neurodiversity and autism in the workplace charlie hart · • tomboy loner with intense interests...
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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
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SRA Jobs website: D&I statement
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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