Many people find having a job very important. This also applies to people with autism. A job gives you the opportunity to be financially independent and to develop yourself. Moreover, a job gives status. When finding a paid job, people with autism often suffer from prejudices that employers have with regard to their disorder. That’s a shame, because people with autism have a lot to offer. People with autism regularly experience disappointments in the labor market. Finding a job is often difficult, despite their great motivation and relevant diplomas. Many employers are reluctant to hire people with a disorder. Especially if they don’t know much about the disorder or haven’t had to deal with it yet. The information available, such as books or internet sites, mainly describes what autistic people cannot do. Hiring someone with autism is therefore seen as a risk by many employers. That’s a shame, because the business community can benefit greatly from hiring people with autism. Precisely because of their autism, these people have a lot to offer society.
Benefits of Autism
People with autism often have strong analytical skills, an eye for detail and a sense of order. They are driven employees who are reliable and keep their agreements. They are consistent in their behavior, have no hidden agendas, are honest, loyal and achieve greater returns. Characteristic of autistic people is that they work meticulously and efficiently and are not easily distracted. That is a major advantage in certain professions. Many autistic people with higher intelligence can handle computers particularly well. This is because computers are logical systems and are therefore easy to understand for people with strong analytical skills. They are often good at coming up with technical solutions for difficult IT problems.
Another advantage in a work situation is that people with autism are less sensitive to social interaction. They are less influenced by a tense or cloudy atmosphere, they do not participate in gossip and they do not engage in endless chats over coffee. They can mentally completely cut themselves off from the rest. Their focus on work is an important advantage.
Pitfalls
Of course there are also pitfalls. Many people with autism have difficulty setting priorities. They cannot properly judge whether they should drop the task they are working on when a new assignment comes in. They need structure, routine and regularity more than other people. It is difficult for them to gain an overview of their work. That is why it is good if tasks are divided into sub-tasks and that there are clear procedures. The instructions must be unambiguous. If many assignments are given at the same time, they become distracted and make more mistakes. Moreover, they are often a bit stiff to handle. Colleagues do not always appreciate that. It is sometimes difficult
for the employer to estimate how much someone can handle. Autistic people do not quickly set boundaries themselves. You can’t tell by their body language that they are drowning in work. Other employees will sweat or curse when it gets too much for them, people with autism hardly do that. You can’t tell whether something is difficult or easy for them. Moreover, a person with autism can become completely out of sorts due to a small change in the environment. A new colleague, a different workplace, these are small, insignificant things for many people, that can cause someone with autism to suddenly fail. Fortunately, an employer can prevent many problems in a relatively simple way.
Creativity
An employee with autism does require some creativity from the employer. Some people with autism are bothered by environmental noise or cannot tolerate a fluorescent light above their head. These things are relatively easy to solve, but it may also be necessary to split a position into two jobs, because an employee with autism was eligible for the technical tasks, but not for the commercial or communication tasks.
Good personnel policy is therefore important for people with autism to function optimally. People with autism may need a permanent confidant in the workplace, who acts as a filter and can translate complex assignments into clear instructions. Sometimes a small adjustment in communication or working conditions is sufficient to ensure that an employee can optimally use his capabilities for the company.