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NEW YORK (AP) — Megan Pilatzke, who was diagnosed with autism, struggled with workplace communication before understanding her condition. She often felt
exhausted after work, trying to navigate social cues and manage sensory overload during meetings. Now, as an inclusion specialist at Specialisterne Canada, Pilatzke teaches employers how to create more accommodating environments for individuals on the autism spectrum, emphasizing the importance of understanding and adapting workplace practices.
Understanding Autism Spectrum Disorder
According to Autism Speaks, autism spectrum disorder affects approximately 1 in 45 adults in the U.S. It manifests in various ways, leading to challenges in social skills, communication, and sensory processing.Subodh Garg, an advocate and participant in the Netflix series “Love on the Spectrum,” highlights the need for employers to learn about diverse communication styles and be open-minded, stating that inclusion starts with making space for varied approaches.
Rita Ramakrishnan, a consultant and advocate for neurodiversity, notes that autism is a broad spectrum, encompassing individuals with varying support needs. She emphasizes the importance of consulting autistic employees when developing inclusive policies.
Improving Meeting Accessibility
Experts recommend offering options for remote participation in meetings, as face-to-face interactions can be challenging for some autistic individuals. Making camera usage optional during virtual meetings can alleviate anxiety caused by the pressure to conform to neurotypical social norms.Additionally, Natalie Longmire, a professor at Tulane University, suggests allowing employees to engage in activities such as doodling or walking during meetings, which can help them concentrate better. Employers should explicitly state that such behaviors are acceptable.
Providing Agendas in Advance
Keith Wargo, president of Autism Speaks, advises sending out meeting agendas ahead of time. This practice provides clarity and structure, helping autistic individuals prepare effectively for discussions.Ramakrishnan adds that organizations should specify the nature of each agenda item, whether it is for discussion, brainstorming, or decision-making, allowing autistic participants to prepare accordingly.
Encouraging Diverse Communication Methods
Abigayle Jayroe, senior vice president at NEXT for Autism, advocates for incorporating various communication channels during meetings, such as chat windows, to accommodate those who may feel uncomfortable speaking aloud.Normalizing the use of noise-canceling headphones and written communication can also reduce sensory overload for autistic participants. Longmire suggests that individuals may express their preferences for communication methods, such as asking questions via chat instead of raising hands.
Fostering an Open Dialogue
Ramakrishnan points out that direct communication from autistic individuals can sometimes be misinterpreted as insensitivity. Colleagues should clarify whether directness is acceptable or if softer language is preferred.Pilatzke believes that many autistic people possess a strong moral compass and feel compelled to voice concerns about injustices. Organizations can benefit from this honesty by encouraging a culture where differing opinions are welcomed.
