Explore more on autism below
Or return to our main guide on neurodiversity at work to learn how different neurotypes and practices come together to create a neuroinclusive culture.
What is Autism and what challenges can it bring?
The National Autistic Society defines autism as a lifelong developmental disability which affects how people communicate and interact with the world. Asperger's is now considered a part of Autism Spectrum Disorder (ASD), not a separate diagnosis. It's associated with challenges like, social communication difficulties and sensory sensitivities.
People with autism may have difficulty understanding both verbal and non-verbal language, communicating, and expressing emotion. They may experience sensory sensitivities and anxiety if their is a change to routine.
However, autistic individuals can have many strengths. For example a thorough, creative and attentive approach to tasks. They can often solve problems with creative thinking and attention to detail.
How can autism affect people at work?
Working with autism tends to bring up some unique challenges because employers are often unsure how to accommodate neurodivergent employees. The interview stage may be an intimidating process, and once in the workplace, autistic employees may find themselves misunderstood by colleagues, or even discriminated against.
Other challenges might include anxiety, sensory issues and a preference for a consistent schedule.
What strengths can be associated with autism?
Autistic adults make up a large pool of skilled individuals who can be often overlooked in the hiring process. By embracing neurodiversity, companies can access a unique set of strengths and abilities. Here are some of these benefits employees with autism can bring to the workplace:
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Strategies and accommodations employees with autism
To empower their strengths, it's important that employees with autism feel confident and comfortable at work. The first step is to find out if the employee feels they need extra support. Then, talk with them to discover what types of adjustments and accommodations would benefit them. We’ve provided some examples of simple adjustments below.
How to support employees with autism without forcing disclosure
Employees have no legal or professional obligation to share that they’re neurodivergent, and they shouldn't be prompted to. Research shows, 76% of employees with a disability or neurodivergent condition do not disclose. For many, this comes down to fear of discrimination or concern that requesting accommodations might be seen negatively or refused. Here are some ways to support autistic employees without disclosure:
- Promote neurodiversity awareness by holding training sessions to educate your team on autism and the strengths autistic employees can bring to the team.
- Offer sensory-friendly workspaces. This can include providing noise-cancelling headphones, offering adjustable lighting, or creating quiet areas where employees can take breaks.
- Provide flexible work arrangements, such as adjustable work hours or remote work options. Flexibility can help reduce stress and improve focus without the need for employees to disclose their diagnosis.
- Use clear and structured communication practices that benefit all employees. This can include concise and unambiguous language, and avoiding using figurative language.
- Be mindful of environments that may trigger sensory overload for autistic employees. When organizing events or meetings, consider factors like noise levels, lighting and the availability of quiet spaces.
- Encourage employees to set up resource groups focused on neurodiversity. These groups can provide a safe space for employees with autism to connect with others who share similar experiences.
Assistive technology for employees with autism
Technology can play a key role in supporting employees with autism to communicate clearly, manage sensory input, and navigate daily tasks with confidence. Tools like Read&Write offer discreet support that helps reduce cognitive load and increase comfort at work.
How Read&Write for Work helps:
- Supports clear communication: Features like Check It and Prediction help employees write messages and reports with greater accuracy and confidence.
- Reduces sensory stress: Screen Masking lets users adjust on-screen colour and brightness to make reading easier and more comfortable.
- Promotes understanding and focus: Text-to-Speech reads text aloud, helping users process complex information without overwhelm.
- Encourages collaboration: Voice Notes makes it easier to exchange feedback and ideas in an accessible, personal format.
Other topics on neurodiversity in the workplace
Support employees with dyspraxia
Explore guide →
Support employees with executive function
Learn more →
Neuroinclusive recruitment and onboarding
Read guide →
Neuroinclusive culture and values
Explore more →
Employee Resource Groups
Learn more →
Universal Design for work
Read more →