Does autism pose advantages in bystander scenarios?
The bystander effect is a well-established psychological phenomenon in which people are less likely to intervene in an emergency situation when others are present. For example, if a person has an accident or is being harassed, onlookers are less inclined to assist if there are several witnesses rather than just one.
This tendency for people to be less helpful in the presence of others was first demonstrated in the 1960s by social psychologists John Darley and Bibb Latané. In a series of classic experiments, they found that the greater the number of bystanders who witness an incident, the less likely any one person will help.
According to the research, there are a few reasons the bystander effect occurs. When others are present, there is a diffusion of responsibility - people assume someone else will take action. There is also an inherent social influence. Individuals monitor the reactions of other witnesses and are less likely to interpret the incident as an emergency if others appear calm. Conformity plays a role as well. People tend to follow the behaviour of others, so the inaction of the crowd provides a model.
The bystander effect has very real consequences. There have been high-profile cases around the world where victims were ignored by dozens of witnesses. However, researchers have found that reminding people to act as individuals can counteract the bystander effect and increase the likelihood that people will intervene when needed.
Autism’s advantage in bystander situations
A recent study from researchers at York University challenges the predominant view that autism should be seen solely through the lens of deficits and difficulties (duh!). Instead, the research highlights some unique strengths that autistic individuals can offer, specifically in the workplace context.
The study examined how autistic employees respond to witnessing misconduct in an organisation compared to their neurotypical peers. The researchers explored susceptibility to the bystander effect.
Unlike neurotypical employees, the study found that autistic individuals appear to be less influenced by the social pressure of the bystander effect. When presented with hypothetical scenarios involving organisational dysfunctions, autistic employees were more likely to report they would voice their concerns, regardless of the number of other witnesses present.
In contrast, non-autistic employees were more reluctant to say they would intervene if the situation involved multiple other bystanders, demonstrating the diffused responsibility and social conformity that feeds the bystander effect.
Furthermore, in situations where autistic employees said they would not speak up, they were more likely to openly acknowledge that the presence of others influenced this choice. Neurotypical employees were more inclined to rationalise their lack of intervention or provide elaborate justifications.
Taken together, these findings suggest autistic people could play an invaluable role in improving workplace culture by drawing attention to unethical practices, inefficiencies or other issues. Our tendency to voice concerns uninhibited by social pressures means we are vital to keeping organisations honest, ethical, and productive.
Wired for justice?
The study provides intriguing clues that autistic people may be inherently wired to seek justice. Whilst neurotypical people often stay silent in the face of injustice when others are present, the study found autistic employees were uncompromising in their willingness to report misconduct, regardless of peer pressure.
This links to other research showing autistic individuals have a strong adherence to rules and tend to think in absolute terms about right and wrong. Where neurotypical people may make exceptions based on social norms, autistic people are led by a strong inner moral compass. Our sense of justice does not sway according to popularity or social consequences.
The study authors suggest this demonstrates a strength of autism, rather than a deficit. I agree wholeheartedly. Whilst an unbendable moral code is often seen as inflexibility, it can be hugely valuable in an organisational context. Autistic individuals’ propensity to stand up against wrongdoing, immune to social compliance, indicates great integrity.
By naturally speaking out when we witness injustice, autistic people can play a crucial role in upholding ethical values and principles in the workplace. Our hardwired inclination for justice makes us ideal candidates for improving organisational practices and cultures. An autistic perspective may be key to keeping workplaces honest.
Thus, the remarkable adherence of autistic people to moral codes, along with an immunity to social pressure, suggests an innate, neurological drive for justice. Our unique wiring leads us to pursue what is right, no matter the social consequences.
If this is such a wonderful thing, explain the almost 70% autistic unemployment.
You raise an excellent point, Dr. H, the same traits that make autistic individuals well-suited to improving workplace culture could also unfortunately contribute to their high unemployment rates. Thank you. I know. I’ve experienced it first hand. (Source 1, Source 2, Source 3 … for examples from my previous career).
Autistic people’s propensity to voice concerns about injustice, immune to social pressures, suggests admirable integrity. However, this could be perceived as being confrontational or blowing the whistle in work environments that are less than ethical. Our uncompromising pursuit of the truth may rock the boat.
Likewise, autistic people’s tendency to think in absolute terms about right and wrong does not always align with workplace norms. Strict adherence to rules is not always welcomed by employers. Our strong inner moral compass could be at odds with business priorities like profitability.
Furthermore, an inability to make exceptions based on social factors can come across as inflexibility and inhibit working relationships with colleagues. Autistic people may struggle to navigate office politics due to our focus on ethics over relationships.
Thus, whilst autistic people’s wiring for justice offers immense value, it may also lead to friction with employers who favour compliance over integrity. Their boldness in confronting injustice likely contributes to exclusion. Tragically, the very qualities that could make workplaces more ethical also marginalise autistic job-seekers.