Behavior
Creating an Autism-Friendly Workplace: Tips for Employers
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15 May, 2023As autism continues to become more recognized, employers should understand how to attract and retain employees who are on the spectrum. Here are some tips employers can put in place to make their workplace more inclusive and autism-friendly, presented courtesy of Imagine Living Solutions.
Ensure Tax Compliance with State by Obtaining an EIN
Having an employer identification number (EIN) is necessary for any business that wants to remain compliant with state tax laws and regulations. This number is required for filing taxes, applying for loans or credit, and setting up payroll systems. Having this number also allows employers to provide benefits such as health care coverage, disability coverage, and pension plans.
Create a More Inclusive Culture
Creating a culture of inclusion starts from within the organization. Ensure that everyone within the organization understands the importance of understanding and valuing neurodiversity — meaning valuing the differences between people on the autism spectrum and neurotypical individuals — by providing training sessions on understanding those differences. Additionally, create a code of conduct that encourages respect towards neurodiverse individuals in all aspects of work life.
Budget for Workplace Accommodations
Making sure that you have accommodations in place for neurodiverse employees is essential when creating an inclusive workplace. These could include adjustable desks/chairs, noise-canceling headphones or other resources depending on what works best for each employee’s needs. It is important to budget accordingly so that you can provide these accommodations financially when needed without hesitation or issue.
Review Job Descriptions for Inclusive Language
Ensure job descriptions are written using language that does not exclude people on the autism spectrum from being considered for certain positions due to stereotypical language or biased statements made about one’s capabilities and intelligence. This language should be replaced with words like “collaborative” instead of “independent”; “strong sense of problem-solving skills” instead of “quick thinker”; “ability to focus intently” instead of “attention to detail”. Reviewing job postings will help ensure your organization remains inclusive when recruiting new talent.
Revamp Recruitment Process
The recruitment process should be adapted specifically to support those with social communication difficulties who may find it difficult or uncomfortable to interview through conventional methods such as phone calls/face-to-face interactions. Adapting recruitment processes could include offering video conferencing interviews over Skype or Zoom instead of face-to-face meetings, and allowing written responses rather than verbal ones in interviews. Such adaptations will help create a comfortable environment and allow candidates with social communication difficulties to present themselves fully without feeling overwhelmed or anxious during the process.
Keep Recruitment Documents Organized
One way employers can make their procedures run smoother while also improving accessibility is by using PDF tools which allows them to easily share documents securely online, convert paper documents into electronic formats, and add audio/video content. These tools also make it easier for candidates to complete forms, submit resumes and other documents electronically, and view job postings. Utilizing such technologies ensures that all documents related to recruitment processes such as job descriptions and applications are well organized and stored securely so they can be accessed easily whenever needed.
Offer Continuing Education Funding
Providing continuing education opportunities not only helps foster loyalty among current employees but also makes your company stand out from the competition when it comes time to recruit new hires who are on the autism spectrum. Offering continuing education funding to those interested in pursuing degrees within your industry further reinforces this commitment towards inclusion while allowing potential candidates to explore different paths they may take within your organization. For example, if you have someone who’s interested in becoming more involved in HR, consider helping them to enroll in an online school that offers flexible degree programs. You could also help them pay for tuition, especially if they intend to stay with your company for the long haul.
Hiring employees who are on the autism spectrum presents great potential benefits both professionally and emotionally – including increased productivity, loyalty, morale and creativity – which can all contribute positively to your organization’s success long-term. Ensuring tax compliance by obtaining an EIN, creating a more inclusive culture, and reviewing job descriptions for inclusive language are just some ways employers can be better prepared when hiring candidates on the spectrum!