Focus Area 3: Thriving in the workplace

We want a diverse, inclusive, and welcoming South Australian workforce where the strengths and skills of Autistic people flourish.

Employment and financial security play a significant role in improving outcomes for Autistic people.

Participating in the workforce is important for social inclusion, financial stability, economic independence and autonomy. Employment also contributes to improved mental and physical health and wellbeing, and increased opportunities for meaningful engagement in society.

Despite the varied and diverse skillset of Autistic people, which could prove invaluable to employers, data shows the unemployment rate for Autistic people is still more than three times the rate for people with other disabilities and almost six times the rate of people without disability.

In a 2023 study, it was found that despite many Autistic people reporting a desire to work, compounding issues relating to the elevated risk of experiencing mental and physical health issues, along with fatigue and burnout, substantially impacted their ability to obtain and sustain meaningful employment. As a result, Autistic adults continue to face challenges in experiencing good financial wellbeing. (Source: Pellicano, E., Hall, G., & Ying Cai, R. (2023). Autistic adults’ experiences of financial wellbeing: Part II. Autism.)

Data also shows that 20% of Autistic Australians have reported that they have lost their job due to their autism and more than half of all unemployed Autistic people who had previously held a paid job have been out of employment for three or more years. (Source: Amaze, Community Attitudes & Behaviours towards Autism and Experiences of Autistic People and their Families, 2018.)

In addition, carers of Autistic people may also find it difficult to maintain meaningful employment when also caring for their loved ones.

Greater inclusion and acceptance in the workplace must start before the recruitment process commences. Barriers associated with recruitment processes, along with inaccessibility and the unwillingness of employers to adapt their recruitment processes and workplace practices are often a result of stigma, discrimination, and a lack of general understanding of autism.

Better preparing children and young people for employment can have long-term benefits for their employment prospects and careers. Therefore, the transition from education to employment must also be considered to ensure Autistic people can experience greater choice and control over their lives.

“Encouraging employers to be flexible in their working conditions would be a great step toward being more inclusive to Autistic people.” — Consultation participant

The Autistic and autism communities highlighted:

• The difficulties they experienced with gaining and retaining meaningful employment.
• The impact of masking and the resulting fatigues that impacted on their work and wellbeing.
• The lack of understanding and awareness by employers results in Autistic people choosing not to disclose their autism.
• Inadequate workplace adjustments to ensure success in their roles.

Our commitments:

• Improve knowledge, understanding and awareness of autism across the workforce.
• Create an accessible, inclusive and welcoming public sector where Autistic people can thrive.
• Increase opportunities for Autistic people to gain meaningful and lasting employment.
• Consider alternative employment initiatives when transitioning from education to employment.