The mission of ISAW is to support employers and in their understanding of issues relevant to autism and employment. Through in-person trainings, online modules, and ongoing supports, we work to increase employment for workers on the autism spectrum. All trainings and modules are being developed by Bev Harp and Brittany Granville, whose understanding of autism derives from personal experience as well as from peer-reviewed literature and experience gained through working with other autistic adults.  The work is being overseen by a subcommittee of the Kentucky Advisory Council on Autism.

 
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Frequently Asked Questions

Why hire autistic workers?

    Why not? Autistic people, in general, make reliable, consistent, punctual, loyal, and honest employees. Autistic employees tend to approach problems differently. Adding these diverse thinking styles to your team can support innovation and decision making.

    What’s more, people tend to view companies that hire people with disabilities more favorably than those that do not.

    See our video on why you should hire autistic people here: https://vimeo.com/339555869

    How can I tell if the person will be a good fit if they don’t say much in the interview?

    Interviews can be difficult for autistic people who are qualified for the position to which they have applied. The personal biases and snap judgement of the interviewer can see an interviewee who doesn’t make eye contact, has a monotonous tone to their voice, or short direct answers as being bored or uninterested in the position when that may not be the case at all.

    For interviews, we recommend

    • Email the interviewee a list of potential questions before the interview.
    • Give the interviewee a printout of the questions or information about the company (annual report or corporate hierarchy map) that they can focus on, instead of worrying about making eye contact.
    • Some autistic people may communicate best through writing. If you are doing a remote interview, allow the autistic candidate to respond using the chat box if preferred.
    • Provide pens and paper in the interview room for note taking.
    • Use fewer open-ended questions and alternate with easier questions.  
    • Slow down the pace of the interview.
    • Allow for extra time for responses.
    • Try a “traveling” or “walking” interview, where the interview takes place during a guided tour of the workplace.
    • Offer an opportunity to solve a problem or demonstrate skills related to the job.

    For more information on the hiring process, see our video here:

    Part 1: https://vimeo.com/208505889

    Part 2: https://vimeo.com/208520458

    What kinds of jobs are autistic people good at?

    All of them!

    Articles listing jobs for autistic people might suggest quiet, solitary careers that require attention to detail like computer programmer, proofreader, accountant, or librarian. But autistic people are all different, just as non-autistic people are different from one another. One person may prefer data analytics, but you could also find an autistic person who loves interacting with people and doesn’t mind a loud or busy workplace. They might thrive as a waiter or in customer service.

    Autistic people, while varied, will often work best in fields related to their special interests. Special interests are intense interests that drive an autistic person to dedicate all or most of their time learning about or participate in them. For example, many autistic people enjoy working with animals and find fulfillment as veterinarians, trainers, pet groomers, herpetologists, or zoologists. Well-known autistic advocate, Temple Grandin, works to promote ethical treatment of livestock. An autistic person with an interest in film might be well suited to be an editor, script revisionist, actor like Chloe Hayden or Dan Aykroyd, or a director like Tim Burton. On the other hand, some autistic people prefer to keep their interests separate from their employment so that the enjoyment is not diluted. For instance, an autistic person with a special interest in comics may not want to pursue drawing comics as a career.

    The ‘right’ job for an autistic person is one that suits their individual needs and interests and should not be limited to one or two stereotypical jobs. Most importantly, an employer who understands autism and is comfortable with autistic people.

    What kinds of accommodations do autistic people request? How much will it cost?

    The needs of an autistic worker vary from one individual to another. Workers may be hesitant to request accommodations themselves, so it helps to have open communication with them and ask outright if they need anything that will make it easier for them to do their job.

    Common accommodations that autistic people ask for include:

    • Being allowed to wear noise cancelling headphones.
    • A cover for fluorescence lights.
    • Being allowed to wear sunglasses.
    • Being allowed to use non-disruptive fidget toys.
    • Requesting a written task list or instructions.
    • Uniform adjustments or variations that can help the worker be more comfortable. (ex. Allowing a work apron or name tag rather than a mandatory work shirt.)
    • Being allowed to communicate via text or email.
    • More frequent short breaks, rather than one long break.

    These accommodations tend to be fairly inexpensive and might include things that the employee already owns (like sunglasses or headphones).

    See our video on accessibility and accommodations: https://vimeo.com/345975850

    What makes a company attractive to autistic workers?

    Autistic workers appreciate companies that offer things like flexible hours and opportunities for advancement. Organizations that employ Universal Design and/or provide accommodations with minimal hassle are appreciated as are businesses that actively seek a diverse workforce.

    Autistic employees benefit most from having a supervisor who understands autism and who communicates clearly (Diener, et al., 2020). Martin, et al. (2023) found that autistic people desired more substantial relationships with and feedback from their supervisors than the average employee. These relationships benefit the employers as well. Supervisors willing to adjust their communication styles to meet the needs of autistic employees have seen increases in productivity (Sambleton, 2024).

    Our company has several employees with ADHD. Can you help us accommodate them?

    While Innovative Supports for Autistic Workers specializes in supporting employers of autistic workers, we have extensive knowledge of and experience with other types of neurodivergence. Autism characteristics overlap significantly with the traits of ADHD, and we have found that many other neurodivergent employees benefit from similar approaches and accommodations. If you require more specific information or supports, ISAW will recommend other helpful resources.

    I think one of my employees is autistic. Should I ask them so that I can start providing the accommodations they need?

    As the employer, you are prohibited from asking an employee if they have a disability. The best way to approach this situation will vary depending on the rules of your business. Ensure that all employees have the information they need regarding disability accommodations and how to request these. While this information will be included in packets for new employees, this is often the only time workers hear anything about accommodation. Occasional reminders to all staff could be included along with notices of open enrollment or benefits decisions.

    If you think your employee is autistic, you might benefit from our Autism Informed Employers course, available free online at HDI Learning. This course provides many suggestions for supporting employees who may struggle with sensory difficulties or communication with peers. An employee does not need to have a formal diagnosis of autism to benefit from practices like clear and direct communication or non-fluorescent lighting. You will find many strategies you can implement without the use of formal accommodations.

    How can I learn more about autism and autistic people as employees?

    ISAW provides the Autism Informed Employers online course at no charge. Employers will learn at their own pace through our modules on the basics of autism, interviewing and onboarding, communicating with autistic staff, and much more. The modules provide scenarios describing potential problems an employer or worker might encounter and walk you through some possible solutions. Employers taking this course receive a certificate and are featured on our website, social media pages, and in our presentations and other materials.

    I’ve heard autistic people are impulsive and have meltdowns. How can we prevent problems in the workplace?

    A meltdown is a response to sensory overload or demands that cannot be met. Because meltdowns can involve crying, screaming, taking cover under furniture or lying on the floor, neurotypical people can sometimes mistake these for temper tantrums or intentional outbursts. Not all autistic people are impulsive or prone to meltdowns and autistic people are certainly not the only ones who can have these issues. Meltdowns usually occur when a person is overwhelmed. The key to preventing meltdowns is to recognize signs that a person is overloaded. If an autistic person shows a sudden increase in stimming (pacing, rocking, flapping) or other signs of distress (holding their head, hugging self tightly, wincing, making unusual sounds) these are signs that the person is not able to process more information or honor more requests at this time. Other signs might include using echolalia only from a person who usually speaks fluently, or withdrawal from a group to be alone.

    A supervisor can prevent workplace meltdowns by paying attention to these differences. Be aware that casual disrespect from others as well as communication barriers compound the stress. Someone who is showing signs of being close to meltdown may not be able to process new information or requests until the stress has abated somewhat. Let the person have time to recover. 

    If a meltdown should occur, here are some steps to take to support recovery:

    • Guide the person to a safe space where they can be alone or ask others to leave the area.
    • Provide comfort items if possible, including water, snacks and something to write or draw with. A weighted blanket is a great addition to keep with your first aid items.
    • Let the person know that you are available to sit with them or to leave them alone to recover.
    • On another day, when the person is calm, work with them to make a plan to prevent future problems. ISAW can assist you in this planning conversation.