Autism Spectrum Disorder: emotion work in the workplace

Autism Spectrum Disorder: emotion work in the workplace

The number of people with invisible disabilities who undertake paid employment is increasing (Vickers, 2017). However, workplaces, particularly small and medium enterprises, are not always structured to manage a diverse workforce with differing needs and often the expectation is that the worker adjust themselves to the norms and expectations of that workplace (Werth, 2013). In reality however, where an employer finds that they have an employee who discloses a disability, employers in Australia have an obligation under the Disability Discrimination Act ([DDA] 1992) to not discriminate against them. The groups of workers who are protected by the provisions of the DDA include those diagnosed with Autism Spectrum Disorder (ASD). There are rising number of workers with ASD in paid employment and there is a need for employers to develop strategies for the support of these workers (Neely & Hunter, 2014). This chapter examines the influences on disclosure decisions and factors that impact on the identity of workers with ASD, include stigma management, peer support, and level of disability and required supports.

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