This article, ​A look inside an autism friendly workplace and culture, ​talks about creating a more friendly workspace for individuals who are on the autism spectrum. The author of this article, Michael Bernick, writes about employment structures, policy and law. He attended a discussion that centered around the issues of current “autism friendly” workspaces; Bernick stated “Many in our autism community did get jobs, only to lose them shortly thereafter. So much of current workplace culture makes retention of adults on the autism spectrum an uphill struggle.” This quote shows the importance of a necessary change in workspaces; more specifically, changes that cater to the differing learning styles of neurotypical people.

Bernick also spoke of change on a larger scale – not just the small physical changes like lighting and work rooms. In addition to this, many published works I’ve read elaborate on the statistical difference between disbled and non-disabled people: the employment rate of non-disabled people is over twice as high as disabled people. These works, by disability studies professors such as Douglas Kruse, Lisa Schur, and Susanna Bruyere state that it is altogether harder for disabled people to get jobs. Furthermore, even if they do get the job they’re less likely to be able to move further up (promotions, higher positions) and they usually aren’t given the proper resources to maintain their job. This is really unfair in my opinion because workplaces should be accommodating of differences.

If anything, having a new perspective in a place of employment can only strengthen a business. Bernick highlighted five characteristics of a functional autism- friendly workspace; these included offering a range of jobs as opposed to the typical tech jobs, training for higher level managers/supervisors, job coaching, patience/flexibility and looking at the positives of working with neurotypical people instead of just the negatives. In addition to giving people on the spectrum the environment and opportunities they need to succeed, a modified workplace makes sure their neurotypical people also feel comfortable with this structure. Thinking about my prior experience with disabled/neuroatypical people, I believe things like goals and comfort are very important. Having something to work towards is proven to make you work better. Everyone deserves the chance to prove their worth and move up in life – if someone is qualified for a job, they shouldn’t be limited by the label of ‘disabled’.