How to Support Neurodiverse Workers

Dr. Eden King is a Rice University professor of psychology and former president of the Society for Industrial and Organizational Psychology.

Some parts of our identities can be fairly easy to observe, like our approximate age, gender and ethnicity. Other parts of our identities, however, can be more difficult to see or can even be hidden, like our religion, sexual orientation — or abilities.

The diagnosis of an autism spectrum disorder (ASD) likely falls into this latter category of potentially invisible identities. People with invisible identities are sometimes devalued or stigmatized and have to make decisions about to whom, how, when, and where to disclose that aspect of themselves.

Evidence from interviews with 30 workers with ASDs suggests that disclosure decisions are complex and critical. If people choose to disclose an ASD, they may face discrimination. If they choose not to, they might not have access to the support or accommodations that would help them.

Because the risks of disclosure are often seen to be greater than its benefits, many people with ASDs report not sharing this aspect of themselves at work. This means their coworkers and supervisors won’t even know that their support and compassion could be helpful for a particular individual.

It follows that clear and consistent organizational policies may be particularly important for workers with ASDs. People need to know — without a doubt — about the type of support they can count on from their organization.

Important signals include:

• Whether neurological/intellectual disabilities are included in definitions of diversity.
• Whether awareness of autism or other neurological conditions is integrated into diversity training programs.
• The extent to which resources and employee resource groups are available for people on the autism spectrum.

Since ASDs may not be immediately observable, it’s up to leaders and organizations to create environments where people with ASDs can feel comfortable disclosing their diagnosis and accessing support systems.

Dr. Eden King co-writes “The (Organizational) Psychologist’s Couch” in the b. Newsletter. Subscribe now!