Co-Mentorship: A Catalyst for Fighting Stigma and Career Success

Article by Candace Weaver-Dowds, LMSW, Senior Manager of Strategic Initiatives, NEXT for AUTISM
The article originally appeared on Autism Spectrum News, July 9th, 2025

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Autistic professionals bring critical thinking, creative problem-solving, and unique insight to the workforce. Yet many face persistent stigma and misunderstanding that hinder their full participation in professional spaces. Misconceptions about communication styles, social behavior, and sensory needs often lead to inaccurate assessments of ability, resulting in exclusion from hiring, advancement, and leadership opportunities. To combat this, some corporations have tried to implement specific autistic hiring initiatives, recognizing the quality they bring. However, once hired, these same individuals are often stigmatized due to their autistic traits or support needs, leading to burnout and possibly leaving the workforce.

This stigma doesn’t stem from a lack of skill but from a lack of fit between the individual and rigid workplace systems. Traditional environments rarely accommodate the differences in how autistic professionals communicate, process information, or relate to colleagues. These gaps leave many talented individuals underutilized or excluded altogether. According to recent research, an estimated 85% of autistic college graduates are underemployed or unemployed (Davies et al., 2023), not because they lack qualifications, but because they lack support and opportunity. Creating a culture of acceptance, utilizing universal design principles, the workplace is improved for everyone. For example, offering flexible work hours may support an autistic employee’s sensory needs or executive functioning patterns, but it also benefits working parents, individuals managing chronic health conditions like migraines, and anyone who may need to structure their day differently. When organizations build inclusive cultures, they unlock the potential of their entire workforce, tapping into a broader range of talent, perspectives, and innovation.

This stigma doesn’t stem from a lack of skill but from a lack of fit between the individual and rigid workplace systems. Traditional environments rarely accommodate the differences in how autistic professionals communicate, process information, or relate to colleagues. These gaps leave many talented individuals underutilized or excluded altogether. According to recent research, an estimated 85% of autistic college graduates are underemployed or unemployed (Davies et al., 2023), not because they lack qualifications, but because they lack support and opportunity. Creating a culture of acceptance, utilizing universal design principles, the workplace is improved for everyone. For example, offering flexible work hours may support an autistic employee’s sensory needs or executive functioning patterns, but it also benefits working parents, individuals managing chronic health conditions like migraines, and anyone who may need to structure their day differently. When organizations build inclusive cultures, they unlock the potential of their entire workforce, tapping into a broader range of talent, perspectives, and innovation.

We need to work to change the systemic status quo in workplace practices and build new, affirming models that foster authentic inclusion. NEXT CONNECTS, a co-mentorship program developed by NEXT for AUTISM, is one such model, reimagining mentorship as a two-way, reciprocal experience that values the voices and contributions of neurodiverse professionals.

NEXT CONNECTS is a co-mentorship initiative designed to foster bi-directional learning between autistic aspiring professionals and established professionals, both neurodivergent and neurotypical. Rooted in principles of reverse mentorship (Novak, 2023) and inclusive leadership, the program aims to reduce barriers to employment, promote mutual learning, and build inclusive professional cultures. Traditional mentorship programs often assume a one-way flow of knowledge, where an experienced mentor guides a less experienced mentee. This structure, while well-intentioned, frequently falls short for neurodivergent individuals whose practices, needs, and navigation of the workplace are unique to their personal experience. NEXT CONNECTS redefines this dynamic by establishing co-mentorship relationships where both participants contribute, learn, and grow through mutual sharing. This approach strives to addresses systemic inequities by creating safe spaces for neurodivergent voices to lead and shape the conversation about inclusion, accessibility, and workplace success.

Autistic professionals frequently encounter barriers that are not from absence of ability, but from environmental misalignment. Differences in communication style, creating misunderstanding by neurotypical colleagues, can lead to the double empathy problem or a mismatch in mutual understanding (Zamzow, 2024). Professional norms like small talk, networking events, or interpreting unspoken workplace expectations can further complicate interactions. Sensory sensitivities, such as noise, lighting, or crowded workspaces also play a significant role in comfort and productivity yet are rarely considered in office design or policy. Together, these factors can contribute to burnout, exclusion, and reduced opportunity. Structured co-mentorship provides a valuable support system by creating space for authentic conversation, shared learning, and problem-solving. It allows autistic professionals to gain practical insights while also sharing perspectives that help reshape workplace expectations.