If you regularly browse neurodivergent content online, you may have come across the slang term “tism”. In this post, we’ll look at why some autistic individuals prefer this term, who should (and shouldn’t) be using it, and how neurotypical staff can adopt inclusive language to ensure people with autism feel respected at work.
The slang term “tism” is simply a shortening of the word autism. It’s most often used in a casual or playful way to refer to autism, and is predominantly used by those in the autistic community.
It’s difficult to pinpoint the exact origin of “tism”; however, it appears to have emerged online and is widely associated with online memes on social media platforms like X (formerly Twitter), Reddit, and TikTok.
These days, terms like “tism” and “touch of the tism” have become common hashtags and are regularly used to categorise content based on neurodivergent-related topics. You might find them on TikTok videos promoting disability awareness, under Instagram Reels discussing autism in the workplace, or even in podcast titles about neurodiversity.
Some autistic individuals may choose to use the term “tism” because it’s a less formal way to describe autism. It may help them to connect with others in their community, share support in a relaxed way, or cope with specific challenges using lighthearted or relatable humour.
While some people are happy using “tism”, it’s vital to remember that not everyone in the autistic community is comfortable with it, and some may even find it offensive. Since it’s not an accepted replacement for the word autism, it should be used with care and sensitivity.
Even if you’re close to someone who’s autistic, if you’re allistic (i.e. you’re neurotypical or neurodivergent without autism), it’s always best to ask the autistic person how they prefer to describe their experience and what language feels right to them. Avoid assumptions, and steer clear of non-clinical terms that could come across as dismissive or hurtful.
In recent years, the internet has given rise to countless new words and phrases. This includes those related to neurodiversity and disability.
Even the term “neurodiversity” itself, which was first coined in the 1990s, was popularised online by those in the autistic community. And today, we see new terms like “neurospicy”, “AuDHD”, and “neurosparkly” cropping up all the time.
Many of these words are slang terms, but some have even shaped academia. Terms like “masking” and “burnout”, for example, were once only used by neurodivergent people online. But over time, they’ve made their way into research papers, therapy sessions, and even training for educators.
This is a perfect example of how language created by communities can end up influencing the wider world.
No. While some autistic people may favour the term due to its informality, “tism” isn’t a form of inclusive language. This is because it’s not representative of all autistic people.
For example, some members of the autistic community suggest that “tism” is too trivial and childlike, creating the impression that autism is silly or doesn’t present real challenges. From this perspective, it may be seen to fuel inaccurate stereotypes and play down the difficulties that some people with autism face.
Inclusive language should always respect the preferences and dignity of those it refers to, avoiding assumptions and acknowledging the realities that autistic individuals may experience.
If you’re autistic and prefer using the term “tism”, this doesn’t mean you can’t use it or that you have to shy away from words that make you feel more comfortable. It’s just important to be aware of how it can make others feel and recognise that it may not be the best choice if you want to be inclusive.
If you’re a manager discussing autism or neurodivergence in the workplace – whether directly with an employee with autism or with a wider team for training purposes – it’s vital to use respectful, inclusive language. By familiarising yourself with the correct terminology, you can make sure your autistic staff feel included and understood.
Why not review the following terms and incorporate them into your employee handbook or training resources? That way, everyone in your organisation can make sure they’re using inclusive language that promotes dignity and respect for all.
Use “autistic person” or “person with autism”: Both of these terms are generally acceptable, though many autistic people prefer identity-first language (“autistic person”). When in doubt, ask the person their preference or follow their lead.
Say “neurodivergent” rather than “suffers from autism”: Autism isn’t something a person suffers from; it’s a neurological difference. Terms like “neurodivergent” or “neurologically diverse” acknowledge different ways of thinking and processing information.
Choose “has support needs” instead of “low/high functioning”: These labels can be limiting and don’t always capture the complexity of someone’s abilities. Focus on specific support requirements when relevant to the workplace discussion.
Language to avoid: Steer clear of outdated terms, slang terms, or phrases that suggest autism needs to be “cured” or “overcome”. These kinds of words can reinforce harmful stereotypes and imply that being autistic is a problem to fix, rather than a different way of experiencing the world. Aim for language that respects neurodivergent identities and focuses on lived experience.
So, what’s the key takeaway?
Though some autistic people view the term “tism” as a relaxed, less serious alternative to autism, it hasn’t been adopted by everyone. So, if you want to sound inclusive, it’s best to stick to established, respectful terms like “autism”, “autistic person”, and “neurodivergent”. These have broad acceptance and show a commitment to inclusive communication.
What should you do if you’re unsure about someone’s language preferences? If they’ve already opened up to you about their autism, just ask! Most autistic people will appreciate you making the effort to find out what suits them best.
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Although there is no medication for autism, there are many avenues of support that can help to improve daily life, access to services, and overall well-being. These include:
Support from Employers: Employers have a duty to assist autistic staff through reasonable adjustments. This includes offering things like flexible working hours, quiet workspaces, clear communication methods, and structured tasks.
Support in Education: In universities, staff have a responsibility to ensure students with autism have access to the right tools and resources. This allows them to work at their own pace, talk through struggles, and achieve their full potential. Most institutions have Disability Advisors on hand to help with these things.
Support from Charities and Organisations: Charities like the National Autistic Society offer some excellent resources for both people with autism and their employers. They can provide advice on benefits, employment, mental health, and community connections. They also offer online training and social groups.
Government support: Since autism is classed as a disability in the UK, jobseekers and employees with autism can use the UK Access to Work scheme to secure grants and other funding. This money can be used for interview support, mental health resources, specialist equipment, and more.
If you have autism and have already received a diagnosis, never be afraid to reach out for help. We know that many people with autism have incredible strengths like creativity, problem-solving abilities, compassion, and unique perspectives – all of which can emerge brilliantly when needs are recognised and barriers are removed.
If you suspect an employee may be autistic, approach the situation with care and respect for their privacy. Autism is personal, and many go undiagnosed due to masking or lack of awareness.
Unless someone has disclosed their diagnosis or requested accommodations, it’s best not to ask them if they have autism. Instead, try to create an inclusive workplace where all employees feel valued and supported. Offer flexible arrangements, be open with all staff about reasonable adjustments, create safe spaces for discussion, and provide clear instructions to avoid singling anyone out.
The more inclusive your workplace is, the more comfortable staff will feel voicing their needs.
Our small but mighty team builds leading-edge software that people love. We pride ourselves on a user-led approach to product design. The voice of the customer shapes what we create and that’s exactly how great assistive tech should be made.
