Finding employment in modern society is a dog eat dog world. However, have we ever considered what it's like for individuals that encounter Asperger’s syndrome or Autism spectrum disorder (ASD)? According to the CDC, approximately 5,437,988 (2.1%) adults in the United States have ASD. Of that population 50-75% individuals struggle with being underemployed or unemployed (Palumbo, 2021). Oftentimes, ASD individuals are discriminated against and stigmatized in the workplace because their impaired social skills affect people's perception of them (Sherrell, 2021). This just reveals how grim and unforgiving the labor force can occasionally be towards individuals that live with a disability.

As a future human resource professional it’s quite disheartening to see people with ASD be treated as second-class citizens. Although, The Americans with Disabilties Act (ADA) was created to protect disabled individualsand prohibit discrimination, we frequently see people within the labor force find loopholes to spew inequity when dealing with autistic people. For instance, in 2021 we see the Equal Employment Opportunity Commission (EEOC) file a lawsuit against a McDonald’s franchisee (under new management) for violating the ADA by firing a grill cook with autism despite showing good performance, even being rewarded for decades for doing so. However, his disability caused him to have a tendency to speak loudly which disrupted his coworkers (Heasley, 2021). Additionally, there was a study conducted on individuals with Asperger’s syndrome that showed they either had a difficult time obtaining employment that would accommodate them or maintaining their job (Hurlbutt & Chalmers, 2004). Incidents like this indicate there is a lack of human decency and empathy for people with ASD or Asperger’s in the labor force.

All individuals deserve equity especially in employment because having an income is essential to maintaining a stable livelihood. People with ASD or Asperger’s shouldn’t be underestimated or tossed aside because of negative connotations and bias against their disability. Let’s not only think about mistreatment of ASD or Asperger’s individuals in the labor force, but all individuals with disabilities. These individuals have to live the struggles of their disabilities however, they are resilient, willing and talented just as everyone else is, so we shouldn’t count them out or assume they are inept. Additionally, we should still provide accommodations for those with any disability as they still face challenges, and work to the best of their ability to prove themselves worthy. As it states in ADA guidelines “employers must provide reasonable adjustments to autistic employees” (Sherrell, 2021).

On a brighter note, there are some companies that are advocating for employing more individual’s with ASD and Asperger’s. Autism Speaks launched a program called Workplace Inclusion Now (WIN) to support inclusiveness and a welcoming work culture through extensive resources for ASD individuals to excel in the workplace (Palumbo,2021). In the article, we learned more about how the WIN program works to connect ASD individuals with employment that fits them and the company.

A statement that stuck out to me was from Valerie Paradiz (VP of Autism Speaks) was “hiring autistic people wasn’t a charitable act ”. Reason being is that, it's important that when we advocate for marginalized people is being conducted in a sincere manner and not to earn “brownie points” from society. I am personally glad to see that there are foundations, programs, groups, etc that work to support ASD and Asperger’s individuals in the labor force because everyone that is qualified deserves a fair shot. And I hope that as time progresses, we continue to see genuine care and support for ASD/Asperger’s individuals in the labor force.