Issue #83: Promoting Workplace Inclusion for Autistic Individuals Through Universal Design (pdf)

Contributed by Sara Namazi, Doctor of Philosophy (Ph.D.), Masters of Science (M.S.), Assistant Professor, Johnson and Wales University

Adults with autism face numerous challenges in obtaining and maintaining employment. Autism, a form of neurobiological diversity, is an integral part of one’s identity and is associated with differences in communication, learning, and behavior. Despite their ability and desire to work, many autistic individuals face significant barriers, including a lack of accommodations, social support, and workplace inclusion1. Alarmingly, only 21% of individuals with disabilities in the U.S. were employed in 2022, according to the Bureau of Labor Statistics2.

To address these barriers, workplaces can adopt Universal Design (UD) principles—an inclusive approach to creating environments and policies that are accessible to employees of all abilities3. Organizations that implement UD principles not only promote inclusion but also enhance overall workplace productivity and employee satisfaction3,4.

Key Design Strategies for Employers

  1. Flexible Work Arrangements: Providing flexibility in work schedules and task completion can accommodate diverse needs. Examples include remote work options, flexible hours, frequent breaks, and hybrid work models.
  2. Multiple Communication Modalities: Use various methods to share information, such as audio, visual, text, and image-based formats. Incorporating assistive technologies can further enhance accessibility.
  3. Environmental Modifications: Ensure physical and functional accessibility through ergonomic furniture, minimizing noise and glare, and creating accessible entrances and workspaces.
  4. Color-Coding and Labeling: Clearly label zones, spaces, and equipment to aid navigation and reduce cognitive load.
  5. Social Support and Inclusive Decision-Making: Foster an inclusive culture by increasing social support and involving employees in decisions that affect their work.
  6. Accessible Rest Areas: Provide quiet, comfortable spaces for rest and recovery to reduce physical and mental strain.

Practical Recommendations

Employers can leverage existing resources to implement UD principles. For instance, the U.S. Department of Labor’s Office of Disability Employment Policy offers comprehensive guidelines5. Additionally, strategies for creating autism-friendly workplaces are outlined by organizations such as Autism Spectrum News and Universal Design Australia. By adapting these practices, employers can cultivate a more inclusive and supportive environment.

Conclusion

Adopting Universal Design in the workplace is not just an ethical imperative but also a strategic advantage. Inclusive workplaces benefit from diverse perspectives and increased employee engagement. By prioritizing accessibility and inclusion, employers can help bridge the employment gap for autistic individuals, fostering a workforce that truly reflects the diversity of society.

References

  1. Harmuth, E., et al. (2018). Barriers and Facilitators to Employment for Adults With Autism: A Scoping Review.
  2. Bureau of Labor Statistics (2024). Persons With a Disability: Labor Force Characteristics – 2023.
  3. Doussard, C., et al. (2024). Universal Design for the Workplace: Ethical Considerations Regarding the Inclusion of Workers With Disabilities.
  4. Silver, E. R., et al. (2023). Beyond the Business Case: Universally Designing the Workplace for Neurodiversity and Inclusion.
  5. U.S. Department of Labor (n.d.). Universal Design.

Sara Namazi is an Assistant Professor of public health at Johnson & Wales University. Namazi is a co-investigator on the Health Improvement Through Employee Control (HITEC) study, which looks at correctional employee well-being. Namazi is also a Research Affiliate with the Center for the Promotion of Health in the New England Workplace. Her research primarily focuses on addressing work and non-work conditions that impact employee health, safety, and well-being using community-based participatory research methodology and Total Worker Health® principles and practices. Namazi is also starting a new research pursuit looking at the intersectional challenges and opportunities related to the well-being and health of neurodiverse individuals in the workplace. Her son, Oscar Soriano, has inspired her newfound interest in merging her expertise in occupational health with disability research.


CPH-NEW is a NIOSH Center of Excellence for Total Worker Health®. CPH-News & Views is a quarterly blog written by center researchers and guest authors on emerging topics related to healthy workplaces. We welcome your responses and discussions. Please send all comments to CPHNEW@uml.edu.


Total Worker Health® is a registered trademark of the U.S. Department of Health and Human Services (HHS). Participation by CPH-NEW does not imply endorsement by HHS, the Centers for Disease Control and Prevention, or the National Institute for Occupational Safety and Health (NIOSH). This publication was supported by NIOSH Grant Number 1 U19 OH012299. Its contents are solely the responsibility of the authors and do not necessarily represent the official views of NIOSH or CPH-NEW.