Unlocking the talent pipeline by including autistic people in your workforce

In this Q&A with Leo Capella, a Training Consultant (Employment Specialist) for the National Autistic Society, we find out what being an inclusive employer means and the business case for employers to unlock the talent pipeline that exists by including autistic people in your organisations’ labour force.

Leo has been providing seminars to our Good Work Standard employers and sharing top tips on the types of reasonable adjustments they can make as businesses to create a more inclusive and welcoming environment for autistic employees.

For you, what does it mean to be an inclusive employer?

For me, an inclusive employer is one that has the environment for autistic people, among others, to be their best selves in a professional context. This could mean through providing reasonable adjustments or through an inclusive culture that welcomes autistic employees into the workplace and provides them with a variety of ways to engage in it. Given that 29% of autistic people are currently in employment and 77% of unemployed autistic adults say they want to work, we need many more inclusive employers to raise the employment rate for autistic people.  

What’s your role as a Training Consultant Employment Specialist?

I work in the Autism Know How department in the National Autistic Society with a goal to provide as much knowledge on employment as possible to employers, autistic people and the department. This means, for example, co-delivering our Autism in The Workplace course and helping with our new Autism Inclusive Employer Award, which is a series of tailored packages that are also a kitemark for employers to employ autistic people and be supported in their development as inclusive employers.

What is the autistic talent business case?

Autistic people don’t have superpowers. Instead, we have uneven power which with the right level of support and adjustments can be applied effectively. However, it’s not just what we bring, like a literally different way of thinking, it’s what working with us can bring, including opportunities for people including line managers to reflect and develop their skills around effective communication.

For example, one manager once commented that the clear, precise language that they learned to use with their autistic employee worked equally well with their non-autistic employees including when giving instructions.

How can employers develop more inclusive workplaces?

There are two environments to think about – the physical environment and the human one. For the physical environment, there are many adjustments that can be implemented in the workplace from shielded lighting to having quiet rooms. For the human one, think about having a buddy or mentor or allowing employees to come in after rush hour to avoid getting overwhelmed by crowded public transport, among other adjustments.

Don’t forget working from home too. This can also enable autistic people to control their own environment and reduce energy expenditure through travelling or being in the office.

What are the barriers for organisations and how do they overcome them?

The main barriers are a large amount of fear over getting things wrong and a lack of knowledge of where to go for advice and support. According to a You Gov poll that our charity commissioned in 2019, 68% of employers surveyed said that they worried about getting support for autistic employees wrong.

The reality is most adjustments are small changes such as regular catch ups with a line manager, something that acts as a way of keeping a person orientated. Also, don’t forget to share information about and use Access to Work for support where needed too.

How do we make it easier for applicants with autism to apply for roles with us?

The key way to make it easier is to provide a warm, clear, comprehensive welcome to a potential autistic employee. This means providing as much information as possible on your application and interview process in clear, precise language. It also means providing reasonable adjustments like extra time on tests where needed. Also, aside from saying that autistic people are welcome to apply, think about the role they’re applying for and what’s needed to select people for it. For example, if a person is doing a technical job with limited social duties, is an interview really appropriate and wouldn’t a work trial be a better alternative instead?

What expectations should we have as recruiters/ employers?

With any reasonable adjustments needed in place and changes to the environment made, where necessary, autistic people do what they can. You won’t get superhumans, however with the right support and assistance you will often get diverse, dedicated, passionate employees who will hold their own in whatever field they set their hearts and minds to work in.