Autism in the Workplace

Autistic people can face a variety of challenges in the workplace, many of which stem from a lack of understanding about autism. But bias and even discrimination can also play a part. In fact, recent research suggests a worrying employment gap among autistic people, with fewer than three in 10 currently in work. [1]

And yet many autistic employees, given the right support, can offer unique strengths and insight to organizations, including diversity of thought, creative problem solving, innovation, focus, accuracy, and reliability. [2]

So, what can workplaces do to build more inclusive and supportive work environments that consider all – not just some – people's needs?

What Is Autism?

First, it's important to understand exactly what autism is.

According to the American Psychiatric Association, autism is defined as "a complex developmental condition that involves persistent challenges in social interaction, speech and nonverbal communication, and restricted/repetitive behaviors." [3]

Similarly, the World Health Organization describes it as "characterized by persistent deficits in the ability to initiate and to sustain reciprocal social interaction and social communication, and by a range of restricted, repetitive, and inflexible patterns of behavior." [4]

It's worth noting that, while both descriptions are widely used to define and diagnose autism, they're also both often challenged by autistic people. [5]

What Are the Signs of Autism?

Autism is a lifelong condition that can affect the way that people interpret the world and, because of this, it can affect how they behave, interact and communicate. Around one percent of the global population is estimated to be autistic – that's approximately 75 million people. [6]

People's experience of autism can vary significantly from one person to the next, but what they tend to share is that they experience the world more intensely than non-autistic people.

Other common characteristics of autism include:

• Sticking rigidly to routines.
• Playing strictly by the rules.
• Struggling with motor skills and coordination.
• Intensely following particular interests.
• Struggling with fears and phobias.
• Difficulty blocking out or processing sensory information.
• Difficulty picking up on other people's body language or feelings.
• Taking things very literally.
• Seeming blunt or rude, without meaning to. [7]

The Challenges of Autism in the Workplace

Unfortunately, autistic people face a high unemployment rate [1], most likely because organizations do not have the right tools in place to support them, but also because of poor understanding and awareness of autism and the value of neurodiverse teams   . [9]

Some common workplace challenges that autistic people face may include:

• Dealing with uncertainty and rapid change. Autistic individuals often find uncertainty   particularly tricky to cope with. And this can indeed be difficult to manage at work, particularly if lots of change is taking place or communication is poor.
• Communication. Many autistic people often communicate in atypical ways. For example, they might speak very bluntly or avoid eye contact. This can cause other people to misread and misunderstand them.
• Sensory issues. Autistic people tend to experience the world more intensely, which means they can be susceptible to sensory overload, particularly if they work in a busy or noisy office.
• Stress and anxiety. Assumptions and expectations about what constitutes "normal" behavior can often lead autistic individuals to mask their true selves or hide their feelings because they want to fit in with others. Over time, however, this can lead to burnout   , anxiety and even depression.

All of these things can make it difficult for autistic people to work to their full potential, particularly if support is inadequate. So, in the next sections, we'll look at some things autistic people and their colleagues can do to create a supportive work environment.

Being Autistic at Work

If you're autistic and some of the challenges above sound familiar, the following tips might help:

1. Let Someone Know

If you feel comfortable, talk to your manager about your experience and the challenges that you're facing at work. It might feel like a difficult topic to broach initially, but being open and honest about what's impacting you will help your manager to work with you to identify the right support.

Share your story with your co-workers too, if you feel able to. Be open about the struggles you face, but also about your strengths – not only will this increase their understanding, but it can also help to build team trust   . For example, you might say "I'm very sensitive to noise, but in a quiet environment I'm very focused on what I'm doing."

2. Define What You Really Want From Your Career

Take some time to consider what really interests you at work. What gives you a sense of purpose? Where do you excel? And where do you think your weaknesses lie?

If you can, adapt your role   to suit your skills and strengths. All autistic people are different and have different abilities. Maybe you're great at immersing yourself in project detail, or have a flair for creative writing. Look out for work that suits your strengths or talk to your manager about potential opportunities or projects that you'd like to get involved in.

3. Know Your Rights

In many countries, autistic workers are protected against workplace discrimination by law, and their employers are required to provide reasonable adjustments to support them. Be alert to any forms of discrimination or bias and find out whether you're entitled to additional support or extra care from your employer to ensure equity with other workers. In the U.K., for example, autism is covered by the Equality Act 2010, and in the U.S. by the Americans With Disabilities Act of 2009.

4. Share Your Experience

Autism can be a lonely and isolating experience, particularly if you feel misunderstood or misjudged. [10] So, consider reaching out to others that you trust. For example, talk to a trusted colleague, explore relevant employee resource groups   or neurodiversity support communities, or check in with a mental health first aider so you can talk through any struggles you're currently experiencing.

How to Support Autistic Team Members in the Workplace

Autistic individuals often have very specific strengths, such as high levels of insight, innovation, focus, accuracy, and reliability. [11] But always remember that each autistic person is different and tailor support based on their specific needs. The following strategies can help you to do this:

1. Ensure Your Hiring Practices Are Inclusive

Consider the needs and preferences of neurodivergent people from the start by reviewing your current hiring practices. This might, for example, involve ensuring that job descriptions are written clearly and in plain language, and focus only on the key competencies that will be required. For example, if a role requires "communication skills," be specific about the types of communication that will be involved (verbal, written etc.).

Make the interview process as accessible as possible as well. This might involve providing reasonable adjustments, such as supplying detailed instructions about timings and location, as well as information about the interview structure, questions and panel members. For more tips on how to make your interview process more accessible for autistic people, see the National Autistic Society’s Guide.

2. Take a Strengths-Based Approach

Everybody's different and each autistic person will have unique skills, needs and preferences. So, ask your autistic team member what they'd find helpful, rather than simply guessing or making assumptions.

Use your one-on-ones   to regularly check in on how they're doing and whether they're getting the right support. Consider using coaching   to explore any particular challenges that they’re facing and brainstorm possible solutions together.

3. Communicate Clearly

Autistic people may communicate in ways that seem unfamiliar to non-autistic people, and some have difficulty understanding figurative language. Be sure to ask them how they like to be communicated with. They might, for example, prefer to receive information via email rather than face-to-face, so they can go through it in their own time.

Make instructions clear, precise and direct   . Send instructions and meeting agendas well in advance. And share processes where they're easy to find and access by everyone. (This is good practice anyway.)

4. Modify the Role

Reworking a team member's brief to fit their talents can also be helpful. Creating a consistent set of duties provides structure and a stable schedule   .

Put the focus on outcomes – rather than time. In a Results-Only Work Environmen   t (ROWE), for example, performance is measured solely on results, not how someone achieves that result or how much time they spend in the office.

5. Provide Reasonable Adjustments

In some countries, autism is regarded as a disability. This means that employers are legally obliged to provide reasonable adjustments for autistic employees so that they can carry out their roles effectively and are not disadvantaged in any way.

These kinds of adjustments might include providing equipment that reduces sensory stimuli, such as noise-canceling headphones or adjusted lighting. Other adjustments could involve offering flexible working   ; providing clear written instructions, guides and meeting agendas; ensuring offices, desks and equipment are organized and labeled correctly; providing static desks and quiet spaces; and ensuring people take regular breaks.

Routine and predictability are often important to autistic people, particularly those who find uncertainty difficult to cope with, so keep change   to a minimum. If change must happen, give your team member as much notice as possible to help them prepare and adjust.

6. Build Positive Work Relationships

When we have a team around us that we trust and feel able to rely on, collaboration and communication are much easier. We feel safe and empowered to share problems and solve them together. So, if your team member is comfortable, encourage them to share their experience of autism openly and honestly – including what they find particularly hard and need help with.

Improving awareness within the team and organization can also help. If possible, organize formal training sessions that explore the subject in more detail, and that explain what people can do to support neurodivergent colleagues.

You could consider matching your team member with a "buddy" or mentor from within the team. This can be particularly helpful if they’re a new starter. This person can be their "go-to" for questions, problems, training, and solutions, and can even advocate   for them, if necessary. (Again, only do this if the autistic team member is comfortable with the idea.)

7. Explore additional support

No matter how well you prepare, some issues may arise that could be out of your comfort zone or beyond your ability to resolve.

If such a situation does arise, contact your line manager or HR department who can advise you on how to handle the situation, and should have details of relevant contacts for your colleague if external support is required.

Frequently Asked Questions

What is Autism?

Autism is a genetic neurological variant. Each autistic person's experience is different, but it often affects how people communicate, behave, and interact with the world. Autistic people might have trouble understanding social cues or reading body language, they might find uncertainty difficult, or get overwhelmed by sensory stimuli such as lights, sound and noise.

How Can Employers Make Workplaces More Inclusive for Autistic Employees?

Organizations can make workplaces more inclusive by improving awareness of autism and neurodiversity. For example, by running internal training programs and facilitating open conversations about autism in the workplace. They can also ensure hiring practices are inclusive, offer flexible working, and provide reasonable adjustments, such as quiet spaces or specialist equipment.

What Can Coworkers do to Support Autistic Colleagues?

Empathy and awareness are key to supporting autistic colleagues. Many of the challenges autistic people face in the workspace stem from being misunderstood and misjudged. Ask your colleague what you can do to support them and seek regular feedback about how they like to work – for example, how they like to be delegated work or communicated with.

What Are the Benefits of Hiring Autistic People?

By embracing neurodiversity, organizations can benefit from a richer pool of talent, as well as enhanced diversity of thought, which can help them to improve things like internal problem solving and innovation. Research also suggests that some autistic people can offer some unique strengths that are highly valuable in the workplace, such as excellent attention to detail, superior pattern recognition, ability to work logically and systematically for sustained periods of time, superior memory skills, and creativity and innovation. [11]

Where Can I Learn More About Getting a Diagnosis for Autism?

If you think that you may be autistic, but do not yet have a formal diagnosis, seek advice from a psychologist or other medical professional.

In the U.K., the NHS provides comprehensive guidance on the diagnostic process.

In the U.S., the best option is to seek out a psychologist who will likely do a cognitive assessment to identify whether you fit the criteria for autism. More information about the process of screening and diagnosing autism can be found on the CDC website.