How workplaces can accommodate autistic employees
Autistic employees who thrived in work from home arrangements in the last few years might soon find themselves in trouble with the increased trends of employers enforcing mandatory work on site policies.
These return-to-office requirements may impact the job satisfaction and productive output for many of these employees who already find it difficult to get and retain jobs, which is where employers and HR hiring teams can step in.
Remote work can, for one, remain an option for some autistic employees. For other autistic employees who have to work on-site, corganisations can create ways to make office spaces more inclusive and viable to work in. Kristyn Roth, Chief Marketing Officer, Autism Society, suggested decreasing lights for employees with light sensitivity, and switching up interview techniques that do not require eye contact.
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Brad Cohen, Chief Marketing Officer, Aspiritech, highlighted how opening at odd hours can allow autistic employees to choose to come in at different times to work in the office; while Joy Johnson, an adjunct professor at the Chicago School of Professional Psychology, encouraged organisations to make employees comfortable enough to request space to self-stimulate during stressful situations, so that they can be open about their needs and not hide about being stressed.
If a return to the office is mandated, organisations should find small ways to actively accommodate all of their employees and their needs so that autistic employees have the option to earn a living, gain confidence, and build a better work community, reported Yahoo! Finance.