Autism awareness and acceptance in the workplace : human resources insights from the Maltese information technology & financial services sectors

Abstract

This study explores the awareness of Human Resources professionals in Malta’s Information Technology and Finance Sectors about Autism and how inclusive their workplace is. While talks about the importance of neurodiversity have been increasing, literature is lacking when it comes to how organisations in Malta, especially in these two important sectors, support their employees on the spectrum. The study analysed through the lens of Khan’s et al. (2022) framework, explored how well-prepared Human Resources professionals in the studied sectors are, at five important HR phases: inclusive recruitment, tailored development, managing perceptions of fairness, equitable supervision, and fully integrating neurodiversity. For this study, eight interviews were held, four with Human Resources from the Information Technology sector and four from the Finance sector to present a true understanding of their knowledge and approaches in their business. The study presented some gaps between what is being promoted and what is being done. Almost all participants agreed that inclusivity is important however, knowledge based on autism was lacking, often relying on personal experiences instead of formal training. Out of eight organisations, only one provided training on neurodiversity, but this was also on general diversity. On a positive note, when Human Resources professionals were presented with an employee asking for workplace accommodations, they were very open to helping the individual, whether on the spectrum or not. However, this was done after an employee came forward with a concern, not as part of an inclusive workplace measure. To conclude, the findings indicate that the studied organisations in Malta are not consistent with Khan’s framework. Awareness is increasing, however there is a gap between the knowledge and the structure. The study presents the need for training about autism to Human Resources and a commitment to leadership in creating a safe and inclusive culture. By focusing on Human Resources' true experiences, the study offers important insights for Maltese businesses to improve neurodiversity inclusion. It also helps with the broader conversation by using Khan’s model to connect ideas from a global perspective with the local perspective. Future research should focus on the experience of employees on the spectrum and how other factors affect their inclusivity efforts.