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The negative stereotypes associated with autism have created many barriers to employment. As a result, the autistic population has some of the lowest workforce participation rates among all types of disability; with about only one-quarter of the working age population actively participating. These low unemployment rates persist despite many autistic people expressing the desire to work and being more than capable to do so. Among successfully employed autistic people, disclosure and effective accommodations appear to be key factors for the maintenance of long-term employment. Thus, the present study aimed to provide a qualitative exploration of autistic perspectives on how managers/organizations can encourage disclosure and accommodation requests. In addition, this project sought to explore how managers and/or organizations can best support their autistic employees following an accommodation request. Results from the thematic analysis revealed four primary themes (i.e., authentic culture of caring and inclusivity; strengths approach; individualization and collaboration; and clear and consistent structure/communication) stratified by two categories (i.e., encouraging disclosure and accommodation requests; and supporting autistic employees). The results from this study provide managers/organizations with a practical framework for encouraging disclosure and informing the accommodation process.
Eric Samtleben (Wed,) studied this question.