Six actions.
These are our asks for Autistic Pride Day. Autistic people set them.
Not as an accommodation.
As a standard.
Every government, employer and institution. Organisations commit to them on the Register.
The six.
One line each. Open one for the detail and how to start.
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Action 1: Make the process accessible before you invite us in.
If your process excludes us, your invitation is not real.
Read action 1
If your process excludes neurodivergent people, your invitation is not real.
Tenders, hiring, consultations, and applications must be designed to include autistic people by default.
Not as an accommodation. As a standard.
Start here. Audit one existing process. One tender, one consultation, one hiring round. Map where it excludes people and remove what is not essential to the task. Publish what you find and what you changed.
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Action 2: Hire for the skill, not the performance of the skill.
Skills based hiring must be the default, not the exception.
Read action 2
If the only pathway into your organisation is a traditional interview, you are selecting against a significant part of the workforce.
Skills based pathways must be standard. Not something people have to request.
Change the front door. Add one alternative pathway to your next recruitment round. A work sample, a portfolio review, a structured task. Make it available by default, not by request.
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Action 3: Fund autistic led organisations, not just programs about us.
Set the percentage. Publish it. Report against it.
Read action 3
There is a difference between funding the problem and funding the solution.
A defined percentage of autism related funding must go directly to autistic led organisations.
That percentage should be set, published, and tracked.
Follow the money. Calculate what percentage of your autism related funding goes directly to autistic led organisations. Name the number. Set a target. Report against it next year.
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Action 4: Measure whether people are okay, not whether they comply.
Compliance is not a wellbeing outcome.
Read action 4
If your metrics reward compliance, your system is optimising for the wrong outcome.
Measure wellbeing. Measure sustainability. Measure whether people can actually participate without harm.
Ask the right question. Replace one compliance metric with a wellbeing indicator co designed with autistic people in your organisation. Publish what it measures and what it finds.
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Action 5: Pay us to design it, not just to review it.
Consultation is not co design.
Read action 5
Consultation is not co design. Autistic people must be in paid, decision making roles in any system that affects them.
Anything else is extraction.
Pay from the start. Budget for autistic co designers in your next project from inception. Not at the review stage. From the first meeting.
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Action 6: Publish what you actually did, not what you intended.
Statements are not outcomes.
Read action 6
Statements are not outcomes. If you have a neurodiversity commitment, publish measurable results annually.
Retention. Adjustments made. Procurement decisions. Visibility without accountability is marketing.
Publish the record. Write one public report on what your organisation actually did this year to include autistic people. Not intentions. Actions, outcomes, numbers.
How
The how matters as much as the what.
Each action has a mechanism behind it: something concrete that can be implemented now, without a new strategy or a budget cycle.
- Start here
- Change the front door
- Follow the money
- Ask the right question
- Pay from the start
- Publish the record
Where they go.
Organisations choose the actions they will take on, in public, and report against them every year.
Commit
Your organisation promises on the Register.
Invite
Ask your workplace, school or service to take part.
Log
Take one into your own workplace, school or community, and log it when it is done.
The briefing
Take it to a meeting.
The six actions in one document.
PDF.
