must confront the weaknesses and support strengths. Let’s first confront the common “weaknesses” in the workplace realm. 

People with autism have trouble with:

  • Time management skills

  • Emotional intelligence

  • Social skills

  • People skills

  • Conflict communication skills

As listed, companies must accept and recognize that people with autism have a hard time with communication. This can hinder social resolution in the place of conflict, but with enough comprehension, management can learn how to coordinate and work accordingly to ensure long term employment for people with autism. Social interactions are not easy under the known circumstances, but here is a list of helpful tips to help accommodate austic employees. 

  • Let’s first consider sheltered employment. 

    • This is where employees receive thorough and accurate training to solidify workplace routines. These practices help employees build necessary workplace skills.

  • Another method to consider is supported employment. 

    • The employee is provided a support system that understands their unique challenges and can handle scenarios of conflict. Supportive employment can also mean the job is tailored to suit the employees comforts and strengths.

  • The last method a company can try is competitive employment. 

    • The employee is provided a private location at the workplace so they may not be interrupted by social interaction as this can potentially be an issue (depending on the symptoms).  The employee is to work independently in this case. 


So as discussed, people with autism only need efforted assessment in order to properly accommodate. We need to move past the judgements and ignorant inclinations that exclude people of differences. As we venture forward, we need to preserve virtue and correctness to prosper.