Work Force Match will help you broaden your diversity, equity, and inclusion (DEI) strategy and take steps toward becoming a more neuroinclusive, Autism-friendly employer.
As a company participating in the Work Force Match program, we will assist you in adapting specific hiring and interview processes. Disability requests for accommodation by your employee population fall under the Americans with Disabilities Act which impacts employers with greater than 15 employees. Many of the companies are leading the charge in hiring this hidden talent pool. Adding leadership and manager training is a step in the right direction. However, companies need to consider making additional accommodations they might not have considered:
- Relocating autistic workers to quieter areas of the office. Open office environments can lend to sensory overload which can create challenges for your autistic workers who can become overloaded with all the sensory distractions an environment like this can make.
- Honoring, anticipating and re-evaluating employee requests for accommodation. Take a look at your accommodation program as under the Americans with Disabilities Act. These are often small requests such as noise canceling headphones or wearing hats for light sensitivity inside the office.
- Adding corporate diversity and respect training programs. Employers spend a great deal of time and effort on diversity training, respect and awareness programs. They need to consider updating their existing programs to include information and resources for their employee and leadership teams.
- Providing additional training, resources and coaching for your autistic workforce. Establishing an employee mentor program where employees have a trusted peer they can build a relationship with, learn from and help integrate with the company culture is important.
