Autistic professionals can outperform their neurotypical peers by as much as 140% in job settings that align with their strengths, according to Harvard Business Review. However, this finding should not be universally applied to all autistic individuals. Research has highlighted that those on the autism spectrum can offer unique skills to the workplace, such as the ability to understand complex systems, focus deeply on tasks, and demonstrate reliability and loyalty.
Despite these advantages, the unemployment rate for autistic individuals is alarmingly high, reaching 78% in the U.K. and 85% in the U.S. A 2020 survey of U.K. employers revealed that half of the managers would hesitate to hire someone with neurodivergence, pointing to widespread discrimination.
This bias stems from systemic issues, including the job application process, which is tailored towards neurotypical individuals. The conventional advice on succeeding in job interviews often forces autistic individuals to mask their true selves to appear more neurotypical, a practice that can lead to stress, burnout, and job loss.
The discussion on autism in the workplace needs to be led by those who experience it. Autistic individuals should be at the forefront of conversations aiming to dismantle stereotypes and promote inclusion.
Autism, a developmental condition, influences one’s sensory, social, and communication experiences and presents differently across the spectrum, including between genders. It’s not a cognitive, learning, or mental health disability, though it may coexist with these conditions.
For neurodivergent employees, feeling a sense of belonging and being able to be themselves at work is crucial. It’s up to employers to foster inclusive environments that recognize and value the diverse experiences of all employees.
Everyone has a role in advocating for workplace inclusivity. For autistic professionals, disclosing their autism is a personal choice that can be made at any stage, whether to request specific accommodations or after establishing trust within the team. Disclosing one’s needs can also highlight their strengths, like the ability to focus in a quiet environment, contributing positively to their productivity.
As business leaders and champions of diversity, we’ve seen corporate recruitment strategies evolve to embrace neurodiverse talent, particularly in tech and consulting fields, aiming for a competitive advantage. However, this approach has mainly benefited two groups: autistic individuals with either high support needs or highly specialized skills, such as software development and financial modeling. This leaves out a significant segment—referred to as the “missing middle”—who possess valuable abilities yet lack opportunities to showcase them.
This missing middle includes neurodivergent people skilled in focusing, detail orientation, and systematic task execution, valuable in roles like accounting, data management, inventory control, and digital marketing. Recognizing and utilizing this untapped talent pool offers businesses a chance to flourish by making thoughtful accommodations like clear communication, structured routines, and sensory-friendly workspaces.
In the U.S., with millions of job vacancies and fewer unemployed individuals, including neurodivergent and other disabled people in the workforce is not only economically wise but also provides them with dignity and societal participation.
The misconception that individuals without unique talents are less capable is debunked by the successes of ventures like Ventures ATL, a nonprofit providing data-management services, showcasing the remarkable capabilities of the neurodivergent workforce. Experiences with such organizations demonstrate the value and potential of the missing middle, encouraging more inclusive hiring practices.
Organizations like Café Joyeux, Rising Tide Car Wash, and Spectrum Designs have also proven the significant contributions neurodivergent individuals can make. Efforts by Autism Speaks through its Workplace Inclusion Now program further highlight the diverse roles autistic employees can excel in, from marketing to scientific research.
Alternative interview techniques and training programs can better accommodate neurodivergent candidates and employees, emphasizing the importance of adaptable work conditions and support for individual needs. Embracing the missing middle not only fills job openings but also fosters a more inclusive and prosperous business landscape. This approach benefits individuals, companies, and the nation as a whole.