Invisible social identity in the workplace: narrative research exploring how experiences of autistic adults influence their decision to disclose.

• Online Access: http://hdl.handle.net/2047/D20361062

Abstract This dissertation explored the stories of choice around disclosure in the workplace, for autistic adults. To date, there is relatively little research on the process of workplace disclosure of invisible identities, such as Asperger Syndrome (AS) or Autism (ASD) (Johnson & Joshi, 2014). While early studies have shown disclosure and supported employment increase the rate of employment, job level, volume of productive time, and wage rate for adults with AS/ASD (Howlin, Alcock, & Burkin, 2005; Mawhood & Howlin, 1999), autistic adults have been found to keep their identity a secret due to perceived potential risks of disclosure (Brownlow, 2010; Krieger, Kinebanian, Prodinger, & Heigl, 2010; Morris, Begel, & Wiedermann, 2015; Rebholz, 2012; Van Wieren, Reid, & McMahon, 2008), attempting to manage their work environment without accommodations. To explore the stories of choice around disclosure, this research utilized The Conceptual Model of the Decision to Pass or Reveal (Clair, Beatty & MacLean, 2005), as the primary theoretical framework. Routed in Identity Theory (Haslam, Jetten, Postmes & Haslam, 2009; Tajfel & Turner, 1985), specific to invisible social identities (Olney & Brockelman, 2003; Tsui & Gutek, 1999; Watson, 2002), this model described a process through which individuals assess the benefits and risks of identity disclosure in the workplace. Clair, Beatty, and MacLean (2005) posit an individual's choice to disclose is influenced by 1) an individual's awareness and sense of self with regard to their diagnosis, 2) an individual's past experiences with disclosing their identity, and 3) an individual's awareness of their workplace environment. To engage in an understanding of the experience of choice, a narrative inquiry approach was utilized in this study. 10 autistic adults, above the age of 21, either currently employed or previously employment in a professional setting were interviewed. During the interview, the participants shared stories about their awareness and sense of self with regard to their diagnosis, discussing past experiences with their families and in school, current experiences within the workplace, and future hopes around employment. Analysis of their stories identified six themes influencing their choice around disclosure. The research supported the influences as identified by Clair, Beatty and MacLean (2005), while also highlighting some new influences. In line with Clair, Beatty & MacLean (2005), the conducted research identified the following six categories of influences on the decision to disclose in the workplace: (a) coming to terms with a diagnosis, (b) identity development with regard to diagnosis, (c) previous experiences with identity management, (d) experiences requesting and receiving supports, (e) management of self-esteem, and (f) experiences with employment. The additional influences were subthemes found in the category of individual differences, and the category of past experiences. The subthemes found in the category of individual differences included identity acceptance, access to positive role models, and self-care skills. The subthemes found in the category of part experiences included past experiences requesting and receiving supports from family, school, friends, and professional agencies. Concluding statements suggested: (1) identity matters to autistic individuals, (2) removing stigma at every age is crucial, (3) a late diagnosis can be empowering, (4) maintaining a positive self-esteem is crucial, (5) prior experiences linger, (6) access to positive autistic role models is critical, and (7) respectful work environments matter. These findings reinforced the need for autistic individuals to be treated respectfully, at every point in their lives, to ensure they maintain positive self-esteem. Positive self-esteem influences identity acceptance, which influences identity disclosure in the workplace.