Creating an Autism-Friendly Workplace: Supporting Your Autistic Employees
Author: Maria Bell
Building a truly inclusive workplace means understanding and supporting the diverse needs of your employees, including those who are autistic. While progress is being made, there's still a long way to go. This blog aims to shed light on the challenges autistic individuals face in employment and offer practical strategies for fostering a supportive and inclusive environment.
Autism and Employment in the UK
Autistic employment statistics in the UK paint a concerning picture. According to the 2024 Buckland Review of Autism Employment:
· Just 3 in 10 autistic adults are in work, compared to 5 in 10 for all disabled people and 8 in 10 for non-disabled people
· Autistic people face the largest pay gap of all disability groups
· Autistic graduates are twice as likely to be unemployed after 15 months as non-disabled graduates, with only 36% finding work in this period
This gap often leads to financial hardship, social isolation, and mental health challenges for autistic individuals. By addressing these barriers, we can create a more equitable and productive society.
Why Employment Can Be Challenging: Diving Deeper into the Barriers
Autistic individuals often encounter unique challenges in the workplace, stemming from differences in social communication, sensory processing, and cognitive styles.
· Social Communication Difficulties at Work: Beyond Small Talk
o Navigating unspoken social rules, interpreting nonverbal cues, and engaging in small talk can be overwhelming. This isn’t just about awkward conversations - it’s about missing crucial contextual information that impacts professional relationships and performance.
o Many autistic people prefer direct communication styles, which can be misinterpreted as rude or insensitive, leading to misunderstandings and conflict.
o Difficulties with understanding workplace social hierarchies can lead to inappropriate or misunderstood interactions.
· Sensory Differences at Work: The Impact on Productivity and Well-being
o Overwhelming sensory input from noise, bright lights, or strong smells can cause discomfort, distraction, and difficulty concentration at work, impacting your staff members’ wellbeing and productivity.
o Sensory sensitivities can make open-plan offices, busy meeting rooms, and crowded spaces particularly challenging.
o Sensitivity to textures can impact required work clothing.
o Sensory overload can impact social interaction with colleagues and contribute to high levels of anxiety.
· Flexible Thinking and Information Processing at Work: The Need for Structure and Clarity
o Changes in routine, unexpected tasks, or ambiguous instructions can cause significant anxiety and distress.
o Literal interpretations of language and difficulties with abstract concepts can lead to misinterpretations and errors.
o Executive functioning challenges, such as difficulties with planning, organising, and time management, can impact task completion and project management.
o Differences in processing speed can mean that instructions given verbally in a fast manner are not understood.
The Strengths of a Neurodiverse Workforce: Recognising and Leveraging Unique Talents
Embracing neurodiversity can lead to a more dynamic and successful workforce.
Autistic individuals bring valuable strengths to the workplace, such as:
· Exceptional attention to detail
· Creativity
· Strong pattern recognition and analytical skills
· Loyalty and dedication
· Sense of fairness and justice
· Unique perspectives and problem-solving abilities
· High levels of focus and concentration
· Specialised interest
· Efficiency
· Memory
Disclosure: A Complex Decision
Whether or not to disclose an autism diagnosis at work is a deeply personal and complex decision. Some autistic people will choose not to disclose their diagnosis to their employers. They are not legally obliged to. They may choose not to disclose their diagnosis due to a fear of discriminatory treatment, stigma, or a lack of understanding. Additionally, many autistic people have learnt to hide or ‘mask’ their autism, pretending to be non-autistic, to avoid being perceived as ‘different’ or ‘difficult’. Masking is extremely exhausting for autistic people and can lead to burnout.
If someone has disclosed that they are autistic, their employer is legally obliged to make reasonable adjustments for them.
What to say when someone discloses their diagnosis
You may not know what to say when your employee discloses their diagnosis. Autistic people I have interviewed have shared some things that have been said to them upon disclosing their diagnosis, and whether they were helpful or unhelpful:
|
Unhelpful |
Helpful |
|
“everyone’s a bit autistic” or “I’m a bit on the spectrum too” – this minimises autistic person’s very real challenges that they face |
“Thank you for sharing your diagnosis with me” – this shows that you recognise that it may have been a difficult decision for the person to share their diagnosis |
|
“You don’t look autistic” or “my niece is autistic and you aren’t anything like her” – there is no single presentation of autism, each autistic person will experience different strengths and challenges |
“How can I best support you” – this allows the autistic person to share with you what they know about themselves and how they work best, leading to a more productive conversation |
|
“I never would have guessed” – a lot of autistic people put significant effort into masking their autism, but this is extremely exhausting for them |
“What reasonable adjustments can we make for you” – this demonstrates that you are familiar with duty to provide reasonable adjustments and that you are a competent employer |
|
“I always thought you were a bit different” – this plays into the stigma that autistic people face |
“Would you like me to share this with the team?” – this gives the autistic person control over how their diagnosis and any required adjustments is revealed to the team |
Practical Strategies for Support: Building a Framework for Success
· First things first: Awareness and Education
o A lack of knowledge about autism has been consistently identified as one of the main barriers to the employment of autistic people. Ensure all staff, particularly hiring managers, undertake autism awareness training. Contact the Estia Centre if you would like us to run autism awareness training for your staff!
· Recruitment and Onboarding: Setting the Stage for Success
o Provide clear and concise job descriptions, outlining specific tasks and expectations to minimise ambiguity.
o Offer opportunities to visit the workplace before starting, allowing candidates to familiarise themselves with the environment.
o Try to make interviews as accessible as possible: for example, offering in-person or virtual interviews, allowing candidates plenty of time to think questions through before answering, or providing written copies of the questions to the candidate to support information processing and reduce interview anxiety.
o Offer a mentor or buddy system, providing ongoing support and guidance.
o Ensure the onboarding process is clearly structured, providing a clear schedule of what to expect in their first couple of weeks, at a minimum.
· Workplace Adjustments: Creating a Sensory-Friendly and Accessible Environment
o Offer flexible working arrangements, such as remote work or flexible hours, to suit the needs and body clock of the autistic individual.
o Provide quiet workspaces or sensory-friendly environments, minimising distractions.
o Allow the use of noise-cancelling headphones, adjustable lighting, fidget toys, and other sensory aids.
o Provide written communication whenever possible, reducing reliance on verbal instructions.
o Allow for regular breaks.
· Managing Workload: Promoting Productivity and Preventing Burnout
o Break down tasks into smaller, manageable steps, reducing overwhelm.
o Provide written task lists, with clear deadlines and priorities, promoting effective time management. Utilise time management or project management apps to schedule tasks and send notifications throughout the day.
o Offer regular feedback and support, addressing concerns and celebrating successes.
o Give notice of any changes to timetables, such as meetings or fire drills.
· Communication and Collaboration: Fostering Clear and Effective Interactions
o Use clear, concise language, avoiding jargon and ambiguity.
o Avoid sarcasm, idioms, and figurative language, which can be easily misinterpreted.
o Provide a written summaries of meetings and discussions, ensuring clarity and accessibility.
o Consider a weekly ‘comms digest’ by the line manager, to summarise important information from staff-wide emails and ongoing projects.
o Provide different channels for communication, such as face to face, telephone, text to speech apps, video calls, instant messaging, and email.
o Allow for questions to be asked in writing.
o Allow for camera’s to be turned off during meetings and give permission to miss certain group activities (e.g. team meetings, social gatherings, team building exercises).
· Managerial Support: Leading with Empathy and Understanding
o Provide autism awareness training for managers and colleagues, promoting understanding and empathy.
o Offer ongoing training and resources to the individual to ensure they are confident and growing in their role.
o Foster open communication and trust, creating a safe and supportive environment.
o Offer regular check-ins and one-on-one meetings to discuss progress, address concerns, and provide feedback.
o Be patient, understanding, and supportive, recognising individual differences and needs.
Fostering an Inclusive Culture: Embracing Neurodiversity as a Strength
Creating an inclusive culture requires ongoing effort and commitment.
· Promote awareness and understanding of autism through training and education.
· Challenge stereotypes and misconceptions, promoting accurate representation.
· Encourage open dialogue and celebrate individual differences, recognising the value of diverse perspectives.
· Create a safe and supportive environment where everyone feels valued, respected, and included.
· Create employee resource groups or support networks, such as a staff Diverse Ability Group.
Take home message
The simplest advice is borrowed from the NHS England project to improve services for people with a learning disability, autism, or both.
“Ask, Listen, Do.”
Asking staff members what their needs are, really listening to any changes or requirements they suggest, and following through to deliver on these is a great way to start working towards a more inclusive working environment where autistic employees can thrive.
Resources
· Access to Work : This government scheme provides financial support for workplace adjustments and support for individuals with disabilities, including autism.
· The National Autistic Society : Offers information, support, and resources for autistic individuals and their families.
· Autistica : A UK charity dedicated to funding autism research.
· Local Autism Support Groups: Many local groups offer support and networking opportunities.
· ACAS : Provides workplace advice, including on disability and inclusion.
· The Estia Centre : Provides training on autism and learning disabilities. Sign up to one of our prospectus courses or request a bespoke training programme.
About the author
Maria is the Learning and Development Lead at the Estia Centre. She delivers many of our training programmes, from short course webinars to multi-day-long workshops, including the Oliver McGowan Lead Trainer training on Autism and Learning Disability.
References
Ask Listen Do – feedback, concerns and complaints (no date) NHS choices. Available at: https://www.england.nhs.uk/learning-disabilities/about/ask-listen-do/ (Accessed: 28 March 2025).
Cope, R. and Remington, A. (2022) ‘The strengths and abilities of autistic people in the workplace’, Autism in Adulthood, 4(1), pp. 22–31. doi:10.1089/aut.2021.0037.
Department of Work and Pensions. (2024). The Buckland review of autism employment: Report and recommendations. GOV.UK. https://www.gov.uk/government/publications/the-buckland-review-of-autism-employment-report-and-recommendations
Service, G.D. (2015) Access to work: Get support if you have a disability or health condition, GOV.UK. Available at: https://www.gov.uk/access-to-work (Accessed: 28 March 2025).
What support can I get at work (no date) National Autistic Society. Available at: https://www.autism.org.uk/advice-and-guidance/topics/employment/what-support-can-i-get-at-work (Accessed: 28 March 2025).
