Reconceptualising ‘reasonable adjustments’ for the successful employment of autistic women

Abstract

Many more autistic women than men do not receive diagnosis in childhood. In addition, they are often socialised from an early age to conceal or ‘camouflage’ their differences in order to fit in. Gendered prejudices often dictate workplace roles which serve to further disadvantage women. Employers are often unaware of how to ensure their workplaces are accommodating for autistic women, and it may seem inconvenient or unnecessary to make adjustments. This article seeks to highlight some issues related to promoting the meaningful recruitment and inclusion of autistic women in the workplace. It draws on qualitative research data to highlight the intersectional dimensions of being an autistic woman at work. The emerging themes are discussed with a view to improving knowledge about how to improve workplace environments and practices thereby support autistic women to succeed. Points of interest Autistic women ‘camouflage’ or ‘mask’ aspects of their autism in order to conceal or compensate for their differences. This may mean they appear to cope and consequently, their needs for support or adjustments at work are overlooked. The research methods use the narratives of autistic women to illuminate the difficulties and advantages of being both autistic and a woman in the workplace. This research suggests that sexist expectations of women to interact as non-autistic person would at work, particularly in relation to emotions, impacts upon their opportunities to progress in their chosen careers. The research discusses barriers and support at work. It contributes to improving awareness of the diverse and complex challenges faced by autistic women.