Kimberly Frey Consulting

As April comes to a close, so does Autism Awareness month. There has been a lot of attention paid to Autism over the last 30 days, but it can’t stop here.

A little over 5.4 million adults in America have an Autism diagnosis along with approximately 1 in 36 children (up from previous numbers of 1 in 44). This equals to a little over 2% of the American population. More parents are aware of Autism and its early indicators, which means that higher numbers of children are being diagnosed. More adults are learning about Autism and how it impacts a person’s functioning, which means that there are higher numbers of individuals being diagnosed later in life. All of this means that the Autistic population will continue to grow and workplaces need to be ready for them.

Current statistics show that approximately 85% of adults with Autism are unemployed. Contrary to popular belief, the primary reason for this disproportionate number is not because Autistic folks are incapable of having a job or are not interested in being employed. When you speak with those in the Autistic community, they are quick to explain that workplaces are simply not equipped to be spaces that are accessible, supportive, and inclusive for Autistic folks – or any other neurodivergent individual.

The only way to change the unemployment rate for those with Autism is for businesses to begin to fundamentally change how they approach their hiring, on-boarding, and employment practices. Business leaders need to realize that making these changes will not only help ensure that Autistic folk are better able to find (and keep) employment, but will also be supportive environments for individuals without disabilities, especially since we know that a rising tide lifts all boats. Being able to tap into the strengths of the Autistic workforce opens a business up to all of the benefits that a diverse workforce can bring.

Yet just being able to create supportive practices that make the employment process more accessible for those with Autism isn’t enough. Businesses must do more to create access and foster inclusivity and belonging if they are going to be able to retain the employees they worked so hard to find. Often employees with Autism leave a position that they felt was well-suited for them due to not getting the support they needed from their leadership and/or colleagues. Creating a positive work culture and climate is crucial if an organization wants to keep its valued employees, and not just those who have Autism.

If you are a business owner, team leader, people manager, human resources officer, or work in any type of role that supports hiring and retention processes or employee professional development, let’s connect. As someone who has been doing this work for close to thirty years, I can help your business move beyond Autism Awareness in April to Autism acceptance, inclusion, and belonging all year long.

Image from: https://www.barrierfreemd.com/blog/autism-awareness-vs-acceptance and created by Maisie Moore she/they – Autism Advocate @mini.moores