Editor’s note: Emani Hanks’s opinion piece won first place in The Kiosk’s Fall 2024 Political Op-Ed Writing Contest.
Imagine being a single mother and diagnosed with autism after 30 years of masking. Your life is falling apart at home, while at work you are facing constant scrutiny, not for the quality of your performance, but simply for how you exist in the world. Struggles equivalent to this are the reality for many autistic individuals, including myself, who battle with invisible disabilities while facing adversity in environments aimed to misunderstand and dismiss us simply because we present differently than the rest of the world.
An experience at work forced me to confront my invisible disability. Growing up in foster care, I was evaluated countless times by professionals who overlooked my autism. It wasn’t until my son’s diagnosis in 2017 that I recognized similar traits in myself. Despite living with this reality for decades, my neurodivergence has often been interpreted as laziness, disrespect, or disinterest despite my sincerest intentions.
Following a meeting, I shared with my manager that I come to work “for survival,” trying to convey the weight of my struggles as it was known being a single mom to an autistic son while navigating a recent domestic violence (DV) incident that was being litigated in family court. Instead, they dismissed and accused me of having contempt for my job.
During another conversation, I fidget, which assists with self-regulation, and was told my behavior was disrespectful. It was a particularly difficult time as I was going back and forth to court. The stress had taken a toll on my body causing me physical pain. My choice of practical comfortable footwear was also admonished because it didn’t fit the department’s “aesthetic.” These instances all occurred the same week I disclosed my diagnosis and applied for FMLA to manage caregiving and health needs, making it clear: the system isn’t built for people like me.
High-masking neurodivergent women, particularly women of color, face compounded workplace challenges. Masking hides our struggles but exacerbates executive dysfunction and burnout, often misdiagnosed as depression or performance issues. This invisibility fosters systemic retaliation, as I experienced when disclosing my diagnosis.
Statistics reveal the broader implications: only 22% of adults with disabilities, including autism, are employed in the U.S. (BLS, 2023). Fear of stigma often prevents disclosure, leaving employees unsupported in rigid, exclusionary workplaces. Simultaneously, autistic individuals are more vulnerable to violence. Research shows 54.5% of autistic women report physical violence compared to 28.6% of non-autistic women, and 77.9% face multiple forms of abuse (Gibbs et al., 2023). These figures highlight the urgent need to address workplace inequities at the intersection of neurodivergence, gender, and trauma.
Workplace accommodations are essential for inclusion. The Job Accommodation Network (JAN) suggests simple, cost-effective measures: mentorship programs, flexible scheduling, structured breaks, and sensory-friendly spaces. For instance, noise-canceling panels and adjustable lighting can significantly reduce sensory overload.
Journalist Steve Silberman emphasized that neurodiversity isn’t a deficit but a spectrum of strengths that should be appreciated and embraced (Odom, 2016). However, systemic ableism continues to undervalue these contributions, leaving many marginalized. Implementing accommodations and neurodiversity training are not just ethical, it’s practical and necessary in order to bridge the gaps that exist within the workplace and foster equity.
Training should also cover all topics under inclusivity and be mandated for upper management. As of recently, I learned DV victims are a protected class in New York, something my manager failed to point out. Inclusive workplaces support an environment of innovation and stronger team cohesion (Embrace Autism, 2024). Additionally, companies that embrace neurodivergent employees report higher retention rates (Waisman-Nitzan et al., 2021). Yet, the gaps in policy enforcement and understanding are vast. Employers must recognize the strength in neurodivergence, and policymakers must ensure workplaces provide not just physical accessibility but emotional and psychological safety.
Critics may argue that accommodating neurodivergent employees is costly or logistically challenging, especially for small businesses. However, accommodations such as flexible schedules or remote work require minimal investment. Others might worry that employees will exploit policies. Evidence suggests the opposite: supported neurodivergent employees are highly dedicated and productive contributors. In my case, I relied on FMLA to address legitimate caregiving and health needs, yet my employer scrutinized and questioned my leave.
Educating management and staff about neurodiversity can reduce workplace conflicts and misunderstandings, fostering a more inclusive culture. This is not just an ethical imperative but a practical solution for creating equitable workplaces. Safe workplaces are not a luxury but a necessity. My journey illustrates the urgent need for systemic change. The mental toll of navigating a toxic work environment, coupled with personal struggles, is unsustainable. Trauma-informed workplace policies can address DV’s impact on neurodivergent employees, while community-based support networks provide essential resources.
Advocacy is crucial. Employers must prioritize accommodations and emotional safety, recognizing the value of neurodivergence. Policymakers must enforce workplace protections to create environments where all employees can thrive. The intersection of neurodivergence, gender, and systemic barriers demands comprehensive solutions that address these challenges holistically.
My experiences are deeply personal but far from unique. Setting boundaries and demanding respect are necessary steps, but the burden shouldn’t fall solely on individuals. Strengthening workplace protections is a societal responsibility in order to ensure equity. Employers, policymakers, and communities must work together to create workplaces that value diversity, and provide psychological safety. For neurodivergent employees like me, these changes are not just about compliance—they are a matter of dignity and survival.
Very well written and explained. I truly believe that adults with autism, once diagnosed can thrive at work when the management is educated and trained on this condition.The respect trickles from the top down. Adult with autism can only add to a better , less toxic healthier and more diverse and inclusive work environment were people feel seen, respected and supported which only leads to better production for the company in the long run