What is autism?

Autism is a spectrum condition that encompasses a wide range of different traits. It is a neurological condition that affects different people to different degrees and in different ways, which means that some autistic people require more accommodations than others. Autism can be lived through:

• Social communication differences
• Difficulties with eye contact
• Sensory differences
• Intense focus on personal or academic interests
• Focusing on detail rather than the bigger picture
• The desire for repetition and routine
• Anxiety and other related disorders

There are many other attributes associated with autism, and not all autistic people experience them in the same way. Some managers note that people may experience autism differently, and conversations about preferences or working styles can vary across organisations.

While some of these attributes might complicate an autistic person’s daily life, they can also provide them with strengths that help to carve a unique niche in a field of study or excel in a highly specialised role. Therefore, autism can be seen not as having a disorder, but as a neurological difference that means people who have autism can see and interact with the world differently to people without it.

What is neurodiversity?

Autism falls under the umbrella of what’s known as neurodiversity. The term neurodiversity was coined by the autistic sociologist Judy Singer, who created it to help people with autism and other neurological differences self-advocate for their own perspectives and unique strengths.

Neurodiversity also can include other neurological differences such as ADHD, dyslexia, dyscalculia, dyspraxia, Tourette syndrome, epilepsy, learning disabilities and is sometimes considered to include mental health conditions such as anxiety, depression, and obsessive-compulsive disorder. 

This term is often used to describe the natural differences that people have in the way that their brains work. Everyone has their own unique way of seeing the world, but some people face greater challenges because of this than others. Often neurodiverse employees can enrich a team by providing unique skills or solutions.

Autism and work

Some employers consider whether particular workplace arrangements may help autistic employees feel more comfortable and supported. While many people with autism are very capable and skilled in a variety of areas, they may find some elements of working in an office environment challenging, for example. Below are some examples of what a person with autism might find challenging about a traditional work environment: 

• Disruptions to working schedules
• Noise, light and visual stimuli in the office
• Socialising with colleagues and clients
• Multitasking
• Becoming overwhelmed at work
• Disclosing their diagnosis without stigma from colleagues

However, people with autism can present various strengths helping them to excel in particular fields. Employers often consider candidates on an individual basis, as people may bring different strengths and working styles. Some people with autism develop particularly strong skills including:

• Strong attention to detail
• Ability to concentrate for long periods of time
• Strong memory
• Problem-solving
• Ability to relate to other people with autism and who are neurodiverse, including clients and customers
• Providing a different perspective to the workplace

Autism workplace accommodations

If you have people with autism in your team, then consider what accommodations you currently have in place for them. Perhaps ask your employees what they feel about those that are already in place, as well as where there might be some room for improvement.

These don’t have to be large, expensive changes. Sometimes changes that may seem small can have a huge impact on the wellbeing of your employees who need support with their jobs to accommodate for their autism. While each employee may have their own preferences, below are some possible accommodation examples to consider:

• Allowing for flexible working, such as working from home or flexible hours
• Allowing for wearing of noise-cancelling headphones
• Extra time to read over information and complete tasks
• Interpersonal coaching
• Ergonomic equipment that promotes sensory comfort
• Screen filters that make computer screens seem less bright
• Time-out zones for sensory breaks
• Job specifications adapted to an employee’s requirements
• Allowing employees to work in a quieter part of the office
• Warning of any changes to their daily routine well in advance

While some of these accommodations may require a larger budget, some of them simply require moving to a different part of the office, or allowing employees to wear their own headphones while working. Often, these changes do not disrupt or affect other people and are therefore often beneficial in the long-term. 

Interviewing a candidate with autism

When candidates share information about their needs, some employers consider whether interview-related adjustments might help them demonstrate their strengths. When interviewing candidates you want to see their strengths and weaknesses, and a candidate with autism might be able to better showcase theirs with the right adjustments in place. 

Some organisations use more structured or specific interview questions when they want to understand a candidate’s experiences in greater detail:

• What qualifications do you have?
• What strengths have you shown in your work or education?
• Tell me how you resolved a personal conflict with a colleague.
• Explain how you solved a technical problem at work.
• Explain how you helped a customer to find the product they were looking for.

Not only may this be a great way to help a candidate to open up, it can also help you to hone in on their skills, personality and suitability for a role.

Identifying reasonable adjustments

Some organisations view the process of exploring workplace adjustments as part of their broader approach to supporting employees. Many employers look at publicly available UK government resources to understand how broader considerations may relate to their internal processes. Some organisations note that autism may be discussed within disability-related frameworks in certain UK contexts, depending on how those frameworks are defined. Many employers review these resources to understand how the broader legal or policy landscape relates to their own internal processes.

Public UK resources describe how disability and recruitment are addressed within their frameworks. These materials outline factors some organisations consider when reviewing whether their hiring approaches support different candidates. Some employers choose to explore whether candidates would find certain interview-related adjustments helpful. Approaches vary, and many organisations refer to official government guidance when deciding how to handle discussions about candidate needs or preferences. 

Public UK resources outline factors that some organisations consider when exploring workplace adjustments. Employers sometimes review these materials to understand how broader guidance may relate to their internal practices. For more information about workplace adjustments, organisations can review information available on the UK government website.

While autism awareness falls on one day, employers can work to improve conditions for autism in the workplace all year round. By simply discussing possible accommodations and reasonable adjustments with their employees, employers can learn what makes them most comfortable – helping them to perform to the best of their abilities. It’s also important for employers to remember that no person is the same, and it’s usually best to ask employees what support they need rather than assuming it. Finally, autism and other neurodiverse conditions can enrich businesses by contributing unique skill profiles and perspectives to the team.