Supports and Barriers to Inclusive Workplaces for LGBTQIA+ Autistic Adults in the United States

Abstract

Background:

Autistic people and lesbian, gay, bisexual, transgender, queer, intersex, asexual, and people of other sexuality or gender minorities (LGBTQIA+) experience worse unemployment rates than allistic or cisgender, straight people. Yet, there is limited research to understand the employment experiences of people with both autistic and LGBTQIA+ identities. Therefore, in this study, we aim to describe the barriers and supports for inclusion in the workplace for autistic LGBTQIA+ adults.

Methods:

This analysis utilized data from a larger mixed method, participatory research study, including qualitative data from 35 LGBTQIA+ autistic adults who were working part- or full-time. Participants were engaged in a semi-structured interview or a focus group. Data were analyzed using an interpretative phenomenological analysis. An audit trail, checks for representativeness, and negative case analysis were utilized to promote trustworthiness of data analysis.

Results:

Several factors contributed to participants' feelings of inclusion or exclusion within workplace settings. “Red flags” such as safety concerns, accessibility issues, stereotyping, and challenges with communication contributed to feelings of exclusion and the need for compartmentalization of identities. Contrarily, “green flags” such as workplace culture, representation, and accessibility contributed to increased feelings of inclusion and comfort disclosing identities.

Conclusions:

Our findings suggest that many LGBTQIA+ autistic individuals compartmentalize certain identities to protect themselves due to oppressive workplace settings, but this can be detrimental to one's well-being and contribute to autistic burnout. These findings suggest multiple recommendations to improve inclusion in workplace settings, as well as various next steps for future research.

Community brief

Why is this an important issue?

LGBTQIA+ and autistic adults face increased risks of unemployment and underemployment as a result of discrimination. Although the workforce statistics of both of these groups is well understood, many autistic adults identify as LGBTQIA+, and there is very little research exploring this intersecting group's experience in the workforce.

What was the purpose of the study?

We wanted to identify and describe barriers and supports for autistic LGBTQIA+ adults in the workforce regarding their employment status and overall well-being as a result of workplace influences.

What did the researchers do?

We interviewed 35 autistic and LGBTQIA+ adults who were currently employed. The interview guide was created by the research team who were led by autistic LGBTQIA+ researchers. The interviews not only included questions that allowed participants to speak on guided topics but also allowed them to speak on things that were not planned as a way to accurately represent their experiences. We then analyzed all the transcripts from the interviews and organized the data by topics that were agreed upon by the research team. These topics were then closely assessed to create themes that painted a picture of autistic LGBTQIA+ experiences in the workforce.

What were the results of the study?

We found that participants look for “red flags” (safety concerns, accessibility issues, stereotyping, and challenges with communication) in fear of experiencing discrimination at work that causes feelings of exclusion. This results in people deciding to hide part of their identity, which is known as compartmentalization, and is detrimental to their mental health and quality of life. On the contrary, “green flags” (positive workplace culture, representation of diversity, and accessibility) led to feelings of inclusion and helped people feel more comfortable being openly autistic and/or LGBTQIA+.

What do these findings add to what was already known?

It is generally understood that individuals with multiple minority identities experience unique discrimination that is specific to the layering and complexity of their overall identity. What these findings add are the intricacies of how this specific group, autistic LGBTQIA+ adults, experience that discrimination, and also what part of current workplace policies and culture is positively affecting them.

What are potential weaknesses in the study?

The participants recruited were mostly young adults with low support needs. All were also able to communicate verbally, all of which can contribute to not being 100% representative of the autistic LGBTQIA+ workforce.

How will these findings help autistic adults now or in the future?

These findings produced recommendations that were reported directly from the autistic LGBTQIA+ community. This should help to guide future researchers, employers, coworkers, and policymakers on how to improve their employment experiences.