Autistic People in the Workplace

I ran an Autistic led charity whose front facing staff and volunteers were all Autistic, including myself. While other Autism charities hired token Autistic people, we joked that we had a token non-Autistic (yet still Neurodivergent) person to run our office. This gave me experience in attracting, recruiting, onboarding, and advancing Autistic staff, and ensuring that we provided an environment where both our Autistic staff and clients could flourish.

There are many myths and untruths that circulate about Autistic people and our ability to work, and progress in our careers. Most are deeply unhelpful and are active barriers to our success and accessing a good quality of life. This also means that many employers are missing out on Autistic talent which can bring significant benefits to organisations.

Let’s look at some of these myths, explore the benefits of hiring a diverse work force, and some of the actions you can take to ensure your organisation is better set up for Autistic staff.

 

Myth: Autistic people can’t work

Reality: The Buckland Report showed that only 3 in 10 Autistic people are in work, among the lowest rates of any disabled group. At least 77% of Autistic people not in work would like to be employed.

My own career history is widely varied from petrol pump attendant to Primary Teacher, from life model to library and information assistant, from stable hand to small business owner. Autistic people can be found at every level in organisations, and across all sectors. With the right accommodations and support, Autistic people can thrive in employment.

It’s currently thought that up to 1 in 36 people are Autistic. In larger organisations there is a high likelihood they will have Autistic employees who may not have disclosed and may not even know they are Autistic themselves.

 

Myth: It is expensive to accommodate Autistic employees

Reality: Many Autistic people identify as being disabled, and Autism is classed as a disability under the law. In providing reasonable adjustments you are ensuring that your organisation is complying with the Equality Act 2010 and the UN Convention on the Rights of Persons With Disabilities.

As a former employer, most of the reasonable adjustments I gave my Autistic employees either cost very little, or nothing at all. It was certainly a lot more cost effective than finding and training replacement staff members, and ensured we kept staff turnover low. We also utilised Access to Work to help cover some of the costs of their adjustments. Given the high productivity from Autistic staff who are supported effectively, they are well worth the investment.

Autistic people are not a homogenous group where we all need the same adjustments and accommodations. We are all unique individuals and many of us are Neurodivergent in other ways including ADHD and dyslexia. The only way to know what kinds of adjustments we will need is through discussion and / or a needs-based assessment with a neuroaffirming assessor.

Like our non-Autistic counterparts, our needs will likely change throughout our lives as we grow, experience pregnancy and menopause, and as our sensory needs fluctuate. Having flexibility built into our adjustments helps plan for our changing needs.

Getting it right for Autistic employees also means you are increasing accessibility for all, boosting your reputation and helping attract further Autistic talent.

 

Myth: Autistic people are not team players

Reality: There are lots of ways to be a team player!

Talking with your Autistic employees about what they need to work in a team means you can support effectively. Many of my former employees reported that they never thought they would be able to work in a team, but being in an environment where their Autistic identity was taken seriously meant they could succeed working together.

Sometimes it helped to divide up the project into different tasks that were then brought together, sometimes we had assigned roles for team working and guidelines which helped keep everyone on task. Ultimately knowing that they were always able to speak with myself or another line manager and receive support, not shame, was the biggest contributor to team success.

 

Myth: Autistic people can’t communicate well with others

Reality: All communication styles are valid, and once we recognise each other’s styles, understanding each other is far smoother.

Damien Milton’s Double Empathy Theory explores the gap between Autistic and non-Autistic communication. Supporting non-Autistic staff to understand Autistic communication can help greatly, and many Autistic trainers can deliver this.

It also helps to consider your own communication style; how often have you said “I’d like you to get this to me by Friday” rather than saying you need it by Friday? How often have you skirted around an issue rather than tackling it head on? How often do you imply something without stating it explicitly?

Autistic communication tends to be incredibly direct which can be a huge asset in the workplace where clear communication is key.

 

Myth: Our customers and clients won’t be able to relate to Autistic staff

Reality: You will have Autistic clients and customers, and having a diverse staff team means you are more likely to represent your customer base. As a consumer, if I know somewhere hires staff like me, I am more likely to patronise their business and promote them through my own network.

Autistic people are human beings and as such it means we all have an awful lot in common with other human beings. While our communication styles may differ, many Autistic people are highly empathetic and will care greatly that your customers and clients receive the best service they can provide.

 

Myth: Autistic people have less to contribute

Reality: It is well established that diverse teams outperform their homogenous competitors, and Autistic and otherwise Neurodivergent people can play a key role in this.

Many Autistic people are out the box thinkers and excel at finding elegant solutions to problems that others find difficult to approach. Our ability to hyperfocus and unique connections in our brains allow us to see the world differently and drive innovation.

As someone who has had the joy of supporting Autistic staff, of attracting, onboarding, and promoting them, I highly recommend every organisation explores how well they are set up to attract Autistic and otherwise Neurodivergent staff members. The Autistic community has a lot to offer all workplaces, and in providing an accessible environment for Autistic staff, you increase accessibility for all.

 

Resources

For more on ensuring your business is ready for Autistic staff: https://www.auroraconsulting.scot/knowledge-centre/work-employers

For more on Autistic rights and reasonable adjustments:

https://www.auroraconsulting.scot/knowledge-centre/rights-reasonable-adjustments

 

About the author

Marion McLaughlin is a late identified Autistic person and the MD at Aurora Autistic Consulting, a small business dedicated to helping businesses and other organisations improve their knowledge and understanding of Autistic people, and help them to provide accessible environments where Autistic people can thrive.

As a former Autistic charity CEO, Marion managed an almost exclusively Autistic staff team and led the organisation to achieve Disability Confident Leader status. A highly experienced trainer and consultant, Marion delivers bespoke training packages to meet organisational needs.