With approximately 700,000 autistic children and adults in the UK, it is estimated that around 1 in 100 people are autistic. Given these figures, it’s highly likely there are autistic employees in your workplace.
These individuals often have unique strengths and abilities that can greatly benefit organisations, but they may also face challenges in traditional workplace environments. It’s important to understand the needs of these employees to create an inclusive culture where everyone can thrive.
In this expert guide, we explore how to support autistic employees with potential long-term accommodations and other reasonable adjustments.
Managing autistic employees with helpful tactics
As this is a neurological difference that affects how a person communicates and experiences the world around them, managers should be aware that autistic professionals often have differences in social communication, sensory experiences, patterns of behaviour, and interests compared to neurotypical people.
This means managers, when working with autistic adults, should keep in mind they may have issues with social anxiety, eye contact, hypersensitivity (such as to bright lights, noise, or certain smells), and masking. The latter can be tiring for the member of staff, meaning they may have issues with fatigue.
Accommodating these issues can help your employee thrive, but also manage difficult moments with clarity, calm, and dignity. For example, if the employee has an attack of anxiety in an office, they can take time out to recover and return once feeling better.
How to support employees at work
In the workplace, autism can impact employees in different ways. Some may face challenges with communication, struggle with changes to routines, or experience sensory issues that affect their work environment. Others may have exceptional abilities in areas like pattern recognition, attention to detail, or focused interests that could be advantageous for certain roles.
You should be aware of the potential of all employees, regardless of any neurodivergence or disability, and provide an autistic employee with the necessary support and resources to help them succeed.
For your business, managers, and employees, working with people with autism can be rewarding and beneficial, but it requires an understanding of their unique strengths and challenges. Here’s a look at how working with autistic employees may differ from working with non-autistic employees.
Communication styles
Autistic employees may communicate differently compared to their non-autistic peers. They might prefer direct and clear communication and can excel in written communication. However, they may struggle with interpreting non-verbal cues, sarcasm, or abstract language.
Routine and structure
Autistic individuals often thrive in environments with clear routines and structured tasks. They can be highly focused and diligent when given clear instructions and a predictable work environment. Changes to routines or unexpected tasks might cause stress or confusion.
Attention to detail
Many autistic employees excel in tasks that require attention to detail and precision. They can be particularly valuable in roles that involve data analysis, quality control, or technical troubleshooting.
Special interests and expertise
Autistic individuals often have intense interests in specific subjects. This can translate into deep expertise and innovation in areas related to their interests. Encouraging and leveraging these passions can lead to exceptional performance.
Social interaction
Social interactions can be challenging for autistic employees due to difficulties in understanding social norms and reading social cues. Teamwork and collaboration might require clear guidelines and structured communication to ensure effective participation.
Sensory sensitivities
Many autistic individuals have heightened sensory sensitivities. This can impact their comfort levels in the workplace, such as sensitivity to noise, lighting, or textures.
Stress management
When supporting autistic employees, this is an essential approach. This is because they may struggle with stress management, particularly in high-pressure or unpredictable situations. Employers can support them by offering stress-relief strategies, clear expectations, and opportunities for regular breaks
Considering helpful autism accommodations at work
As an employer, you are likely to have autistic employees whether they are aware of this or not. Where an employee has informed their workplace that they have been diagnosed as autistic the employer will be under a legal duty to support them in the workplace by making reasonable adjustments.
When working with people with autism, and given the difficulties in obtaining a diagnosis, employees may claim they are autistic without formal confirmation. It’s good business practice to consider reasonable adjustments in these circumstances. These are not just necessary during the course of employment, but also apply to the recruitment stage, such as adapting the interview process.
However, it is important to note this is a spectrum condition and every autistic individual is unique, with different strengths, challenges, and needs. There is no one-size-fits-all solution for support. The best approach is to consult with autistic employees to understand their specific requirements.
Reasonable adjustments for autistic employees can be greatly beneficial for staff and your business. Here are some common workplace adjustments to consider:
- Sensory adjustments: Provide noise-cancelling headphones, dim lighting, odour-free workspaces to alleviate sensory issues.
- Communication support: Ensuring instructions are specific and clear. Opt for written communication over video/ phone calls.
- Physical workspaces: Offer private offices/quiet areas, minimise distractions and visual clutter
- Routine and schedule adjustments: Maintain consistency, have fixed shifts rather than variable hours or tasks, and provide advance notice of changes.
- Job responsibilities: Allow focus on preferred interests/strengths, adjust teamwork requirements
- Training and instructions: Use precise language, visuals/videos, hands-on practice rather than hypotheticals.
- Flexible working: Offering hybrid or remote working opportunities to lower anxiety, stress, and fatigue caused by frequent commuting.
- Workplace autism awareness: Ensuring colleagues understand best practices to follow during the working day.
The types of adjustments can vary across industries based on the nature of the work environment and the tasks involved. For example:
- Retail: Minimising direct customer interactions can help alleviate social stress, and providing scripted communication guidance can enable employees to engage in customer interactions more effectively.
- Offices: Working remotely provides a controlled and familiar work environment that can reduce sensory overload and social pressures. Modifying meeting requirements such as providing agendas in advance, allowing written contributions instead of verbal input and offering breaks during longer meetings can help autistic employees contribute more comfortably.
- Manufacturing: Providing structured routines, clear schedules with consistent task assignments can help reduce anxiety and enhance focus. Implementing measures to limit sensory stimuli on the production floors, such as controlling noise levels, using designated quiet areas, or providing noise-cancelling headphones, can create a more tolerable work environment.
The key is open communication and customising adjustments for each autistic employee’s unique needs and role. With the proper accommodations, businesses can create an autism-friendly workplace that brings out the best in their neurodiverse talent.
