Neurodiversity, Equity, Inclusion: Autism, Employment, and Organizational Change

Authors

Abstract

The objective of this literature review was to explore how anthropologists and others have studied various aspects of autistic employment, including high unemployment and underemployment rates, the historical pathologization of autism, societal perceptions of autism and autistic individuals, accessibility and accommodation for disabilities, the evolution of autistic culture, and the impact of organizational culture on diversity, equity, and inclusion in the workplace.Throughout this research, I explored how medical constructs of autism have marginalized the autistic community, countered by the community's resistance to overly simplistic medical narratives about autism; this conflict has led to the emergence of autistic culture as a manifestation of resistance.I investigated workplace and organizational culture as a modifiable system capable of fostering or impeding inclusion, examining how leadership's cultural responsiveness could improve the integration of autistic employees.Literature was gathered from publicly accessible databases and libraries, employing critical autism studies, intersectionality, and the neurodiversity paradigm as theoretical frameworks to illustrate how organizational leadership could glean insights from autistic struggles to facilitate meaningful employment, incorporate diversity strategies inclusive of neurodivergence, and harness the transformative potential of autistic narratives and knowledge for organizational and societal change.This review revealed that neuro-cultural disparities, such as differences in communication styles, social norms, and behaviors, influence interactions between autistic and non-autistic individuals, potentially contributing to low employment rates within the autistic v community.Relevant research suggested that autistic workers desire equitable employment opportunities with access to accommodations enabling successful job performance, and support from their employers that includes educational efforts aimed at reducing stigma, stereotypes, and communication barriers among the non-autistic population.Furthermore, resistance against being Othered can serve as a unifying force, empowering the politicization of autistic identities and enabling individuals to advocate for equitable treatment.The findings of this thesis underscore the importance of organizations developing neuro-inclusion protocols guiding the recruitment, hiring, and retention of autistic talent, both for ethical and performance considerations.viii

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