Many new age organizations proudly promote equality, openness, respect for diversity, and inclusivity. They create policies, issue statements, and set goals around these values. However, a recurring question is whether we are truly aware enough to be inclusive, or if we are just open in intention but limited in understanding.
This becomes even more important when it comes to autism. Inclusivity for autism is not just about being open; it requires a deep level of understanding, awareness, sensitivity, and conscious action.
A reality check on our awareness:
- Not being intentionally exclusive does not make us inclusive.
- Let us consider a recruitment scenario.
An autistic candidate walks into an interview room. Avoids eye contact, takes a little longer to respond, or communicates in ways that do not align with conventional expectations. Without adequate awareness, these behaviours are misinterpreted as:
- Lack of confidence
- Poor communication skills
- Disinterest or disengagement
In reality, these reflect how the individual processes and expresses information.
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The outcome? A highly capable candidate is rejected because of a lack of understanding.
Scenario two: workplace misinterpretations
An autistic employee may:
- Prefer working independently
- Avoid small talk or social gatherings
- Communicate directly without implied nuances
Without awareness, these behaviours can be labelled as:
- “Not a team player.”
- “Aloof”
- “Underperforming”
This misinterpretation creates an invisible barrier—one that limits both the individual’s growth and the organization’s ability to handle the diverse talent.
Organizations can greatly benefit from the unique strengths of neurodivergent employees, such as attention to detail, focus, consistency, and pattern recognition, provided the environments are intentionally designed to allow these individuals to work authentically.
Steps for true inclusion:
There is a need to bring about systematic change in thinking and processes to move from representation to participation and from accommodation to acceptance.
Organisations can:
- Create awareness and sensitisation– train recruiters, team members, and managers on the various aspects of autism and neurodiversity. An understanding of the behavioural difference will minimize the bias.
- Make hiring process inclusive – modify the interview forms and process with the help of autism workplace consultants, job coaches, or neurodiversity-focused trainers.
- Create a supportive and safe work environment– clear work instructions, setting of the boundaries, the do’s and don’ts, quiet and low-simulation workstations as much as possible. A safe culture where individuals can express their needs without the fear of being judged. Engage coaches, therapists, and specialists on neurodivergent issues for awareness, support, and guidance.
- Leadership commitment – walk the talk. Acceptance is higher when it cascades from the top.
Many organisations have taken conscious steps to design right.
SAP’s ‘Autism at Work’ programme, EY Neurodiversity Hiring Mode, and Wells Fargo’s neurodiversity programme with help from their community partner EnAble India, are a few examples that highlight the fact that inclusion is not only the baby of HR functions but an ecosystem effort.
Autism Within the Indian Legal Framework:
The Rights of Persons with Disabilities Act, 2016 (RPwD Act)- recognises autism spectrum disorder (ASD) as a disability. It prohibits discrimination in recruitment, promotion, and employment. Mandates “reasonable accommodation” in workplaces and provides 4% reservation in govt jobs for persons with disabilities.
Despite the legal framework, there is hesitation and bias towards hiring autistic individuals due to a limited understanding and awareness, and a lack of clarity on terms like reasonable accommodation.
Inclusion is a continuous journey and not a one-time fixation. Equality is meaningless without equity, and inclusivity is cliché without acceptance.
True inclusion is to pause, reflect, and explore:
- Whether we are observing the behaviour or trying to understand it?
- Is the safe space focused on fostering a sense of belonging, or is it merely about fitting square pegs into round holes?
The true litmus test of openness is whether, once the person walks through the door, they are seen, understood, and valued for who they are.
“No one is superior, none inferior. All are brothers marching forward to prosperity.” — Rig Veda V.60.5
