Neurodiversity and Autism

in the workplace

Charlie HartHR Systems Analyst, Group HR

Neurodiversity

Recognising and respecting neurological differences such as:

• Autism (autistic spectrum)

• Attention deficit hyperactivity disorder (ADHD)

• Dyspraxia

• Dyslexia (the most common neurodiversity)

• Dyscalculia

• Acquired neurodivergence (due to stroke or brain injury)

• Tourette syndrome

What is autism?

• Autism spectrum disorder (ASD) is a lifelong developmental

condition that affects how a person thinks, communicates

with and relates to other people, and how they experience

the world around them

• Around 1% of people (700,000) in the UK are autistic

• An invisible condition, although traits may be noticeable

• Natural cognitive difference, a variation in the human genome

– Not an illness, not a mental health condition, cannot be cured

– Not caused by vaccines, nor “refrigerator parenting”

Autism ice-breaker quiz

Diagnostic criteria for autism

Social communication

issues

• Social-emotional reciprocal

issues

• Non-verbal communication

differences

• Difficulties forming and

maintaining social

relationships

(all of the above)

Restricted interests and/or

repetitive behaviour

• Repetitive movements, speech, play

• Insistence on sameness and need for

rituals or routine

• Unusually intense, highly-focused

interests

• Over-sensitivity or under-sensitivity to

sensory experiences

(two of the above)

Autism spectrum - not linear

Autism and associated conditions

My personal autism “journey”

• Grew up with brother with autism and learning disabilities

• Tomboy loner with intense interests

• One or two quirky friends

• Bullied for being unfashionable and clever (“square”)

• Self-esteem issues, need for validation, daring and reckless

• Unable to cope with university life, dropped out

• Chequered career of temporary jobs, never quite fitting in

My personal autism “journey” cont.

• Temp job in HR in 1999, sparked interest in people data

• 1st niche HR systems analyst role 2002, joined TLS in 2005

• Logical, analytical, methodical, meticulous, visual memory

• Social communication issues, meeting behaviours

• Easily overwhelmed, prone to anxiety and burn-out

• Embraced autism diagnosis 2018, openly declared at work

• Openness and understanding acceptance and support

Late diagnosis of autism

“Being diagnosed later in life is like

watching a TV show with a huge plot

twist revealed at the end of a season,

then re-watching it with this new knowledge,

picking up on all the foreshadowing, and

getting upset that you didn’t see all of it before”

@au_tastic_me #ActuallyAutistic Twitter

Autism social differences

Other challenges for autistic adults

• Meltdowns and shutdowns

• Autistic burnout

• Sensory processing sensitivities

• Anxiety, particularly social anxiety

• Alexithymia

• Hyper-empathy

• Executive dysfunction

Meltdowns

Meltdowns and shutdowns

Autistic burnout

Autistic burnout

Alexithymia

Executive dysfunction, sameness

Intensely-focussed interests

Self-stimulatory behaviour (stimming)

Other examples of stimming

Is Autism a disability?

• Equality Act 2010 definition of disability

– You are disabled if you have a physical or mental impairment

that has a ‘substantial’ and ‘long-term’ negative effect on your

ability to do normal daily activities

• Advantages of declaring or being open about a disability

– Protection from unlawful disability discrimination

– Statutory right to request reasonable adjustments

– Gain understanding and support from colleagues/managers

Autism talent profile

• Attention to detail

• Deep focus

• Observational skills

• Absorb and retain facts

• Visual skills

• Expertise

• Methodical approach

• Novel approaches

• Creativity

• Tenacity and resilience

• Accepting of difference e.g. LGBTQ

• Integrity

We all have individual skills, attributes and characteristics that are as

unique as our personalities – this is the power of neurodiversity

Autism: The Positives by Harriet Cannon, Disability Services, University of Leeds

Talent pool with high unemployment

• Employment figures for autistic adults:

– Only 16% are in full-time employment

– Only 32% are in some kind of paid work (full and part-time

combined)

• Compared with:

– 47% of disabled people employed

– 80% of non-disabled people employed

Research by National Autistic Society

What SRA do for neurodiversity

• Disability confident

– Level 2 and applying for level 3

– Guaranteed interview scheme

• Advertising on jobs boards such as Evenbreak

– Jobs boards specifically targeting disabled candidates

• Promoting SRA’s equality, diversity and inclusion policies

– Social media content

– Developing external-facing “culture code”

What SRA do for neurodiversity

• Proactive in offering reasonable adjustments to candidates

and staff who request them

• Disability impact assessments on wording of job adverts

and job descriptions

– Avoid “must be an excellent team-worker” or “excellent

communicator at all levels” if not critical to the role

– Writing the SRA way – informal and plain English

Neurodiversity inclusion for interviews

• Remember interviews are for finding out about what

candidates can do, not necessarily to test their social skills

• Consider the interview environment – Too bright, too dark, too loud etc.

• Are the interview questions suitable? Are they clear?– Avoid "tell me what makes you a great team player?”

• Allow time for candidates to process the question– Don’t penalise processing delays, allow 8 seconds to think

– Consider sending questions in advance?

SRA Jobs website: D&I statement

...

SRA Jobs website: D&I statement

…

SRA Jobs website: D&I statement

Neurodiversity inclusion at work

• Be accommodating to people with sensory issues

– Headphones/earphones

– Avoid meetings in noisy areas, everyone talking at once

– Comfortable clothes and/or shoes

– Lower lighting, sunglasses, anti-glare screens

• Be understanding when autistic people get overwhelmed

– Fresh air break or a coffee break

– Extra home-working days

– Adhoc “self-care” days (annual leave)

Neurodiversity inclusion at work

• Challenge your expectations about social behaviour

– Small talk… we may not ask about your holiday, or remember

your spouse, child or dog’s name

– Awkward greetings! “Y’alright Charlie?”

– Be aware of anxiety caused by telephone calls and desk visits

• Be forgiving and patient of our social reciprocity issues

– Passionate about the topic + lack of awareness of social

cues = I may interrupt you or dominate your meeting

– Let us know when to stop talking, but not with “subtle hints”

Video case study

Quinn

#ActuallyAutistic

Works in manufacturing and commerce industry

https://youtu.be/qoL-oNZO66s

World autism awareness month

Conclusion

• Neurodiversity inclusion is within reach, but does require

conscious effort

• Advantages outweigh the time and effort to adjust

workplaces and work processes to be inclusive to people

with alternative thinking styles

• Adjustments are usually free and easy to implement

• Being open about our differences unlocks understanding,

acceptance and support, so we can all thrive as our

authentic selves

Neurodiversity inclusion

Any questions or feedback?

Charlie Hart