8th July 2018
Unemployment is still at an unacceptable level within the Autistic community with only 16% of Autistic adults in full time work. One of the reasons for this is the discrimination that often comes with the thought of recruiting an Autistic. Questions like “How do I manage them?”, “What do I have to do?” and statements like “I can’t spare the time to look after them.”, “It would be too much hassle and we are too busy.”, unfortunately do go through people’s minds.
This is not true though in every case and there are great companies employing Autistic individuals and reaping the rewards and benefits that Autistics uniquely bring to the table. I have been fortunate to be in steady employment and I enjoy my job immensely. A large part of this is due to my current line manager. He has been managing me now for about 14 months and I disclosed to him approximately three weeks after he started running our department. He has helped me with the difficulties that being Autistic brings and has also helped me to express and use the positives. As the unemployment figures in the Autistic community are shocking to me, I thought I could demonstrate that Autistic employment can be a great bonus to a company and that managers should not fear the extra effort that may be required.
Therefore, I asked my manager, Clark (Note: name has been changed), if he would be prepared to gave a small interview for this blog to show exactly what our relationship at work is like and to give insight to how we work together, the problems we face and the benefits it brings. Clark jumped at the opportunity and the interview is below for you to read, think about and enjoy. So let’s begin:
Prior to working with me what was your experience and impression of Autism?
Clark: My experience was not massive, I didn’t have loads of exposure to it. My impressions of it are probably taken from films and things like that, such as “Rainman” and “Mercury Rising”. I’m sure my family and friends have been associated with Autism but it was more like a grey area, in that I don’t really know much about it but I knew how to accept it, if that makes sense.
Since working with me has that changed?
Clark: Yes, massively. I think understanding the nuances of it is probably the biggest thing. Like having the actual exposure to it so you can see that it isn’t just someone getting upset by stuff, or feeling anxious. It’s actually understanding that Autism is a cycle that cannot be broken, you are just wired differently and that you think in totally different way [to most people]. You can’t break the patterns if that makes sense.
Rob: Yeah, understanding that it is you. Which is why when people say it can be cured, I wouldn’t want to be cured because, well, that is me. It’s who I am. Autism is in every part of my essence.
Clark: I agree, the biggest thing is understanding it all and having the knowledge about Autism.
Rob: Yeah a question that I have been asked is would you take the Autistic side away. Well, no, because then I would not be me.
Clark: Yes, I can understand that.
Has anything you have learned surprised you?
Clark: Difficult question. Perhaps just understanding of the daily struggles and the things that you go through. For example, after you showed me the train video (the latest Too Much Information video from the National Autistic Society) I had a better awareness of the daily problems. Before, I would have just watched that film and gone “well yeah”. Now I understand that small things like travelling are difficult for you and that has probably surprised me the most. Actually how difficult a simple task can be or how frustrating a sensory thing such as noise can be for you. Actually, that probably surprised me the most, how noises can affect you. I find them irritating and they annoy me, but I can deal with them, whereas you can’t and have to stop the noise whatever it is.
Rob: I can be in the room with sounds that nobody else is picking up on and nobody is bothered by them whereas I’m all “What the hell? Arghh”
Clark: Yeah, and that did surprise me but my views have changed with my understanding of it. I can relate to that with more clarity and help to break the cycle of what you are experiencing.
What are the challenges of managing an Autistic employee?
Clark: There are all sorts of challenges. Probably consideration is one of the biggest challenges, taking consideration for you but also the rest of the team. The managers’ model of the needs of the team, the needs of the individual and the needs of the task and the fact that they overlap, in your circumstance is really difficult. I know you might need things a certain way in order to be happy, unlike the other guys who can compromise, you almost can’t compromise in certain circumstances. That’s one of the biggest challenges – finding a way in which we can all agree with certain things such as the heating and the lighting in the office.
Rob: I do try and do that. For example, I have put the heating up even though I know it’s going to destroy me during the day, as I don’t want to be seen as the awkward one or the person that always has to have their own way.
Clark: I do see you doing that, and I completely see that it is not the same for you as the others in the building. I think little things for you are much more exagerated. Certain situations such as changing stuff in the office is hard. The challenge for me is just to make sure how I am wording information, when I am wording information and when I am telling you about certain things that are going on. I just need to be extra carefully considerate, which is completely the right thing to do. I don’t think there is anything over challenging though – on the flipside I have bigger challenges with some of my other staff that I don’t have with you.
Rob: Bearing in mind that I hope that other managers read this, and get the message that it does not take a great deal of effort to manage an Autistic, it’s great to hear you say that there are challenges in both the Autistic and Neurotypical staff you look after. I know a lot of managers might panic somewhat if an employee disclosed being Autistic – their response being “What do I do?”
Clark: I think the fact that you are so open about it helps no end, as I think we can discuss and appreciate the challenges of all working together. I think that helps out a lot. If you were just in isolation, it would be very difficult to try and justify allowances made to help your Autism. Being open and honest about stuff is better.
What are the benefits of having an Autistic person working for you?
Clark: Diversity. Having that different way of thinking is brilliant and I believe all diversity is good. There are all sorts of positives including different ideas and different processes. For me I think it is good to have you about, as it highlights different areas which we should be discussing anyway, which is a good thing. You often discuss things that might be risky or a bit taboo and this generates other avenues of conversation. Detail is a real benefit from you, as you look at things more intricately and pick up on stuff that other people might not. You also do not let things go, for instance when you pick up on a problem. I know you have worked on jobs that other people would just do exactly what the customer wants, even though there might be other ways. You would look at it, see that things are not right and then do things differently. Anyone else might just go “its slightly annoying and not right, but it’s good enough”. The way it is done may not be wrong, but it’s just another way and sometimes that is better. I think that is a strength, although it can lead to procrastination if the balance is not right. However there is a lot of good in that.
What support have you had from the company, or found externally to help you when working alongside an Autistic?
Clark: Very little from the company direct although this changing with the current plans for a Mental Health awareness programme. I know you involved with this and I think that it is excellent that Autism, which is not a mental health condition but can be prone to mental illnesses such as anxiety, will be included. Currently there is the odd individual who says they would lend an ear if I needed it in order to provide another view. I think the stuff you have given me externally has been a massive benefit, like the National Autistic Society website and the book you lent me about managing an Autistic employee. That has helped me more. Also I think your blogging helps too. We are improving views in the company, although this will take time, and having an open Autistic in the business will help. The support will be there, hopefully in the next year, and we can improve on this together as a business.
What advice would you give people when working with an Autistic?
Clark: Just talking and communication. Not letting stuff slide also – deal with any issues as soon as they arise. I think it could be a challenge for managers who are not good communicators though. If I see you struggling for example, I always try and ask you to just talk to me, and hopefully you feel open enough to say you just need five minutes or to say can we go through whatever the issue is.
Rob: I know I’ve been lucky to have you as a manager who champions that. I know I can talk to you if there are problems both at work and home – as they both effect each other. There have also been times when I have been struggling and you have picked up on that, without me saying anything. We have then dealt with that issue.
Clark: The key advice is communication, understanding and patience. Everyone doesn’t think the same and I have always tried to understand how different people think. That comes in a completely different sphere when it comes to an Autistic person. I need to rationalise what you might be going through and I can’t jump to conclusions. I can put forth suggestions, be patient, listen and then we can come to a solution together that works for everyone.
I would like to personally thank Clark for contributing this interview. I hope that it provides a good insight into what the relationship between an Autistic person and their boss can be and how they can work together. I also hope that it shows the positives that can be achieved by disclosure, good support and communication through having good diversity within a workplace. I appreciate that not all employers are as positive as Clark, and that I am lucky to have him as my manager. This interview might help to inspire change within current employment positions and also in the area of recruitment. Employers should not be afraid to give Autistics chance for steady employment, and help to reduce the current shocking statistics of unemployment in the community. The rewards can be outstanding for everyone!