26 Feb Supporting Employees with Autism in the Workplace
Autism diagnoses have sharply risen, with an astonishing 175% increase in diagnosis in adults and children. These rising diagnoses show how vital it is for employers and employees to understand how to create a supportive environment for people with autism. Building an inclusive and supportive environment doesn’t have to be difficult, and can be the difference between someone with autism struggling to find steady work or building a thriving career.
Start By Understanding Autism Spectrum Disorder (ASD)
The first big step in supporting people with autism is to understand ASD and its symptoms. Understanding and giving grace to your co-workers or employees with ASD breaks down negative stigmas around the disorder and makes it easier to begin the process of offering support.
Autism spectrum disorder (ASD) is a type of disorder that affects communication, including verbal and nonverbal, and social skills. “Spectrum” means that people with autism can have mild or severe symptoms that negatively impact daily life, or lie somewhere in between. Level 1 autism means someone needs support due to their symptoms. Level 3 means they need substantial support.
Autism can present itself in many different ways. However, its core symptoms include both challenges with social communication and interaction skills and restricted/repetitive behaviors.
Some of the many signs of autism can include:
- Trouble making or keeping eye contact
- Difficulty understanding others’ emotions or feelings
- Difficulty expressing themselves
- Feeling overwhelmed in certain social situations
- Difficulty understanding personal boundaries
- Speaking with a monotone voice, being overly quiet or loud
While these symptoms might be interpreted negatively, it’s important to know that people with autism are not purposefully being rude. They simply have more trouble communicating with others due to their disorder.
Ask Your Employee What Works For Them
We know that everyone with ASD will have different symptoms and struggles. Their unique needs make it necessary for employers to ask them directly:
- What is your biggest hurdle in completing tasks?
- What do you think will help you concentrate?
- Are there things you do now that help you be comfortable?
- What accommodations can we help you with?
Asking direct questions and getting feedback from employees will make it easier to develop a routine, work schedule, or otherwise set up accommodations that make working more comfortable. Here are some common limitations and workarounds you might encounter for employees with ASD.
Task Support for Executive Functioning Disorder
Around 80% of people with autism report having issues with executive functioning disorder. Executive functioning skills are those that help people plan, organize, and complete tasks. Something as routine as buying groceries might be difficult for someone with ASD due to the symptoms of executive functioning disorder. These can include forgetfulness, lack of focus, and difficulty following directions.
Possible accommodations should include those that make task management easier. These can include:
- Color-coded project management systems
- Task management apps on a smartphone
- Visual schedules or flowcharts
- Additional step-by-step instructions or checklists
Communication Accommodations for Social Struggles
Understanding and responding to social cues can also be difficult for employees with ASD. In the workplace, this often manifests as trouble communicating or understanding instructions, tone of voice, and nonverbal cues from supervisors or co-workers. This can make it nearly impossible to work effectively with a team.
Accommodations in this area might include:
- Allowing extra time for an employee to process information and respond
- Allowing support persons to accompany employees with ASD to reduce social anxiety
- Offering flexible work scheduling or remote work options
- Allowing the use of speech-generating software, tablets, or electronics in lieu of verbal communication
Accommodations for Sensory Issues
People with ASD also often experience hyper-sensory or hypo-sensory issues, meaning they are either overly sensitive or under-sensitive to sensory input. These can include things such as sounds, light, touch, and smell. Sensory issues can cause major issues and extreme distress with employees with ASD, which is why making the work environment more comfortable is crucial for people with ASD.
Accommodations you might consider include:
- Allowing people to wear headphones or ear coverings
- Providing a quiet, low-stimulus workspace
- Providing extra break times
- Adjusting lighting levels to be more comfortable
- Providing white-noise machines if needed
A Personalized and Caring Approach
All of these accommodations can help people with ASD complete their work while also adding their unique skills, interests, and perspectives to the workplace. As a supervisor or co-worker, check in on these employees. Ask if their accommodations are working, or if they feel modifications are needed. The easier it is for people with ASD to feel safe, understood, and valued, the more likely they are to stay in the position long-term and excel at their work.
About the Author
Ric Burd is a Certified Disability Manger Specialist at Strategic Consulting Services, a group of disability and accommodation experts in Seattle and throughout the Pacific Northwest. Ric has been working in this field since 2002. Ric is a Certified Ergonomics Evaluation Specialist and is currently a Registered Vocational Rehabilitation Counselor for the Department of Labor and Industries.
To get in touch with Ric or the team of disability and accommodations experts at Strategic Consulting Services, visit their website: https://strategicconsultinginc.com/.
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Last Updated on February 26, 2025 by Marie Benz MD FAAD