Taking pride in your Autistic identity at work: A conversation with Sarah

What does taking pride in your Autistic identity mean to you?

For me, it’s about acknowledging Autistic traits as integral to who we are and embracing the unique perspectives and skills that we bring to the table. Our neurotype gives us a way of thinking that differs from allistic individuals, and that’s something we can harness to achieve amazing things.

Sometimes, life can also be more challenging for us, and I believe that having a positive identity involves taking a more holistic view, but also reminding ourselves of what we’ve overcome and how powerful and resilient we can truly be.

It also means feeling connected to an awesome community of Autistic people around the world – of all genders, races, cultures, etc. – and advocating where possible to uplift those voices and ensure a diverse representation of the Autistic experience.

Has your understanding or relationship with your Autistic identity changed over time?

For a lot of late-diagnosed people, there’s this process of unpacking internalised ableism and inaccurate preconceptions of autism – sometimes we have to pause and reflect on whether we perceive something a certain way because we’ve been conditioned to by society. Part of that involves giving myself grace and focusing on a constructive way forward, rather than becoming too frustrated with myself if I’m struggling with something. It’s a work in progress.

What can peers or employers do to create a workplace where Autistic people feel supported in expressing their Autistic identity?

Authenticity is absolutely vital to any organisational culture, and a strong culture is one that supports the authenticity of its people. For people to feel safe sharing who they are with you, you’ve got to share who you are with them. Openness and vulnerability make way for creativity, innovation and problem-solving.

Workplaces need to be proactive, rather than reactive, about supporting Autistic employees. Some people don’t feel totally comfortable recommending adjustments or just don’t know what to ask for. You can implement neuro-affirming initiatives that benefit everyone, not just those who identify as Autistic, and offer them freely, without people needing to go out of their way to request them. The process needs to be as obstacle-free as possible.

Disclosing one’s identity at work can be risky, but I also feel like I have to put myself out there if I want things to change. I am really lucky to work for an employer where diversity, equity and inclusion are genuinely valued at all levels of the organisation. We are encouraged to speak up and there’s a real appetite for continuous improvement in this space.

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