More and more is known about neurodiversity, including autism, and the importance of diversity and inclusiveness in the workplace. Employers have a very important role in creating a work environment where people with neurodiverse brains, such as autism, are comfortable in their work and can use their talents. But what does an autism-friendly workplace look like?
It is important to take into account that everyone with a neurodivergent brain is different and therefore needs different things. It is therefore very important to have an open conversation with your neurodivergent employee, discuss what is needed and how this can be arranged.
The points below will help in creating an autism-friendly workplace.
A good understanding of autism and being open to other than standard possibilities is essential for creating a supportive work environment. It would be good for employers to invest in training and workshops on autism. In which they learn about the neurological differences, potential strengths and challenges of people with (suspected) autism.
Are you understood at work? Is attention paid to what you need?
Flexibility in the work environment can also be very important for your autistic employee. Employers can make various adjustments, such as providing quiet workspaces where employees can retreat (e.g. when overwhelmed by sensory stimuli). In addition, flexible working hours and the possibility of working from home can bring a lot of peace to the person with ASD.
What adjustments have been made for you in your workplace? Are there any adjustments that have not been made that you desperately need?
Another important point, where things still tend to go wrong, is clear and direct communication. Employers should ensure clear and concrete work instructions and expectations. Using visual support can help enormously. Think of flow charts, checklists and possibly drawn meeting minutes. This improves communication and prevents misunderstandings.
Is communication in your company clear and direct? Or is everything being said, without it being clear what is expected of you?
Managers, team leaders and colleagues play a major role in creating an inclusive work environment. Offering training on diversity in the workplace, including specific guidance on working with colleagues with (suspected) autism, is important here. Encouraging open communication, empathy and understanding can significantly improve team spirit. This positively influences the work culture and allows the talents of team members to be used to their full potential.
Is training on neurodiversity and possibly autism offered at your company? How is this dealt with?
Development within the workplace is important for all employees, including those with (suspected) autism. You can think of offering career guidance, mentoring programmes and professional development training. Recognising and utilising the unique strengths of your employee with autism can lead to a valuable contribution to the team and the organisation.
Do you have the option of career or autism coaching, a mentor to support you or training courses for your professional development? How important is it for you to (do) have these opportunities?
It is important that executives and senior management layers within the organisation are committed to inclusion and diversity, including autism. By leading by example and emphasising the importance of an autism-friendly workplace, they promote a culture of acceptance and support. This can include allocating budget for training and development and implementing inclusive policies.
Does your company have a management focus on inclusion and diversity? Does your company have a Diversity and Inclusion policy? This can often be found on the company’s internal communication site or website.
Creating an autism-friendly workplace requires commitment, understanding and action from employers. Fortunately, I see more and more employers paying attention to this. Unfortunately, there are also still many employers who pay no or too little attention to this.
By taking practical steps such as providing adaptations, promoting clear communication and investing in training and development, employers can create an environment in which all employees, including people with (suspected) autism, can thrive.
This inclusive approach benefits not only individual employees, but also the organisation as a whole. By embracing diversity and harnessing the potential of all employees. With an autism-friendly workplace, organisations can not only increase their talent pool, but also have a positive impact on their employees’ productivity, innovation and well-being.
How is neurodiversity and inclusion support in the company where you work? Do you run into all kinds of problems at work and could use support? For instance in reducing your stress, dealing well with change or setting up a platform within your company where neurodivergent people can come together and support each other?
Request your free session now! In this session, we will discuss what you are struggling with and how I can help you. We will hold your free session of about 30 minutes in my practice or via Teams.
Request your session here.
By the way, did you know that employers often have budgets for employees that can be used for personal coaching and programmes such as Rest and Balance at Work?
Would you also like to learn how to divide your time and energy so that you can do the right things for you? So that you no longer constantly do what others want or expect of you? But so you can do the things you find important?
Request your session here.
