Understanding and supporting autistic colleagues at work

Current statistics show that around 2% of people in the UK are autistic (autism spectrum disorder, or ASD). However, the true figure may be higher, as many adults grew up when autism was less widely recognised and may never have received a diagnosis.

It’s therefore quite possible that if you work in a company with around 100 employees, then it could be that at least two of those employees may be autistic.

You may not realise it, either. Many autistic people choose not to disclose their diagnosis, while others may hide certain traits to help navigate social or workplace situations (known as masking).

Historically, many autistic people went undiagnosed and were often misunderstood, labelled as anti-social, difficult, or simply ‘different’. Greater awareness has helped improve understanding, but misconceptions still exist. So, how might autism present itself in the workplace? And what practical steps can employers and colleagues take to create a supportive and inclusive working environment?

How autism may present in the workplace

Autism affects people in very different ways, so there is no single set of characteristics that every autistic person will share. However, some autistic people may experience or express certain traits that fall into a few broad areas.

Please remember that these characteristics vary from person to person and should not be used to make assumptions about whether someone is autistic.

A need for routine or repetitive behaviour

Some autistic people may:

• Repeat words, phrases or particular behaviours.
• Prefer routines and feel distressed when plans change unexpectedly.
• Have very focused interests or hobbies.
• Repeat movements when stressed, such as hand flapping, rocking, or finger flicking (sometimes called “stimming“).

Social interaction and communication

An autistic person may:

• Have difficulty in making friends.
• Find it difficult to start or maintain conversations.
• Struggle to understand body language, facial expressions, tone of voice or social cues.
• Take language very literally and find jokes, sarcasm or figures of speech confusing.
• Prefer spending time alone or find social situations exhausting.

Sensory differences

Autistic people may experience sensory input differently, including:

• Being very sensitive to sounds, lights, smells, tastes, textures, or touch.
• Alternatively, seeming less sensitive to pain, noise, or other sensations than expected.
• Feeling overwhelmed in busy, noisy, or crowded environments.

Some autistic adults may also:

• Feel different from others socially.
• Find workplace or social interactions challenging.
• Become exhausted from “masking” or trying to fit in socially.
• Have intense interests and a strong preference for routine.

However, it’s important to remember that not every autistic person will identify with all of these characteristics, and the extent to which they affect daily life varies considerably from individual to individual.

So, with all that being said, how can employers and colleagues create an environment where autistic employees feel supported and able to do their best work?

Creating the conditions for success

Inclusion matters

First and foremost, make sure autistic employees feel included and valued. Like anyone else, they should have opportunities to contribute, develop and take part in workplace activities in ways that feel comfortable for them.

Clear communication and expectations

Some autistic employees may benefit from clearer expectations and more explicit instructions. They may take what is said literally, so it can be helpful to explain any nuances, assumptions or additional considerations that sit behind a task.

As well as explaining role responsibilities, employers may also need to clarify workplace etiquette and some of the unwritten rules that others naturally pick up over time.

Training, feedback and support

Clear and structured training is extremely important. This is normally done by a line manager, a colleague or a mentor. Some autistic employees may benefit from tasks being broken down into clear steps, particularly when they are learning a new process or role.

Some may also find shorter, more frequent one-to-ones helpful, although preferences will vary from person to person. Your feedback should be honest, constructive and consistent. If they’ve made a mistake with their work, explain exactly what the problem is and how they can correct it.

Remember that some autistic people have a strong attention to detail and may place high expectations on themselves, so clear, balanced feedback can be particularly valuable.

Managing change

It should also be noted that unexpected change can be challenging. Where possible, explain what’s changing, why it’s happening and when it will take place in advance, allowing more time to prepare and adjust.

Respecting individual preferences

Never assume that an autistic employee will want everyone to know they are autistic. Ask them how they would like their autism to be discussed and who, if anyone, they would like that information shared with.

If they choose to share, consider providing colleagues with information and guidance on autism, including practical ways they can better understand, communicate and work effectively with their colleague.

Some autistic people prefer clear, direct communication and may find implied meanings, sarcasm or ambiguous language more difficult to interpret. Where appropriate, colleagues can adapt their communication style to make interactions clearer and more accessible.

By taking the time to understand individual needs and make appropriate adjustments, employers can help autistic employees feel supported, included and able to contribute at their best.