Autistic Young People & the Power of Strengths
Stepping into the workforce is a challenge for anyone. But for many autistic young people, it’s more than that.
It can feel like walking into a party where everyone already knows the dance. The moves are silent. The rhythm unspoken. And when you don’t keep up? You stand out for the wrong reasons.
And it’s not just about learning the ropes. It's about stepping into a space that often wasn’t designed with neurodivergence in mind.
But here’s the thing: when autistic strengths are recognized instead of suppressed, they can shine and elevate entire teams with them.
Maybe They Don’t “Fit In” Because the Mould Was Broken to Begin With
Many autistic individuals carry painful workplace labels:
- “Too direct.”
- “Doesn’t get the social cues.”
- “Struggles with teamwork.”
But wait, who wrote those rules? And more importantly… who were they written for?
Is directness really a flaw, or is it simply a kind of clarity that’s out of sync with corporate vagueness? Is a preference for structure rigid, or just honest about how the brain works best?
We keep trying to get autistic people to fit a broken mould. Maybe it’s time we fix the mould instead.
What If We Focused on Strengths Instead?
Instead of focusing on shortcomings, it is better to concentrate on positive aspects. What is already strong here? What is already working well? The strengths of autistic people are not only admirable, but they are also useful. This is the Positive Psychology-approach. Positive Psychology is a branch within psychology that focuses on human flourishing, well-being and enhancing strengths.
This is what many autistic employees have to offer:
- Attention to Detail → Quality
What some call “rigidity” is often precision. In tasks where accuracy matters, autistic minds catch what others overlook. It’s not a flaw it’s a commitment to excellence.
- Need for Structure → Planning & Emotional Regulation
Structure brings clarity. For autistic individuals, routines aren’t limitations, they’re stabilizers. It’s not about inflexibility. It’s about reliability and self-regulation.
- Direct Communication → Honesty
No small talk. No hidden meanings. Just straightforward, honest expression. In a world of over-complicated communication? That’s refreshing.
- Ethical Commitment → Fairness & Persistence
Many autistic individuals have a strong inner compass. When they care about something, they stay with it. Their deep sense of fairness drives them to stand up for what’s right, not just what’s easy.
- Deep Focus → Analysis & Curiosity
What some call “fixation” is often mastery in the making. Their ability to deep-dive into topics leads to insights, innovation, and solutions others might miss.
- Emotional Self-Awareness → Emotional Knowledge & Emotional Regulation
Autistic people often develop a strong internal understanding of their emotional world, especially when supported. That self-knowledge becomes a foundation for resilience.
- Desire to Improve the Environment → Growth, Innovation & Positivity
From rethinking systems to creating better ways of working, autistic individuals often challenge the status quo. They’re natural changemakers, if we take the time to listen.
By connecting these strengths, we’re not just listing traits, we’re reframing the narrative.
These aren’t niche skills. These are human strengths. And they belong in every workplace.
“The goal of Positive Psychology is to catalyse a change in psychology from a preoccupation only with repairing the worst things in life to also building the best qualities in life.” — Martin Seligman
Yet despite these assets, we keep looking for the “ideal candidate” who fits a checklist that leaves brilliant minds behind.
The Numbers Speak And They Hurt
Let’s talk facts:
- 85% of autistic adults are unemployed or underemployed.
- 58% report bullying, isolation, or microaggressions at work.
- But companies that embrace neurodiversity see 20% more innovation and 30% greater task accuracy.
(National Autistic Society, Autism Speaks, Deloitte)
This isn’t about charity. It’s about common sense. And, frankly, missed opportunity.
What Autistic Employees Actually Need
Creating inclusive spaces doesn’t require miracles. It just requires listening—really listening.
Here’s what makes a difference:
- A workplace that doesn’t require masking just to survive.
- Leaders who check in with care, not just for deliverables.
- Mentors who support instead of trying to “fix.”
- Teams that see difference as valuable, not inconvenient.
Sometimes, the most powerful gesture is this: Let them be.
If You're One of Them Read This
If you're autistic and just entering the world of work, and it feels overwhelming or disorienting this is for you:
- Your way of thinking is not wrong. It’s just different.
- You don’t need to shrink yourself to fit in.
- Your detail, your depth, your clarity they’re strengths.
- You belong here. Even if it doesn’t feel like it yet.
Don’t wait for the world to validate you. Start by knowing your value from the inside out.
Inclusion Isn’t a Slogan. It’s a Practice.
It’s not about having a policy. Or one neurodiversity workshop. Real inclusion is built on:
- Pauses.
- Consideration.
- Choosing not to laugh when someone struggles to find their words.
- Asking: “What can I learn from someone who sees the world differently?”
When we do that, we’re not just including others. We’re becoming better humans.
Key Takeaways
- Autistic people don’t need to change to succeed, the workplace does.
- Their strengths (focus, honesty, structure) aren’t quirks. They’re assets.
- Inclusion happens in daily habits, not corporate policies.
- Overstimulation is real. And manageable, with the right support.
- If you’re autistic, your brain is not broken. It’s brilliant in its own way.
Conclusion
If this message hits close to home, share it. Not for applause. Just because someone, somewhere, might need to hear it right now.
The working world doesn’t need more perfect people. It needs people who think differently. Feel deeply. And show up as themselves—without asking for permission.
FAQ: Pause Before You Judge
Q: What if that “weird” colleague is just overwhelmed?
A: Silence might be their safety net. Give it respect.
Q: What if you're the only person today who can make them feel they belong?
A: A genuine “How are you, really?” can mean everything.
Q: What if their “lack of effort” is actually a different way of expressing care?
A: Not everyone smiles. Not everyone talks. And that’s okay.
Q: What can I do right now?
A: Maybe don’t interrupt. Don’t repeat that “harmless” joke. Be curious instead of critical.
Sources
· Seligman, M.E.P. (2002). Authentic Happiness.
· National Autistic Society. (2022). Employment Report.
· Deloitte Insights. (2020). Neurodiversity in the Workplace.
· Autism Speaks. (2021). Workplace Discrimination and Neuro
Add comment
Comments