Globally there is a large autism employment gap. Estimates suggest less than 29% (ons.gov.uk) of autistic people are in any form of meaningful employment which aligns to their educational achievements.
Surveys by organizations such as the National Autistic Society reveal that most autistic people want to work and have much to offer; however, they are faced with barriers such as complex recruitment processes, lack of support at work, poor autism awareness in organizations, and employer prejudice.
of autistic people mask their autism, not comfortable disclosing it to their employers
(auticon and Deloitte, 2021)
of employers fear getting support and accommodations wrong for neurodivergent employees.
(NAS, 2016)
of global workforce is neuro-divergent and requires additional support for dyslexia, autism, and ADHD.
(British Medical Bulletin, 2020)
experience bullying, discrimination or harassment at the office.
(NAS, 2016)
Autism influences a person’s perception, cognition and emotions. As autism affects each individual differently, we refer to an autism spectrum. Just like everybody else, autistic people have unique personalities. The spectrum is three-dimensional and the diversity within the autism spectrum is infinite. That explains why auticon takes a person-centric approach: we want to create workplaces that work for people as individuals, rather than applying a one-size-fits-all formula.
“Autism isn’t an additive that merely alters a neurotypical brain, it isn’t super-juice, it’s a whole perspective.” – Aidan
We believe affecting change in one life is the starting point for changing society. We therefore measure our social performance through the difference auticon makes to the lives of our autistic colleagues, the impact on our customer organisations, and the role we play in creating awareness of neurodiversity in society.
Between 15-20% of the global population are neurodivergent. 2% are estimated to be autistic. Despite many autistic people being talented, qualified and keen to work, only 29% of autistic people are in full time work. Within the autistic workforce, a vast majority are under-employed, working in jobs that they are over-qualified or over-skilled for.
Autism and co-occurring neurodivergent conditions such as ADHD, dyslexia, dyspraxia may impact a person’s ability to perform in a job interview, in social situations with colleagues, and in managing project deadlines. Additionally, mental health conditions such as anxiety and depression are distinct factors. It is estimated that 20% (British Medical Bulletin, 2020) of people are recognized as neurodivergent.
This makes it highly likely that you are working alongside someone who is neurodivergent. Neurodiverse people are affected throughout the employment lifecycle: from applying for a job, through the recruitment and onboarding processes, and on to retention.
“Neurodiversity is a topic for the entire society. Even people considered ‘typical’ think differently from each other, have to compensate and mask. The neurodiversity discussion can benefit everyone.” – Benjamin
Whether an autistic person experiences their condition as a disability or not depends on the individual. Some self-advocacy and autistic pride movements do not see autistic people as disabled – they see the environment as the limiting factor. To others, autism itself can be very disabling. Either way, it is important to recognize that all autistic people are entitled to reasonable adjustments.
“The biggest change for me since joining auticon is not having to convince people that I need accommodations.” – Brooke
Our clients experience our autistic teams first-hand, achieving diversity goals and breaking down stereotypes. As a result, auticon builds awareness around neurodiversity, improves internal practices, and contributes to our clients success through the work of our highly skilled consultants. “I now have a much thorough understanding of the positive workplace contribution that someone with autism can make,” responded one client in our recent Impact Report survey, “and what autism actually is.”
“It is inspiring to see the growth of auticon in the UK and worldwide. auticon has the potential to transform lives from a sense of societal exclusion that comes with underemployment to the sense of inclusion and being valued for talents through high quality employment. Employment also improves mental health and autonomy, through financial independence. And client companies benefit too, from the diversity and originality that autistic employees bring to the job. I’m proud to be an advisor to the auticon board.”
– Professor Simon Baron-Cohen
University of Cambridge
“Autism: In conversation with auticon” is a new podcast from auticon, a global IT consultancy whose consultants are all autistic. The series is designed to drive awareness of the realities of autism in the workplace, from the merits of hiring neurodiverse talent, through to some of the more common challenges faced by autistic adults navigating the workplace. Hosted by Carrie Grant, each episode features interviews with leading voices on autism, including figures from the business world, social media influencers and autism academics.
