Chelsea Mayne
We do not need lowered expectations. We need fair opportunities.
Self-Advocate
Challenges in Holding a Job When You Have Autism
Chelsea Mayne
Chelsea Mayne is a self-advocate who shares how traditional hiring practices, interviews, workplace expectations and inconsistent accommodations can create barriers for autistic and disabled job seekers. She calls for employers to focus on ability rather than social style and to provide fair, lasting opportunities to succeed.
IN HER OWN WORDS
When job hunting, “great communication” or “good in social situations” is often listed as a top skill required for almost any job.
Every part of the process feels daunting. We are already working with the statistics that 85% of college educated adults in their early 20’s with autism are unemployed or underemployed. 95% of those with a learning disability are unemployed. Employment rates often don’t begin to increase until 6–8 years after high school or college, giving us a much later start than our peers.
On job sites like Indeed, we constantly see “great communicator” or “great in social situations” listed as requirements, no matter the position. With the rise in advocating for mental health in the workplace, employers often look for people who are warm, social, and fun to be around.
Mental health advocacy is important and does increase productivity, but it can become a barrier for autistic and ADHD individuals who are excellent at their jobs and work best when allowed to focus on their tasks without constant social interaction.
I often felt stressed when shelving books at work while coworkers tried to talk to me at the same time. I loved my coworkers, but it slowed my work and made the task overstimulating.
Interview training with VR left me more confused than prepared. I was often told my answers were too honest and that I needed to respond more the way employers wanted to hear.
I have been told at the end of interviews that I would not get the job because they felt I would not be good with customers.
VR offers programs that help place individuals with disabilities into jobs and provide training for employers. The challenge is finding businesses willing to invest the time, and ensuring accommodations continue after initial support ends.
Even when someone is hired, there can still be difficulty getting supervisors and coworkers to fully understand and consistently follow accommodations.
Interviews themselves are high-stress, overstimulating situations where you are being judged on everything you do. Studies show that unconscious bias can affect how autistic individuals are perceived within moments of meeting someone.
We do not need lowered expectations. We need fair opportunities.
We need hiring practices that evaluate ability, not just social style. We need workplaces that understand productivity does not always look the same. And we need systems that provide consistent support, not temporary solutions.
Autistic and disabled individuals are capable, qualified, and ready to work. What we are asking for is not special treatment... just an equal chance to succeed
