Our Marketing and Communications Assistant, Sea, shares their thoughts on Autism Acceptance Month and provides some tips for businesses to turn awareness into action.
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Observance holidays are something I can be hesitant to participate in, and Autism Acceptance Month is no exception. On one hand, it’s encouraging to see social issues getting the attention they deserve and need. I love to see my newsfeed fill up with statistics and statements advocating for the inclusion of autistic people.
But I yearn for these posts to go a bit further, and to share what is being done to support the awareness that is being spread – us autistic people need action, not just passive knowledge.
The month of observance began as Autism Awareness Month in the early 70’s and was formed and upheld by organisations influenced by a medical model that viewed autism as a highly problematic disease. The awareness being spread was both flat-out wrong and harmful – mainly to the wellbeing of autistic people, but also to society who failed to reap the benefits of communities where everyone could fully participate.
This history and misinformation have contributed to making April a controversial time within the autistic community.
Eventually self-advocacy organisations began to surface, and as the social model of disability gained more traction, over time many myths were dispelled. Thanks hugely to these individuals and organisations, in 2011 the month was changed to Autism Acceptance Month, promoting not just education but understanding and respect for the community too.
It’s easy to see why the autistic community wanted more than awareness. The so-called awareness being spread had been responsible for so much harm and unwarranted stigma. Thankfully we’ve come a long way, but autism research is still rapidly evolving – even medical professionals are routinely not recognising or misdiagnosing autism.
A study shows that 75% of autistic adults without a learning/language disability received an ASD diagnosis, on average, 8 years after they initially got their first psychiatric assessment. This lines up with my experience, and the experience of many people I’ve spoken to – especially people who are not white males which is the demographic the diagnostic criteria was based upon. So, we must ask ourselves – are we spreading the right information?
Another issue with the awareness movement is how superficial it is in a world where autistic people are judged and rejected. The unfortunate truth is that people are often better off not disclosing their condition. Two thirds of businesses say they would be concerned about hiring someone with an intellectual disability (commonly occurs with autism) and diagnoses have been known to be weaponised against people seeking gender-affirming healthcare.
Spreading awareness is a great step, though knowledge by itself isn’t enough to improve social and health outcomes. Disabled people want to know what organisations are doing to accompany the awareness that they are spreading.
I personally don’t think organisations should steer clear of participating in these days, but it should be done intentionally and respectfully.
The word ‘acceptance’ feels othering to me, like it is up to non-disabled/non-autistic people to let us into society – but it’s not. I think it was radical in its time, and a needed stepping stone to shift mindsets from the medical view of autism and towards the social model. Now I feel like we can aim higher. The word ‘appreciation’ seems more suitable to me. Essentially the language you use is up to you, though considering the history of the language is a great way to show your genuine commitment to the autistic community.
Young, white males have historically been the centre of autism research; however, this is slowly changing. Learn from and listen to the experiences of autistic people who are women, gender-diverse, Māori, BIPOC, LGBTQIA+, those who have high-support needs or multiple disabilities. Autism manifests in a myriad of ways and can’t be separated from people’s experiences and identities. There is a wide range of experiences that are represented in our diverse communities.
It’s estimated that up to 20% of the global population is neurodivergent, so this is a fantastic investment. This doesn’t need to be expensive or extravagant. Some ways that I notice my colleagues care for me in the office is asking before playing music, asking which seat I would like at a table, or encouraging me to stand up and walkaround during meetings whenever I need.
Studies suggest that the biggest (unnecessary) barrier to employment for neurodivergent people is the onboarding process. There are several reasons for this, including that autistic people may be less likely to apply if they don’t entirely meet 100% of the job description. Another is the stress of the interview process which is full of hidden difficulties such as often needing to answer abstract, open-ended or hypothetical questions. On top of this, autistic people may be wrongly perceived as uninterested, or worse, less trustworthy and credible due to exhibiting behaviour that is considered rude such as lack of eye contact, flat tone, or lack of reciprocity in conversation. The best thing you can do is ask all your interviewees what they need to participate fully. Some good starting points:
It’s fantastic to see organisations sharing that they value neurodiversity, and it's even better when backed up with examples. Do you have a policy to explain what steps you will take to allow full participation among all employees? Can you share examples of adjustments you’ve made, or places you are learning from? Even if you’re at the very beginning of your journey, share your plans! Showing how you incorporate your values into your day-to-day mahi builds credibility.
I hope with these suggestions, businesses have some ideas on how to drive lasting change in the workplace and create places that are better for everyone. And remember that these tips don’t replace the age-old advice – ask everyone what they need to be successful in the workplace!