How Can I Support Autistic Workers?
As a psychiatrist in an adult autism team, I see first-hand the difficulty that autistic people have with finding and maintaining employment.
Many are either unemployed or underemployed (in job roles that aren’t commensurate with their academic and professional qualifications), despite having enormous motivation to work and a huge amount to offer to potential employers. I wasn’t surprised to see the latest Office of National Statistics figures showing that just 22% of autistic adults are in any kind of employment. In my experience, the reasons that autistic people have difficulty in work settings are normally due to three main factors: working environment, communication with colleagues, and unexpected change.
Working Environment
Autistic people often have sensory sensitivities, for example to loud noise, bright light, or certain textures. Open-plan offices are often problematic, as they tend to be echoey with lots of ambient noise. I saw one man recently who had to leave his job because the office lights were changed to fluorescent lights which he could perceive flickering at a set frequency, causing him intolerable sensory overload.
Communication Issues
Communication issues can sometimes be a source of frustration for an autistic worker and neurotypical colleagues. There is evidence to suggest that autistic people communicate best with other autistic people; communicating with neurotypicals (i.e. people without a neurodevelopmental condition like autism) can result in misunderstandings and frustrations for both parties. Autistic people generally prefer to be straightforward and to the point. Neurotypicals are more likely to want to ‘chat’, and be reliant on non-verbal cues like body language and facial expression to convey meaning.
Unexpected Change
Unexpected change is another common cause of workplace difficulty. Autistic people generally prefer advance planning and being very clear about what is expected of them. Sudden changes to job plans, timetables or team structures can be very unsettling for autistic employees. Autistic people also tend to have a strong sense of natural justice and less concern about social hierarchy, making them more willing to ‘call out’ inconsistencies and inefficiencies in working practices.
Mitigating Difficulties
The good news is that difficulties of these kinds can be prevented or mitigated by thoughtful employers. Having a decent understanding of autism is crucial.
- Ask your autistic employees about their communication, planning and sensory needs.
- Use straightforward, unambiguous language and give clear instructions.
- Relatively simple reasonable adjustments can make a huge difference: for example, many autistic people get enormous benefits from using noise-cancelling headphones to block out office hubbub.
Employers that have successfully unlocked the potential of autistic employees report significant benefits. Autistic employees tend to be loyal, committed, and reliable. They can ‘think outside the box’ and find innovative solutions. Some autistic people are particularly good at tasks requiring close attention to detail and precise focus. For more information on making your workplace autism-friendly, please check out the National Autistic Society’s guide for employers.
Dr Davidson wrote this article in a private capacity and did not receive any payment.
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