Inclusive workplace accommodations at Autism SA

*Names have been changed.

Background

Max, an autistic individual, joined Autism SA, a non-profit organisation in South Australia, as a digital developer. Recognising the unique challenges faced by autistic individuals in the workplace, Autism SA is committed to creating an inclusive and supportive work environment for all its employees.

Challenge

Employees on the autism spectrum may experience sensory sensitivities and require a clear understanding of job expectations to thrive in their roles. For Max, the typical office environment posed certain challenges that could potentially impact his performance and comfort at work.

Supports

To address these challenges, Max and his manager collaborated to arrange several accommodations:

Wearing sunglasses indoors: Max was sensitive to fluorescent lighting commonly found in office environments. To mitigate this, natural lights was utilised, and he was able to wear sunglasses indoors to reduce the glare and make the lighting more comfortable for him.
Ink monitor: Traditional computer monitors can be a source of visual stress for some autistic individuals. Max was provided with an ink monitor that offers a paper-like display technology, reducing eye strain and making screen time more manageable.
Clear timelines and performance indicators: To support Max’s need for structure, clear timelines for projects and transparent performance indicators were established. This helped him understand the expectations and manage his workload effectively.
Flexible hours: Recognising his peak productivity in the mornings, Max was given the flexibility to work during these optimal hours.
Hybrid work environment: Max was provided the option to work flexibly between home and the office, accommodating his preference for varied work settings depending on his specific needs for the day.
Neurodiversity training: To foster an understanding work environment, Max and his colleagues participated in inclusion training.
Streamlined accommodation process: The process for requesting and implementing accommodations was made easy to maximise productivity.

Results

The accommodations made for Max led to several positive outcomes:

Improved comfort and productivity: With the sensory accommodations in place, Max was able to work in a more comfortable environment, which significantly improved his productivity and the quality of his work.
Enhanced job satisfaction: The clear timelines and performance indicators provided Max with a sense of security and structure, leading to greater job satisfaction and engagement.
Positive team dynamics: The efforts to accommodate Max’s needs also raised awareness among his colleagues about autism, leading to a more inclusive team culture and better collaboration.

Max’s case is a testament to the effectiveness of workplace accommodations in supporting autistic employees. By taking proactive steps to address specific needs, Autism SA not only enhanced Max’s work experience but also set a standard for inclusivity within the organisation. This case study illustrates how tailored accommodations can result in a more productive, satisfied, and cohesive workforce, ultimately benefiting the organisation as a whole.

The image used in this blog is sourced from Unsplash.

Share this page

Other case studies

Neuro-inclusive hiring practices

Interviews often focus on social skills rather than practical abilities, making it hard for neurodivergent candidates to show what they can do.

Applying for work: A story of persistence

An autistic employee shares her personal experiences in applying for a new job. She applied for more than 40 jobs in the administration and disability sector, hoping to find a role that suits her skills and interests.

From disclosure to understanding

Interviews often focus on social skills rather than practical abilities, making it hard for neurodivergent candidates to show what they can do.

Alternative inclusive recruitment process in agriculture

Sun Pork Group: An autism and agriculture initiative

Disclosure in the workplace: Enhancing inclusion by building trust

Disclosure of a neurodivergent status in the workplace is a deeply personal decision.

What does inclusion look like in the workplace?

Inclusion in the workplace is more than just a buzzword.

View all

“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.”