Yet one more reason autistic people make great employees; they’re more likely to speak up about workplace ethical dilemmas.
And they’re less likely to stay silent just because everyone else is.
According to research led by Lorne Hartman and his autistic son Braxton Hartman from York University, autistic people are less influenced by the indifference of other people towards injustice when compared to neurotypical people.
Their findings suggest that autistic employees are more likely to speak up against misconduct or mistakes, regardless of how many people are present.
Lorne Hartman, who specializes in unethical behavior in organizations, and Braxton Hartman, a graduate student, decided to explore this topic to shift the narrative around autism.
“Many studies focus on what autism ‘lacks,’” says Braxton Hartman in the research paper.
“We wanted to see if some differences could actually be strengths,” he continues.
“Our study suggests that people with autism might be less swayed by others’ behavior in situations where ethical decisions are needed.”
It’s no secret in the autism community, as well as described in psychology literature, that Autistics are naturally highly resistant to peer pressure as well as the so-called herd mentality.
Those on the Spectrum often question pop culture and can’t understand why people are so prone to doing something just because everyone else is doing it.
Autists dance to their own drumbeat.
I have a clinical diagnosis of ASD and vividly remember when, at 13 in the ninth grade, I just couldn’t understand how anyone at school could fall prey to the “peer pressure” to smoke. I couldn’t grasp the concept of peer pressure.
This built-in strength, which is very common in autistic people, aligns with the Hartmans’ study results.
The research, published in Autism Research, involved 67 participants — 33 with autism and 34 neurotypical — who were presented with various hypothetical workplace scenarios.
These scenarios included issues like inefficiencies and ethical dilemmas.
The results showed that autistic individuals were more likely to intervene or speak up, when compared to their neurotypical counterparts.
Lorne Hartman emphasizes that having employees who are willing to speak up about wrongdoing is crucial for maintaining ethical standards in organizations.
His previous research has shown that the presence of potential whistleblowers can play a significant role in preventing unethical behavior.
The study also puts to the forefront the employment challenges faced by people on the Spectrum.
Underemployment and unemployment rates for Autists are much greater when compared to NTs, and this includes autistic people who have a high level of education.
Braxton Hartman hopes that this research will help encourage employers to hire more autistic individuals.
“We want to show that autism can bring valuable perspectives and strengths to the workplace,” Braxton says in the paper.
“By understanding and valuing these differences, organizations can become more ethical and efficient; people with autism can find more opportunities for meaningful employment.”
Autistic people tend to be direct, straightforward and blunt.
These traits are often frowned upon by NTs, but can be very valuable in the workplace when it comes to speaking up about injustice and dysfunction in an employment setting.
Lorra Garrick has been covering medical and fitness topics for many years, having written thousands of articles for print magazines and websites, including as a ghostwriter. She’s also a former ACE-certified personal trainer. In 2022 she received a diagnosis of Level 1 Autism Spectrum Disorder and subsequently has developed an intense interest in ASD.
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