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

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.