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What It’s Like to be Differently Abled


I was diagnosed with Asperger’s Syndrome a high-functioning form of Autism when I was 10. In hindsight when I look back at my diagnosis, I never really knew what being on the Autistic Spectrum would mean for me and my loved ones. For my parents I suspect many conflicting emotions were going through their minds. Would our son live a ‘normal life’ would he have all the opportunities of his peers, would he forge a successful career, get married etc.

Personally, my memories of being diagnosed at a young age, made me feel like I was inferior to my peers and contemporaries. Certainly, transitioning from primary school to secondary school was a culture shock which when I reflected upon in later life, I was totally unprepared for. School children at that time could be highly vindictive and nothing prepared me for an environment during my secondary school years which would prove to be such a chastening experience. I always felt that during my time at secondary school that teacher’s fell into two categories in what they did or did not know about the Autistic Spectrum. The first category would be teachers who simply put me into the prism of eccentric and idiosyncratic behaviour that I would eventually grow out of. The second category of teachers had some limited understanding of the Autistic Spectrum but could not translate a limited abstract understanding into practical support within the classroom. In all honesty leaving school at 16 with little in the way of meaningful qualifications and no friends was a blessed relief as in many respects leaving the education system felt like a liberating experience.

Sadly, my story has similar analogous experiences for a fair percentage of children on the Autistic Spectrum. According to educational statistics published by the National Autistic Society only 34% of teachers have an adequate or reasonable understanding of how to support Autistic children in the classroom. In 2018 the Supreme Court in a landmark case ruled that schools must offer reasonable adjustments to children on the Autistic Spectrum and that expelling them from school was not the answer to the problem.

When I left school at 16, I thought that the education system had largely failed me and my needs. Surely, the workplace would be more switched on to supporting those on the spectrum. Sadly, very much like my secondary school years, employers seemed to view Autism and hidden disability as a burden that they didn’t want to be saddled with. Over the course of five years from 16-21 I was in and out of employment with little in the way of support from employers who didn’t understand or want to understand the many benefits that employing Autistic people in the workplace can bring. For, me my story changed when I was 21 and went to work for J Sainsbury PLC. Sainsbury’s from day 1 identified my needs and the adjustments that I would need to be successful in the workplace. The next 10 years of my employment journey with Sainsbury’s helped build my self-confidence and self-worth with an employer who were patient and compassionate towards their employees. Sainsbury’s helped me build into the person that I am today, and I still have many fond memories of my employment with them.


Around 18 months ago I decided that the time was ripe to move onto pastures new and see more of what was out there for those such as myself on the Autistic Spectrum. When I joined Sainsburys it seemed apparent then that employers and society had little in the way of knowledge or understanding of those such as myself on the Autistic Spectrum. When I left Sainsbury’s, I thought that with the implementation of the Equality Act in 2010 and the strive to become a diverse and inclusive society that opportunities for those on the Autistic Spectrum with compassionate, patient employers would be more widespread. Yet, my experiences since leaving Sainsbury’s could not have been more markedly different with employers who seemed more focused on the bottom line, with limited understanding or patience to support and develop Autistic talent within the workplace. My own personal experiences are sadly very similar to many others on the Autistic Spectrum. Evidence compiled from the National Autistic Society suggests that only 32% of people on the spectrum are in some form of employment. Yet, in the UK an estimated 700,000 people have Autism and globally this figure is some 70 million.


As a society we seem hardwired by this perception that being disabled must mean that you have a physical impediment. This has meant that many people with ‘invisible disabilities’ such as Autism have been largely ignored or forgotten about by society. However, recently it was announced that people with ‘hidden disabilities’ such as Autism can have the right to access blue badges, allowing them to park in disabled spaces in car parks. Yet, this is one small step on what continues to be a long and arduous journey for those on the Autistic Spectrum to gain recognition and acceptance of their differences in a society that is suspicious of difference and wary of change.


In the workplace, providing enough reasonable adjustments for Autistic employees doesn’t just help those with Autism it can also benefit those with other disabilities in your organisation. All organisations need to look at SAP’s Autism workplace strategy as a blueprint model for successfully integrating Autistic talent in the workplace. Increasingly, as we advance further into the 21st Century, healthy disruption, innovation, and diversification of ideas will increasingly decide which organisations are the right side of the dichotomy between success and failure. Therefore, looked through a pragmatic and shrewd prism, a concise and pliant reasonable adjustments structure is far more likely to succeed in an organisation than one which is fixed and rigid in abstract, and application.

Employing people with Autism has so many key benefits such as:

• Distinctive logical and analytical capabilities

• Sustained Concentration and perseverance even when tasks are repetitive

• Conscientious, loyalty, and sincerity

• An exceptional eye for details, deviations and potential errors

• A strong interest in factual matters and comprehensive technical expertise


I honestly believe that with the right support, guidance and training in place. Autistic employees can flourish within your organisation. You now have a simple binary choice employ Autistic talent and continue your growth journey as an organisation or risk losing market share and ideas to companies more willing to be innovate. The choice is firmly down to you.



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