A Guide to Autism in the Workplace

What is Autism?

Autism is a lifelong developmental disability and a neurodivergence. It describes conditions that affect communication, social interactions, and how someone experiences the world. Also referred to as autistic spectrum disorder (ASD), symptoms include challenges with speech, repetitive behaviours, and sensory sensitivities.  

To diagnose autism, assessments use specific criteria across three levels. The diagnostic manual ICD-10 and the DSM-5 lays these out across three levels:   

• Mild autism/high functioning autism – Requires support
• Moderate autism/medium-functioning autism – Requires substantial support
• Severe autism/low-functioning autism – Requires very substantial support

Depending on the level they fall into, employees with autism will have varying degrees of support needs. Those at the milder end may experience high-functioning autism in the workplace and not need much support. Those in the severe category may face more autism struggles in the workplace and need support, especially if they’re non-verbal or need medication. What’s important to note is that employees can be highly productive when they receive appropriate levels of support. Previous studies show productivity rates in staff with autism increase by as much as 90% when they receive appropriate levels of support at work.

How Does Having Autism Impact Work?

Managing autism in the workplace can be difficult. Employees will face many obstacles and may find it harder to manage symptoms in environments of low awareness. Some of the challenges staff with autism can have include: 

• Problems following rules or protocols that seem unnecessary or inefficient
• Interpersonal problems such as being blunt, not recognising differences in tone of voice, facial expressions, or nuanced jokes like sarcasm
• Symptoms of delayed language development like repeating words, speaking in unusual tones of voice, or other symptoms of having an autism accent
• Feeling overwhelmed by sensory inputs in busy or open-plan office environments
• Needing routine and structure and finding it hard to adjust to changes or alterations
• Engaging in masking techniques that lead to autistic burnout, which affects up to 80% of people with autism
• Overthinking how they come across to others which can lead to self-consciousness and a lack of eye contact

Autism struggles in the workplace may not always be obvious to others. Mild to moderate autism symptoms may come across as eccentricities or quirks and sometimes not be very obvious to others. When individuals are managing high-functioning autism in the workplace, problems may only show up in subtle ways.  

How to Support Someone With Autism in the Workplace

Since autism exists on a spectrum, each individual will have certain needs or requirements. With the popularity of hybrid and flexible working, many autistic people are finding it easier to manage their time, environment, and productivity rates. 

So when it comes to managing autism in the workplace, while it may not be possible to match the efforts made to make suitable adjustments when working from home, employers can still consider the following workplace adjustments for staff with autism. 

• Quieter areas and solo workspaces: People who have autism often prefer a sense of control over their environments, since too many sensory inputs can challenge their nervous system and lead to overwhelm or even burnout. A quiet area where they can work alone can help.
• Structured tasks and routine work: Some people with autism need structure and routine to work at their best. They may also need precise timing and schedules to be able to plan their day and potential rest and recovery points.  
• Exemption from some activities: Social gatherings, team meetings, or brainstorming sessions can overwhelm people with autism. Especially if they attend too many events. If they have any communication problems, managers might allow them to not attend or participate in client meetings.
• Support during times of stress: Allocating a buddy or mentor can help with practical matters like navigating protocols or workplace cultures. They can also provide emotional support during times of overwhelm. 
• Feedback in a sensitive but direct way: Some autistic people can struggle to understand subtle social cues, so may need more direct and honest feedback. But, since many people with autism have low self-esteem and may have experienced bullying or rejection, make sure to exercise sensitivity. This is also important since some autistic people may experience Rejection Sensitivity Dysphoria. 
• Provide assistive technology: Small adjustments go a long way. Providing captioning software in meetings or offering dictation tools for written assignments can significantly improve an autistic employee’s comfort and performance at work.

Benefits of Autism in the Workplace

Managing autism in the workplace involves workplace adjustments and deploying specific support, particularly when autism co-occurs with other neurodivergences such as ADHD. As highlighted, when staff with autism receive appropriate levels of support they can and do work to higher productivity levels than other members of staff. 

It’s also important to recognise there may not be a one-size-fits-all approach to supporting autism in the workplace. A 2024 report by Neurodiversity in Business revealed that neurodivergent workers are more likely to report having more than one neurotype. So, in these cases, programmes designed for one neurotype may not be effective in meeting the needs of all recipients. 

When they receive appropriate support, staff with autism can show significant strengths in some of the following areas:   

• Creativity: The Neurodiversity in Business report shows how–for the past two years–creativity has ranked as a key strength shown by people who manage autism in the workplace.  
• Increased efficiency: A report by Deloitte shows how neurodivergent professionals can achieve 30% higher productivity than their peers when they’re supported to reach their potential at work.  
• Unique thinking: People with autism often focus more on specific details before looking at a piece of work. Their unique ways of thinking can also lead to them recognising patterns or having a perspective that spots things that others would’ve missed. 
• Computational thinking: Employees with autism achieved above-average results in machine learning and quantum computing, according to a 2023 report. 
• Superior memory: Research shows how employees with autism have superior memory skills. These can be especially useful when working on specific tasks or in particular industries with a need for such skills. 

Disclosing Autism at Work

Disclosing autism at work takes careful consideration. Across the globe, unemployment rates remain high for people with autism. Plus, most workplaces don’t yet offer staff the levels of support they need to thrive. 

Workplace adjustments may be easier for the majority of workplaces to offer. And, while stigmas and lack of understanding persist, most people with high-functioning autism in the workplace can manage well. With hybrid, remote, and flexible working arrangements becoming the norm, people with autism are better able to create the types of bespoke work environments they need than before. Adjustments may include lower levels of lighting and noise. But also little-to-no distractions or unnecessary social interactions that can impede their performance.  

Like any neurodivergence, though, disclosure is not mandatory. Individuals with autism may feel more comfortable not sharing their diagnosis or suspected diagnosis with their employers. Those who do choose to disclose may prefer to speak with HR, or their line manager, depending on their comfort levels. Anyone in need of specific support or accommodations for their autism should disclose it to their employers. Doing so will ensure they can access the most appropriate tools to carry out their work.