Embracing autism: UN call to action for businesses

On World Autism Awareness Day, April 2nd, the United Nations Secretary-General Ban Ki-moon made a powerful Call to Action directed at businesses, urging them to commit to employing autistic individuals.

This pivotal moment unfolded at an event held at the United Nations Headquarters, where business leaders from renowned companies like Microsoft, SAP, and Towers Watson gathered to champion this important cause.

In his opening remarks, Secretary-General Ban Ki-moon emphasised the significance of recognising the strengths of individuals on the autism spectrum rather than merely focusing on perceived weaknesses. He stated,

“Recognising the talents of persons on the autism spectrum is essential to creating a society that is truly inclusive.”

This perspective is not just a moral imperative; research shows that integrating neurodiverse individuals can enhance business performance.

People on the autism spectrum often possess unique skills such as exceptional pattern recognition, logical reasoning, and keen attention to detail. These qualities can foster innovation and problem-solving in the workplace.

Despite increasing awareness, the stark reality remains that in Australia over 34% of adults on the autism spectrum are unemployed.

The Secretary-General highlighted the necessity for companies to understand and harness the extraordinary talents of autistic individuals. By creating inclusive work environments, businesses can help bridge the significant employment gap faced by autistic people.

The UN’s Call to Action encourages employers to publicly declare their commitments at business.un.org, offering a platform designed to facilitate businesses in making pledges that align with UN goals. Companies are urged to set measurable targets to elevate the representation of individuals on the autism spectrum within their workforce.

During the event, numerous private sector initiatives were showcased that aimed to expand employment opportunities for autistic individuals. Businesses such as CAI, Ernst & Young, Freddie Mac, Hewlett-Packard, Oliver Wyman, Rising Tide Car Wash, and ULTRA Testing displayed their innovative approaches to creating inclusive workplaces.

The keynote address was delivered by Governor Jack Markell of Delaware, who led a year-long initiative to boost the hiring of disabled persons, as the Chair of the National Governors Association. His insights, along with contributions from employees on the autism spectrum, academics, civil society advocates, public officials, and UN experts, enriched the dialogue surrounding neurodiversity in the workplace.

As businesses reflect on the UN’s powerful Call to Action, it’s clear that fostering neurodiversity isn’t just beneficial for individuals on the autism spectrum; it’s a strategic advantage for organisations seeking to thrive in today’s competitive landscape. Embracing diverse talents can lead to enriched workplace cultures and transformative success stories.

To learn more about the benefits of neuro-inclusive workplaces, visit Inclusive Workplaces.

The image used in this blog is sourced from Unsplash.

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My name is Pen. I’m 36 years old, and was diagnosed with autism in my early teens, and then later with obsessive compulsive disorder and depression.

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“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”