Autism

Autism is a lifelong developmental disability which affects how people communicate and interact with the world.” ¹¹

The National Autistic Society¹² estimates that there are around 700,000 autistic adults and children in the UK.

Research into the condition has shown that autistic  individuals may display a range of traits, including one or  more of the following:

• varied comfortability with social interaction – finding it difficult to know, recognise or understand societal ‘rules’  to social interaction, which can in turn make socialising harder. Autistic individuals may miss certain conversational cues, struggle with eye contact or find it hard to identify their own emotions and those of others
• a preference for routine – being forced to step out of the normal routine can be an uncomfortable and anxiety-inducing experience 
• exhibiting repetitive behaviours – hand flapping, rocking or twirling hair are forms of stimming, which can help to reduce or increase sensory input or manage anxiety, depending on the individual’s needs
• sensory sensitivities – these may include heightened sensitivity to specific textures, lighting, tastes, sounds, temperatures or smells. They are usually very specific to the individual. Some sensory experiences can be comforting, while others can cause distress
• special interests (Sis) – some autistic individuals have a very focused level of interest in a particular topic, usually starting from childhood
• meltdowns or shutdowns – in some instances, an autistic individual may become overstimulated by an environment or situation, causing them distress. This can exhibited in a variety of ways, including crying, shouting, stimming, lashing out or temporarily shutting down communication completely.¹³

Although there may be challenges for autistic people in the workplace, they can bring tremendous value to an organisation.

For example, they can exhibit:

• excellent attention to detail – autistic individuals can have a fantastic eye for detail and can apply a great deal of focus to their work. They tend to implement bottom-up information processing, which focuses on small details. This approach is more likely to capture key information and discrepancies that  others may miss
• pattern recognition and knowledge retention – research has shown areas of the brain associated with pattern recognition are more active in autistic brains than in neurotypical brains. According to Embrace Autism, autistic individuals are also often able to retain huge amounts of knowledge on a topic of interest¹⁴
• honesty, loyalty and integrity – as they often prefer routine,  autistic individuals can excel at following workplace procedures and structure. They can also be very honest and loyal colleagues who build strong relationships with those they trust
• creative approaches – research has shown that autistic people  can display more originality than neurotypical people, as their  unique way of thinking helps them generate different ideas¹⁵
• high productivity – research suggests that autistic employees are as much as 140% more productive than their neurotypical colleagues.¹⁶

Supportive ideas for employers and line managers

• Implement inclusive hiring – traditional hiring practices like interviews can be disabling, anxiety-inducing and may prevent employers from seeing a candidate’s true potential. Consider alternative approaches to hiring such as trial days, which focus on a candidate’s capabilities within the role itself and less on their social abilities under pressure.
• Reduce sensory inputs – consider giving individuals the option to work in a quiet space away from other colleagues or public areas. You could also offer noise-cancelling headphones, avoid very brightly lit workspaces, provide screen filters or introduce desk dividers – these measures can help reduce the risk of overstimulation and the need to keep masking autistic traits. For more details on how to optimise the workplace for neurodivergent colleagues, read the neuroinclusive office design guide produced by AtkinsRéalis.¹⁷
• Be clear in your communication – communicate directly, without metaphors or nuances. Provide concise written instructions and information on the aims and objectives of a piece of work or meeting and clearly highlight any actions the individual needs to complete.
• Allow time alone – masking can be extremely tiring,  drawing energy away from work-related tasks. Allowing neurodivergent people time away from masking situations throughout the day or week will help them replenish their energy and deliver their best work. To maintain structure, work with them to set this regular time in their calendar.
• Arrange regular, short check-ins – these will provide a welcome opportunity to exchange updates on progress and to ask and answer any questions in a regular and predictable space.
• Maintain structure – many autistic individuals feel more comfortable working to a set timetable or structure. Where possible, offer a consistent desk or workspace, keep meetings regular and help to build the work-day structure that suits them best.

Supportive ideas for colleagues

• Communicate clearly – avoid metaphor and excessive jargon. Cover key information concisely (bullet points are a great idea) and understand that autistic colleagues may ask more questions than others to ensure they have a full understanding and that your expectations will be met.
• Learn about autism – attend awareness sessions or do your own research on the topic. Asking the individual what their preferences are is a great approach and should be prioritised, but having a base understanding of the condition takes the pressure off the individual because they won’t have to explain everything.
• Be understanding – some autistic people have a direct communication style that may unintentionally cause offence. If this happens, don’t assume that the intention was to hurt or upset you because they may not be aware that their response could be interpreted in this way.  However, it’s okay to highlight the issue in a sensitive way.
• Include everyone – autistic colleagues may sometimes opt to have lunch alone or avoid social gatherings, but they should still be invited. Time alone can be essential for them to recover energy from masking, and offering the choice lets them know they are welcome if they do decide to come along.

Supportive ideas for autistic individuals

• Get to know yourself – spend some time exploring what adjustments have been made for other individuals with autism, either at your own workplace or elsewhere. You don't need to figure out on your own exactly what could work best for you, but learning about changes that have been made to support others will be a good starting point.
• Consider joining a network – a network can be a great place to share your own experiences, concerns or questions, learn from the experiences of others and grow your self-confidence. Some organisations have an internal neurodiversity network, but if yours doesn’t, explore wider industry options. The IET has a neurodiversity network for members and the National Autistic Society has an online community that’s open to all. You’re not alone.
• Produce a handbook – if you’re already aware of some adjustments that are helpful to you at work, consider producing a ‘handbook to me’, which you can share with your manager and chosen colleagues. Include information on your strengths, your potential challenges and your requirements and wants in the workplace. This can remove to need to explain these requirements repeatedly and offer a helpful reference point for others.
• Consider pursuing a diagnosis – if you don’t have a diagnosis, consider if receiving one will be helpful to you.  For some, having a diagnosis is validating, gives some insight into themselves and is helpful when requesting support. But the process can be complex, which is why many people decide not to go down the diagnosis route. Whatever you choose to do, remember that you are entitled to ask for and receive support, regardless of diagnosis.
• Be kind to yourself – doing things differently doesn’t mean that you’re doing them incorrectly. Take the pressure off yourself to act or be a certain way and make sure you take time out of high masking or high sensory situations. This approach will enable you to perform better in your role and avoid potential meltdowns, shutdowns or burnouts.

References