Managing Autistic Employees: A Guide

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Autistic people have changed the world. From Darwin to Einstein, the unique perception and abilities that autistic visionaries have given us are innumerable. And yet, ridiculously, our society is still so inhospitable to those on the spectrum.

Autism Spectrum Disorder (‘autism’ for short) is a developmental disability that tends to cause difficulty in communication, emotional regulation, and reading social cues – though, as a spectrum disorder, it presents differently for everyone.

It’s important to keep in mind here that ‘disability’ is a relative term. It implies ‘lack’ or ‘deficiency’, which is not how most people with autism think of themselves; many consider their differences a fundamental part of their identity, as opposed to a ‘problem’ that needs to be fixed. Autism is only a ‘disability’ in a society that is not designed with their differences in mind.

And nowhere is this clearer than in the working world. Less than 50% of those with autism in the UK are employed. Some figures place this as low as 15-21%, the lowest rate for all disability groups. Many gravitate towards part-time work or volunteering, due to their comparative flexibility and lack of competition.

Autistic people have a variety of skills that can benefit a workplace: they can be routine oriented, highly reliable, and attentive to detail. Many have deep wells of factual knowledge and excellent memorization and concentration abilities. Some research suggests that when autistic individuals are properly matched to jobs, they’re up to 140% more productive.

But the issue isn’t solely about what benefits an autistic employee can bring you. As an employer, you have a collective responsibility to ensure that no groups of people are excluded from access to work. Failing to take this responsibility seriously condemns entire demographics to poverty, the effects of which can be fatal and last for generations. Doing your part to make your workplace as open and inclusive as possible is an unavoidable ethical duty.

To learn more about autism or to test yourself for symptoms, please visit our information page and brief online quiz. But to learn how to reap the benefits of an inclusive workplace, keep reading.

What Might an Autistic Employee Struggle With?

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There are a whole host of obstacles most workplaces present for those on the spectrum:

• Social anxiety – Because autism creates trouble deciphering social signals, many on the spectrum feel as if they’re navigating an alien world. This can lead to a profound social anxiety that many workplaces do not adequately support. People who are ignorant about autism might even label anxious employees ‘rude’ or ‘standoffish’.
• Hypersensitivity – Autism can make loud sounds, strange smells, bright colours, or uncomfortable textures feel like torture. Workplaces that aren’t flexible to these sensory processing differences risk trapping autistic employees in intense discomfort.
• Masking – Because of popular misunderstanding, autistic people have often been forced to ‘mask’ their condition, suppressing anxiety and hypersensitivity to play up to neurotypical standards. Doing so can create immense discomfort, leading to burnout and even long-term illness.
• Comorbid conditions – Autism is often comorbid with other learning difficulties and mental health conditions, meaning that different people with autism will require different degrees of support.

Even getting a foot in the door is harder for those on the spectrum. The recruitment process often discourages autistic people from applying in a myriad of subtle ways, such as:
Job adverts that unnecessarily list ‘communication skills’ as a must have.

• Application forms that don’t clearly state the necessary information or include a word limit.
• Interviews that rely on conversational ability/social skills.

How Can Managers Help Support an Autistic Employee?

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Have Regular Catch-Up Meetings.

Short and frequent one-to-one feedback can be highly important for those on the spectrum. Many have navigated a working world filled with constantly changing expectations that they feel unable to decipher, so healthy lines of communication can ensure that they feel competent and supported.

This feedback should be concise and clearly verbalised, rather than reliant on body language or implication.

Make Reasonable Adjustments to Their Working Environment.

Tailoring your workplace to the needs of autistic people is a must, per the 2010 Equality Act. Necessary adjustments will depend entirely on the individual, but some common ones include:

• Managing sensory stimuli (noise-cancelling headphones or a quieter working location, for example).
• Detailed instructions on how to complete tasks, as well as written guidance on workplace practices.
• Access to an agreed upon safe space.
• Facilitating hybrid-working, allowing an employee to work from home as and when necessary.

Exceptional Individuals can organise a workplace needs assessment for your employees to help you understand what adjustments are needed to ensure your employee can work to the best of their ability. For more specific needs, we offer an autism workplace needs assessment.

Read and Learn About Autism.

Educating yourself on the different symptoms, hardships, and experiences of autistic people can help you empathise with them much more deeply

A variety of fascinating books can bring you up to speed: Uniquely Human (2015) by Dr. Barry Prizant is considered a ground-breaking text on the topic; Neurotribes (2015) by Steve Silberman dives deep into autism’s complex history and neurobiological underpinnings; and In a Different Key (2016) by Zucker & Donovan explores ASD from a civil rights/advocacy perspective.

Linked at the bottom of this article are various sources you can use to deepen your knowledge, and Exceptional Individuals features its own page containing key information.

Create Routine and Structure.

Most autistic people thrive in structured environments. Working with your employee, you can craft a timetable (this might span days, weeks, or months) that prioritises tasks and breaks larger projects into actionable steps.

Keeping to specified start and end times can help with this. Not judging an autistic employee for never staying over the end of their shift, or rewarding other employees for doing so, keeps the playing field well-balanced.

An inclusive workplace is a productive workplace. To learn more about autism or how to create a more neuroinclusive workplace for your neurodivergent team please see below;

What is autism?
Autism test for adults
Workplace needs assessments for autism