Perspectrum – Insights on Autism and Neurodiversity in the Workplace

27
Apr 2023
169
The word inclusion is written in colorful blocks on a wooden table.

Author : Carla Clark, CPHR and Volunteer with the Wood Buffalo Chapter

Autism. Autistic Person. What do these phrases mean to you? Better yet, what do these phrases mean to your companies and business leaders?

I reached out to some neurotypical network connections with limited exposure to autism at work, and asked what their reactions would be if they were given the opportunity to hire a qualified autistic person for an open role, responses included “apprehensive,” “unknowns,” “challenges,” and “sounds like a lot of work”.

Interesting choices of words. As a non-autistic employer of HR professionals, I instantly thought of my own experiences of adding any new member to the work team. What thoughts have I had surrounding bringing a new person into my pre-established team? Apprehension. Challenges. Unknowns. A lot of work. It can take 8-12 months for a new hire to mesh into the new workplace, learn the role and culture, and start to really gel with the existing team.

If bringing a new hire on to the team is already a challenge filled with unknowns, then where does this sudden hesitation come in when you put autism into the mix?

Perspective, or as I called it in this article title, perspectrum. If employers and HR professionals do not have positive lived experiences working with, living with, or interacting daily with Autistic Spectrum Disorder (ASD) individuals, then the normal challenges and apprehensions with new hires will only be magnified and multiplied by fear. “How will accommodating impact me or my workplace?” “What does accommodation look like?,” or “What will this require of me”?.

Autism

The Autistic Self Advocacy Network (ASAN) put together a description of Autism, written about and for autistic people: “Autism is a developmental disability that affects how we experience the world around us… Autism has always existed. Autistic people are born autistic, and we will be autistic our whole lives. Autism can be diagnosed by a doctor, but you can be autistic even if you don’t have a formal diagnosis.” [1]

ASAN explains that Autism can affect how people think, communicate, move within, perceive, sense, and overall interact with the world. “There is no one way to be autistic. All of us experience autism differently, but we all contribute to the world in meaningful ways. We all deserve understanding and acceptance… It can take a lot of energy to live in a society built for non-autistic people.” [2]

Lack of Education or Awareness among Employers

I chatted with Margaux Wosk (they/them), Autistic Canadian artist and entrepreneur, Owner, and Operator of Retrophiliac, an online shop and wholesale business that specializes in autistic, neurodiversity, and queer affirming merchandise. Wosk shared about their experiences working for employers that were extremely supportive, and employers who were ignorant, and unsupportive. Wosk shared that they disclosed to a new employer pre-hire that they were autistic and provided a few resources on autism and specifically the accommodations they needed. Wosk mentioned fluorescent lighting, and sensory issues were two of the main accommodations. They had applied for an area in the business that was suitable for their skills and accommodation needs but was transferred to another area that did not use their skills, and furthermore had them working in and around freezers with fluorescent lighting and rapid temperature changes, a disaster for sensory challenged individuals. Outside of these major accommodation issues, it seemed that their employer did not take many steps to help Wosk with the social integration in the business, ”I really felt like no one wanted me there… I was, what felt like, intentionally treated worse than everyone else.”

Fen Bailey  [3] (they/she), Alberta-Based Public Sector Employee, talked to me about some of their experiences with working for an employer who did not understand their neurodiversity. “There is an element of frustration, for sure, that stems from needs going unheard and unmet while you channel all the energy you have into trying your best to meet their expectations. Those expectations are often indifferent to the autistic experience… and more frequently… are detrimental to an autistic person.” Bailey shared that they are a person who needs control over the stimuli in their environment. Outside of fluorescent lighting, loud sudden noises and repetitive noises can be deeply upsetting for her, even a nearby colleague with sinus issues could cause a full sensory-related meltdown. Accommodation for Bailey means an environment where they can wear a noise-cancelling headset on a regular basis and replacing fluorescent lights with softer lights or even just a lamp.

Aryn Green [4] (they/them) a BC-based employee in the agricultural field, recently went back to work after taking time off to raise kids. Green, recently diagnosed with ASD, was apprehensive to rejoin the workforce after years of work for large companies in the mining and engineering fields. “My career exhausted me, and I had no identity when I left… had I known what I know now, I could have found resources or solutions, and maybe coworkers wouldn’t have been so quick to judge.” Green’s workstyle is to identify problems and address them, but their approach and their mindset was not often understood, particularly by their leadership in past roles. “It really bothered me that my manager [at the time] was not knowledgeable of the lab procedures… I’m sure it was written in my report that I was defiant or resistant to authority,” Green wants HR professionals to be aware that there are so many autistic people undiagnosed, and that “social emotional ‘problems’ might not be [simply] a case of someone being difficult to work with.”

Employers Who Truly Accommodate

Prior to the awful experience described above, Margaux Wosk had worked as a supervisor in a retail business for an extremely accommodating employer, “having an employer who cared really meant the world to me. They knew that I was a neurodivergent, and they did everything they could to accommodate me and make me comfortable… I felt accepted and wanted in [that] environment, and … they really cared about the things I could do versus what I wasn’t able to do. [It] made a huge difference. When asked about some of those things they could do, Wosk mentioned their ability to retain a high volume of knowledge, affinity for problem solving, strong attention to detail, and customer focus. Wosk started their first business at age 14 selling vintage products on eBay and following their experiences in the ”employed” world, returned to retail in selling affirming merchandise to help others with finding and expressing their voices.

When asked what it was like to work for an employer who can truly accommodate her needs, Fen Bailey said “I’ll say this first: I have never worked for an employer that could fully meet every single need, and honestly, that’s ok. My current employer, however, has gone above and beyond what I had hoped for an expected… sick bank time… supplying me with as quiet a place to work as possible… sourcing a noise-cancelling headset for office use, to eventually transferring me out of the department I started in to another one to try and better meet my needs… there is an understanding that I may need to step away to regulate myself both emotionally and physically, with systems in place to ensure I am still working my full hours. … Both my team leader and manager … have been and continue to be incredibly understanding and willing to learn about how autism affects my day-to-day function both in and outside of the workplace… they’ve helped me put a contract in place … that lays out our responsibilities to each other, and while it hasn’t been perfect, I can say with confidence that they’ve truly done their best to accommodate me”.

Aryn Green had a challenging time in job interviews, constantly telling themselves to “look at [the interviewers’] faces from time to time… and not [engage in] info dumping about plants.” Green was really hemming and hawing about whether to disclose their autism at the interview stage. “The real barrier starts before you are even hired… [I heard] too many horror stories about friends disclosing [they are autistic] in interviews… because it makes employers/interviewers awkward on how to respond to it, or they have their own stereotypes about what autism is.” In the end Green decided not to disclose to their prospective employer, however, knew that regardless of any disclosure, it was apparent they were dealing with an inclusive leader. “The Owner… is lovely and embraces all people that she feels are a good fit.”

The Journey to ASD Inclusivity

Green cautions employers and HR professionals that someone who works excessively might not be “too ambitious” or passionate, and that someone who works slowly might not be “too cautious.” When it comes to inclusion for neurodiversity in the workplace, awareness is critical. Green suggests that “including a question like ‘do you have any sensory challenges that might need accommodations?’ could open up the door for more narrative surrounding actual acceptance and accessibility… [and] tells the interviewee that perhaps the potential employer is listening.”

“For autistic folks in customer-facing roles who want to make it work” counsels Bailey, “be kind to yourself, rest, and take care of yourself. Navigating emotional situations with clients will be exhausting, especially if you have to try and defuse the situation.”

Wosk left these final words on the journey to inclusivity: “I absolutely believe that with the right support system, and the right understanding, that autistic people can be an incredible asset to an employer… but [employers] have to understand the nuances that come with that… [employers need to] start doing some research about the situation or attend online seminars, but it will really help to expand their idea of what neurodiversity looks like in the workplace”.

Writing this article as a non-autistic person was a very educational and thoughtful experience. Margaux, Fen, and Aryn were incredibly supportive and helped me understand more about appropriate terminology. I do not purport to be a subject matter expert, or even consider myself as someone overly knowledgeable about autism, but I express humble gratitude for the learning experience, and how my learning might have the ability to spark a desire for learning in someone else.


[1] [2] https://autisticadvocacy.org/about-asan/about-autism/

[3] [4] Name changed for privacy and employment protection purposes.


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



More Than a Gala: A Night of Celebration, Connection, and Recognition

By Jessica Jaithoo • May 19, 2026
Author: Deon Davidson , 2026 Social Media Committee Volunteer The evening began with laughter, conversation, and both familiar and new faces connecting during cocktail hour, while the sound of a talented violinist created the perfect atmosphere for the night ahead. But as the night went on, it became clear that the CPHR Alberta Member Recognition Gala was about much more than dressing up, enjoying a three-course meal, or taking photos. It was a celebration of the people who continue to shape and strengthen the HR profession across Alberta. From new professionals earning their CPHR designation to volunteers dedicating their time behind the scenes, the evening highlighted the power of leadership, service, and community within HR. The event also recognized the sponsors whose support helped make the celebration possible and brought the HR community together for such a memorable evening. The atmosphere throughout the night reflected something HR professionals work hard to create every day: recognition. But how often do HR professionals get recognized themselves? This evening was for that. Celebrating the People Behind the Profession The main highlight of the evening was the celebration of nominated HR professionals from across Alberta our jurisdiction, Alberta, Northwest Territories and Nunavut , whose leadership, service, and contributions have made a lasting impact on workplaces, organizations, and the profession as a whole. Another highlight was the recognition of new CPHR members. Becoming a CPHR takes commitment, hard work, and dedication to the profession. As new members stood to be recognized, the room celebrated not only their achievement, but also the future of HR leadership in Alberta. The evening also recognized volunteers who continue to support and grow the HR community. Many of these individuals spend countless hours helping behind the scenes, often without expecting recognition in return. How often do we stop to celebrate the people who help build stronger workplaces and stronger professional communities? The applause throughout the evening showed just how much their contributions matter. More Than Networking Between courses, conversations filled the room as HR professionals, students and leaders connected with one another. Some shared career advice. Others reflected on their HR journeys. Many simply enjoyed the chance to connect and celebrate with one another. Events like the Member Recognition Gala remind us that HR is more than just recruitment, policies, and procedures. It’s about what many HR professionals learnt when entering the career: it’s about people. For students and emerging HR professionals, the evening was also inspiring. Seeing experienced leaders recognized for their impact showed what is possible through service, leadership, and dedication. What can happen when professionals take time to celebrate each other instead of only focusing on deadlines, challenges, and busy schedules? The gala answered that question clearly: stronger connections, meaningful conversations, and a greater sense of community. A Standing Ovation That Captured the Spirit of the Evening As the evening came to a close, attendees experienced one of the most powerful moments of the night: the presentation of an award to a newly appointed Fellow CPHR. After a heartfelt speech, the room rose to its feet in a standing ovation. It was more than applause. It was a moment of respect, appreciation, and gratitude for someone whose contributions made a lasting impact on the profession and the people around them. The standing ovation captured the spirit of the entire evening. It showed the importance of recognizing people not only for what they achieve, but for how they help others grow along the way. How often do workplaces take the time to truly celebrate the people making a difference? Looking Ahead: Why You Won’t Want to Miss Next Year’s Gala The Member Recognition Gala was more than an award ceremony or a chance to dress up for the evening. It was a reminder of the power of recognition, community, and connection within the HR profession. For those who attended, the evening brought memorable conversations, inspiring moments, and a renewed appreciation for the people behind the profession. For those considering attending in the future, next year’s gala promises another opportunity to connect, celebrate, and be inspired by the individuals who help shape the future of HR in Alberta. So, start preparing now for next year’s celebration, whether that means growing your network, getting more involved in the HR community, supporting others in the profession, or even working toward your own CPHR designation. The next gala will be another opportunity to celebrate the people making a difference across Alberta’s workplaces and communities. Because sometimes the most meaningful moments happen when the people who spend their careers supporting others finally get celebrated themselves.

Beyond the Boardroom: Why Motherhood is Your Greatest Leadership Asset

By Jessica Jaithoo • May 5, 2026
Author: Nidhi Gandhi , 2026 Social Media Committee Volunteer Motherhood is often described as the world’s most demanding job, yet it rarely comes with a job description, a performance review, or a manual. It is a profound and often relentless act of stewardship that asks us to be an anchor, a strategist, and a source of support, sometimes all at once. For modern HR executives, this reality carries added complexity. Our professional lives are spent navigating organizational health, talent development, and culture. We shape workplace policies, advocate for employee well‑being, and bring the people perspective to the leadership table. When we step into the dual role of executive and mother, we aren’t simply balancing two lives; we are bringing together two complementary skill sets. As Deni Ruiz, Executive Director of People and Culture at Keyano College, explains: “In my role, I balance strategy with humanity, supporting leaders and employees, navigating change and complexity, and making tough decisions when needed. I am supported by an amazing team of professionals who care deeply for our colleagues, the College, and the community.” Being both an executive and a mother means showing up focused in the boardroom while also being a safe harbor at home. It requires constant recalibration and a willingness to redefine what success looks like at different stages of life. It also reinforces an important truth: empathy is not just a personal quality, it is a leadership asset. When we asked Deni how she transitions from mom mode to executive mode, she shared: “It’s less of a flip of a switch and more of a recalibration. I go from solving activities, snack logistics, and figuring out the root cause of meltdowns, to solving organizational challenges and understanding what motivates and engages people in the workplace. But at the core, both roles are about supporting people and making good, informed decisions, just at different complexity levels. A deep breath, a chai latte, and I’m in an executive mode. What I find a bit more challenging is transitioning back to ‘mom mode’ at the end of a long, busy day.” In this conversation, we look beyond titles to discuss the realities of nurturing a high‑level career while raising the next generation. Whether you are climbing the ladder, building a team, or navigating your own career path, this dialogue offers both reflection and reassurance that your path can evolve, and that is okay. How has motherhood shaped your approach to HR policies? Does it change how you view things like flexible work, benefits, or performance management? Motherhood has deepened my understanding of how policies land in real life. It’s made me more attuned to what employees are balancing outside of work, including growing demands related to child care, elder care, and mental health. That perspective has strengthened my support for flexible and inclusive workplaces, not as perks, but as tools for retention, productivity, and respect. Being a mom hasn’t lowered performance expectations; it has clarified how we enable people to meet them by recognizing the realities that shape today’s workforce and equipping leaders to respond thoughtfully. What is the most rewarding “full circle” moment you’ve had where your professional role and motherhood intersected? There are moments when I’m coaching my kids on family values, goal setting, or how to navigate conflict with their sibling, and other moments when I’m coaching leaders through difficult workplace conversations or career development decisions. I’ve realized I draw on the same patience, clarity, and empathy in both settings. Seeing those conversations handled well, and knowing they positively affect someone’s experience at work, feels like a true intersection of both roles. Just as each child is different, even within the same family, employees experience work differently. Understanding those realities helps build alignment and trust. What advice would you give to a mid ‑ career HR professional who is hesitant to pursue an executive role because they fear it will compromise their family life? It’s a valid concern. Executive roles come with more responsibility and mental load, but they also offer greater autonomy to shape how and when you work. The key is being intentional. Be clear on your non‑negotiables, choose organizations whose values align with yours, and remember that strong leadership includes modeling sustainable ways of working, not constant availability. If you could give a Mother’s Day gift to working moms, aside from a day off, what would it be? I’d give them the freedom to be genuine and true flexibility, the kind that is trusted, consistent, and free from career trade‑offs. When people don’t have to choose between being present at home and being seen as committed at work, that’s where working moms can truly thrive. The idea of perfect work‑life balance is overrated. Priorities shift over time, and only you and your family know what the right combination looks like in any given season. Deni’s journey reminds us that senior leadership and motherhood are not competing forces to be managed, but complementary roles that strengthen one another. The empathy cultivated at home makes us better leaders, just as strategic thinking at work helps us build stronger foundations for our families. As we celebrate Mother’s Day, let this conversation prompt reflection. You do not have to choose between being a successful professional and a present, nurturing parent. You can be both, and you can lead through both.

World Day for Safety and Health at Work: Why It Matters

By Jessica Jaithoo • April 21, 2026
Author: Taia Northrup , 2026 Social Media Committee Volunteer Building Safer Workplaces Every April 28th, World Day for Safety and Health at Work serves as an important reminder that workplace safety isn’t just a policy, it is a commitment to people. While procedures, protocols, and compliance requirements are essential, the true foundation of a safe workplace lies in a culture where employees feel valued, heard, and protected. In today’s evolving environment, safety goes beyond hard hats and hazard signs. It includes psychological safety, inclusive practices, and the ability for employees to speak up without fear. As organizations continue to adapt in a tech driven world, the role of Human Resources in shaping and sustaining this culture has never been more critical. Traditionally, workplace safety has been associated with physical risk prevention. While this is still vital, modern organizations are expanding their focus to include mental health, preventing burnout, and overall well-being. Which Leads to the Culture of Psychological Safety A truly safe workplace is one where employees feel comfortable sharing ideas, raising concerns, and admitting mistakes without fear. Psychological safety is essential for innovation, collaboration, and overall organizational success. Safety doesn’t always require large scale initiatives… Often it is small, consistent actions that make the biggest difference, these include: Checking in with employees regularly Offering training and refreshers Celebrating safe practices and milestones Creating opportunities for feedback As we recognize World Day for Safety and Health at Work, it is an opportunity to reflect on how we can continue to build safer, healthier workplaces. By prioritizing both physical and psychological well-being, organizations can create environments where employees thrive. At its core, safety is about people. When we lead with empathy, listen with intention, and act with purpose, we don’t just meet safety standards, we exceed them!
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