How to Support Autism in the Workplace

Autistic people can face a variety of challenges in the workplace, from discrimination and bias to unsupportive work environments and inflexible systems. But organizations that fail to support autistic individuals may also lose or miss out on a rich and varied pool of talent.

Autistic people think differently and that means they can offer unique and valuable skills like high levels of insight, innovation, and creativity, as well as focus, accuracy, and reliability. In this video, we're going to look at actions you and your organization can take to support autistic individuals.

But first, what is autism?

Autism is a genetic neurological variant and each autistic person's experience is different. But what autistic people share is that they tend to experience the world more intensely than non-autistic people. For example, a non-autistic person can usually block out everyday sights, sounds, and smells when they need to. But, for an autistic person, whose brain processes information differently, these everyday experiences can quickly become overwhelming.

And it's not just sights and sounds, autistic people may also experience many other stimuli differently, and this means they may interact with the world differently too. They might avoid eye contact, for example or find certain social gatherings or other unpredictable situations awkward or difficult.

Some autistic people use masking strategies to camouflage their differences, setting aside their own needs to make others feel comfortable and to avoid discrimination or bias. But over time, this can lead to mental health problems such as anxiety, depression, and burnout. Many quit the workforce altogether with data suggesting that fewer than three in 10 autistic individuals are currently in work. [1]

So, what can organizations do to support autistic employees?

The saying goes, "If you've met one autistic person, you've met one autistic person." Everyone is different, and each autistic person has unique skills, needs, and preferences. Instead of taking a one-size-fits-all approach, consider taking a strengths-based approach. Use your one-on-ones to ask questions like what do you enjoy doing? Where do you think your key strengths lie? What do you find challenging? What support do you need from me?

Autistic people may communicate in ways that seem unfamiliar to non-autistic people. They may use different body language, give either short or exceptionally detailed answers, or prefer not to look you in the eye while speaking, and that's okay. Ask the person how they like to be communicated with.

Autistic people's brains process information in a different way and this means they often dislike uncertainty and ambiguity. Helpful strategies here can include providing clear instructions   , distributing meeting agendas well in advance, and giving regular feedback. And this is good practice for everyone, not just for autistic employees.

To get the best from your people, they need to be able to work in a way that best suits them. Sometimes autistic people find certain types of social interaction overwhelming. They might, for example, find it difficult to work in a busy office, particularly if they are hypersensitive to noise. Consider offering flexible   or hybrid working   so that people can set up a work routine that's comfortable for them.

In the U.S. and the U.K., organizations are required by law to offer reasonable adjustments to autistic employees. These kinds of adjustments are often small but can make a huge difference. They might include things like offering fixed hours rather than variable shifts, allowing people to have dedicated desks, installing sensory-friendly lighting or reducing office noise, for example, by having quiet areas in the office or providing equipment like noise-canceling headphones.

Finally, encourage awareness of autism across your organization. Allow autistic colleagues to share their experiences with their teammates, if they feel comfortable doing so. Consider running company-wide talks on autism and neurodiversity   , as well as formal training sessions. And make information about your workplace policies relating to neurodiversity and autism easy to access so people know where they can go to learn more. This can help everyone to improve their understanding of autism and neurodiversity, reduce discrimination, and ultimately, build strong team bonds and trust.

Today we've learned a little about what autism is, as well as some of the unique challenges facing autistic people in the workplace. We've also explored what you and your organization can do to support autistic colleagues. For example, by focusing on individual strengths, encouraging awareness, and adapting your communication style and your ways of working, so that everyone is able to do their best work. But above all, acknowledging and respecting our differences and embracing the unique and diverse talents that each of us has to offer.

To learn more about autism and discover how you can better support autistic colleagues, read our article Autism in the Workplace   .