From Misunderstood to Empowered: Navigating Autism in the Job Market
Introduction: Eden Alon is an individual who identifies as autistic. Over the past 5-6 years, he has been dedicated to disability advocacy, actively leading workshops on the fundamentals of the neurodiversity paradigm, collaborating with nonprofits, speaking at events, and serving as a JEDI (justice, equity, diversity, and inclusion) delegate within the graduate student government at Clemson. Recognized by the ICT Accessibility Council in Clemson for his remarkable contributions, Eden was honored with the prestigious Presidential Citation for Service and Excellence at Clemson. His primary focus revolves around Diversity, Equity, and Inclusion. Incorporating disability justice in their framework and challenging societal attitudes towards marginalized groups. Driving systemic changes that address deeply rooted issues.
When mentioning the words "disability" or "disabled,” different thoughts may arise. Some perceive disability as negative or a sign of helplessness, but for individuals like me, it is an integral part of our identity and adds value. Unfortunately, many autistic individuals share the former view, perceiving their autism as a weakness and blaming themselves for the challenges they face. This internalized ableism leads to avoidance of discussing their disability.
These mindsets aren't their fault; they reflect a larger issue in society's perception and treatment of disabled individuals. Ableism encompasses not only systemic discrimination but also violence and devaluation against disabled people. To illustrate this, A study mentioned by the ADA National Network revealed low disclosure rates—only 39% to managers and even less, 24%, to coworkers. Forbes reported that just 4% of companies mentioned disability disclosures. The reasons behind these numbers are consistent with my personal experience: employees fear harassment, being perceived as less capable, and worried about how it may affect their career growth or chances of promotion.
The challenges don't end there, particularly when it comes to autism and employment. Politico states that one-third of adults with autism work over 15 hours a week, barely unchanged since 1991. Research shows 61.42% of surveyed adults with autism were employed, while 38.58% were unemployed. Also, the U.K’s Office for National Statistics (ONS) indicates that only 22% of autistic adults are employed in any capacity. Stories of bias, harassment, and misunderstanding in the workplace are common too. There was one story I heard where an autistic worker was told by their manager that they were labeled “weird” by their coworkers and their stimming made people “uncomfortable.”
As an autistic disability advocate, I understand moments of self-doubt and concerns about discrimination. We have a long way to go for inclusive workplaces. What I can do is offer advice on self-advocacy and share recommendations for employers.
1. Self-compassion: How you view yourself and the words you use matter in self-advocacy. Center yourself and avoid harshly judging the traits that make you who you are. Instead of saying you’re "sensitive" or "soft," recognize your compassion and perspective. Ableism devalues disabled people, and harmful messages from family, media, and schools reinforce this. Don't let being called "strange" or "weird" define you negatively; see it as being unconventional or unique. Disability isn't a bad word but a strong part of your identity, like religion or gender. Non-disabled people shouldn't force us to change who we are.
2. Being educated about resources: Familiarize yourself with available resources on accommodations, communities, and your rights as a job seeker.
- ADA national network : Offers information on the Americans with Disabilities Act (ADA) and guidance via email or phone.
- Jan Job Accommodations Network: Provides invaluable guidance on workplace accommodations and a toolkit for employers. You can look up the disability you have on that website, and it will provide accommodations ideas you can request from your supervisor.
- Non-profits that are led by autistic people: The Autistic Self Advocacy Network and Autistic Women & Nonbinary Network offer informative and transformative resources.
3. Knowing when to disclose disability: There's no "right" way to disclose your disability; it's a personal choice. Generally, disclose when accommodations or job performance are affected. Consider the company culture, your situation, and the benefits and risks. If you disclose, a pro tip I have is to discuss accommodations through email and keep a record by forwarding the emails to a sperate account.
To employers aiming for inclusive workplaces, focus not on increasing disabled hires but asking the question on why disabled individuals should choose your company to work at. Provide opportunities and a culture that fosters belonging. If pursuing Diversity, Equity, and Inclusion, disability is a vital aspect that shouldn’t be forgotten. Respectful workplaces prioritize employees feeling respected.
My last message is to all autistic job seekers: You are enough and qualified in your chosen field. Uplift yourself and others experiencing similar situations. Disability isn't helplessness; it signifies membership in a vibrant community that takes pride in its unique identity. Acknowledge and reward yourself for the achievements and progress you have made in your journey. Trust me, you deserve it.
