By Patrick Bardsley, co-founder and CEO of Spectrum Designs Foundation, an enterprise of businesses employing people on the autism spectrum.
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April is World Autism Month, a time to recognize the unique perspectives of individuals on the autism spectrum. What once started as a campaign dedicated to awareness is evolving into one focused on acceptance. So, is one right and one wrong? I contend we still need both, especially in the workplace.
“Awareness versus acceptance” has been a debate within the autism community for many years. Awareness was once a necessity due to the lack of available information regarding autism, but many people are now becoming more informed and embracing neurodiversity. A new generation of advocates is pushing for language to evolve alongside it. In this article, I will discuss the history of autism awareness and how the shift toward acceptance and inclusion can open new doors to inclusion for businesses.
The History Of Autism Awareness
The history of autism awareness dates back to the 1970s when the Autism Society of America started its nationwide awareness campaign. In 1973, Richard Nixon declared the last week of June National Autistic Children’s Week.
In the 1980s, Ronald Reagan issued a proclamation declaring April Autism Awareness Month. The United Nations declared that World Autism Awareness Day would be observed on April 2 beginning in 2008.
A Shift To Acceptance
When the Autism Society of America initiated its awareness campaign in the 1970s, information about autism was scarce. However, significant developments have since taken place, and access to information about autism has improved considerably.
As the general public’s understanding of autism evolved, the term “autism awareness” gradually became less relevant in the eyes of some. This shift in perception has led advocates to emphasize acceptance and inclusivity.
In 2021, the Autism Society of America suggested using the name Autism Acceptance Month instead of Autism Awareness Month.
“Awareness is knowing that somebody has autism,” said Christopher Banks, president and CEO of the Autism Society of America. “Acceptance is when you include [them] in your activities. Help [them] to develop in that community and get that sense of connection to other people.”
Moving Toward Inclusion
As Verna Myers said, “Diversity is being invited to the party; inclusion is being asked to dance.”
To truly create a neurodiverse workplace and world, we need to not only accept those with differing abilities but also include them in all aspects of life and business.
My organization, Spectrum Designs, has been creating neurodiverse employment and training opportunities for over 12 years. The thing I am most proud of is our integrated workforce and the inclusive culture formed as a result. Creating an inclusive environment where everyone can be themselves can lead to the development of lifelong friendships and exceptional career progression for those who, in some cases, were once told they may never be gainfully employed.
If we had solely focused on awareness, we would never have gotten as far as we have.
The Benefits Of Inclusion
Inclusion benefits everyone.
In the business world, teams with a diverse group of decision-makers are outpacing their competitors. According to Cloverpop research that Forbes contributor Erik Larson shared, “decisions made and executed by diverse teams delivered 60% better results.” The research also found that teams that follow an inclusive process make decisions twice as fast and make better business decisions in as many as 87% of cases.
Inclusion can have benefits beyond the original intent. The Curb-Cut Effect describes how something designed for one group can make life better for everyone. Sidewalk cuts were initially developed to make society more accessible for wheelchair users but ended up becoming helpful for people pushing strollers, carrying luggage or just safely crossing the street.
Advancing A Neurodiverse Workplace And World
Awareness isn’t inherently a bad thing, but I believe that a sole focus on awareness can overshadow the bigger picture and be an enemy of advancement.
“’Awareness’ can only do so much to improve the lives of Autistic people and support their families,” said Areva Martin, attorney and autism advocate. “In many cases, it’s led to the spread of dated views and misinformation that made many in the Autistic community cringe at the coming of April.”
So instead of focusing solely on awareness, take time to listen to voices within the autism community and see how your organization can embrace acceptance and, ultimately, true inclusion. To do this, I’ve had success taking the following steps:
1.”Nothing about us without us”: It’s essential to listen to and learn from autistic individuals themselves. Seek out and value the input of people with autism in your company and community on all matters related to autism, including policy development, research and best company practices. For inclusion to work, everyone must have a voice.
2. Educate yourself: Learn about autism and the experiences of people on the autism spectrum, ideally directly. This includes learning about the different ways autism can manifest, understanding the challenges and strengths of people on the autism spectrum at work and recognizing the diversity within the autism community.
3. Create an inclusive workplace: Provide reasonable accommodations for employees, including those with disabilities, such as flexible work schedules or assistive technology. Review company policy and ensure that the physical workplace is accessible to individuals with disabilities.
4. Collaborate with autism organizations: Partnering with the right organizations is an effective way to engage any community. These organizations can provide insight and guidance on engaging with the autism community, as well as connect businesses and individuals to the autism community.
5. Foster an inclusive culture: Business leaders can foster an inclusive culture by promoting diversity and inclusion throughout the organization. This could include celebrating disability awareness months, promoting disability employee resource groups and ensuring that employees with disabilities are included in all aspects of the business and decision-making process.
If inclusion is the destination in our workplaces, I’d contend that we need awareness and acceptance working in tandem to fuel that journey. I’d implore you to lean in and take these steps every month of the year—not just in April. By definition, we can only realize a truly inclusive workplace together.
