How can the work environment be redesigned to enhance the well-being of individuals with autism?

Abstract

PurposeThis article examines the opportunities to create optimal conditions for individuals with autism, to work successfully within the contemporary workplace and improve their well-being. These opportunities arise from digital technology (DT) development, enabling the work environment to be remodeled by providing new possibilities and ways of working. The author discusses both technology-based as well as non-technological accommodations supporting overcoming the workplace challenges faced by employees with autism.Design/methodology/approachA qualitative research was conducted with the use of in-depth interviews with 21 individuals with expertise in the field.FindingsPossible technology-based work environment modifications and non-technological managerial practices facilitating work integration and the long-term well-being of individuals with autism were proposed. These solutions address four main problems: (1) effective communication; (2) time management, task prioritizing, and organization of work; (3) stress management and emotion control; and (4) sensory sensitivity.Practical implicationsProposed solutions include primarily the wide usage of electronic mediated forms of communicating based on non-direct and non-verbal contact; a flexible approach towards work organization; accurate stress monitoring systems; and an individualized approach toward office space arrangements limiting external stimuli.Originality/valueAll this could lead not only to an increase in employment in individuals on the autism spectrum but also influence the improvement of the job performance of already employed. Modifications introduced could improve the long-term well-being of all employees, both with autism and neurotypical ones.

Remote Work Support Needs of Employees with Autism Spectrum Disorder in Poland: Perspectives of Individuals with Autism and Their Coworkers

“…Often, the benefits of limiting unwanted interpersonal contact will aid work efficacy [ 43 ]. Nevertheless, while reducing unwanted stimuli, for some people, it also carries a risk of workplace social exclusion with implications for career trajectory.…”

“…In some contexts, providing a mentor may be an effective strategy, particularly when direct monitoring by a supervisor is not possible [ 44 ]. Supervision and assistance by coworkers or managerial staff can be achieved using computer software or mobile devices [ 7 , 43 , 45 ]. If properly executed, this can be a benefit to overall work efficiency, assuming that supervisors are properly trained in the needs of employees on the autism spectrum with a shift to virtual employment.…”

AMO model for neuro-inclusive remote workplace

“…One way to combat such a negative experience is to encourage self-care activities in the form of physical exercise (American Occupational Therapy Association, 2020, p. 77) and facilitate line managers in being able to effectively monitor the levels of exhaustion of their neurodivergent employees (Richards et al, 2019). This can be achieved with the use of digitization tools in HR for weekly planning of work such as AI-enabled bots or virtual assistants (Malik et al, 2022) or by using specifically designed accurate stress monitoring systems (Tomczak, 2022).…”

“…For instance, not all remote workers can enjoy a dedicated home office or enough space to designate for work. While a typical employee will usually find it easier to juggle professional work and personal responsibilities (Gajendran and Harrison, 2007), this task may appear particularly difficult for neurodivergent colleagues who may suffer from difficulties with effective time management, task prioritizing, and organization of work (Tomczak, 2022). Offering flexible work opportunities may be part of a solution to this problem.…”

“…This can be achieved with the use of digitization tools in HR for weekly planning of work such as AI-enabled bots or virtual assistants (Malik et al. , 2022) or by using specifically designed accurate stress monitoring systems (Tomczak, 2022).…”