Autistic people in the workplace – avoiding common myths

In celebration of Neurodiversity Week, we are pleased to share a series of blogs highlighting some of the issues faced by neurodivergent individuals. In doing so, we also hope to shine a spotlight on the specialist advice, support and representation which we offer to our neurodivergent clients.
 

(You can read an introduction to this special series, which explains in detail some of the terminology we have used)
 

Last year we wrote about some practical ways in which employers could help make recruitment processes more inclusive for autistic people, as these remain a major barrier for autistic people being able to reach their full potential in employment.

However, this is only the beginning and is important for employers to ensure that the workplace remains neuro-inclusive throughout. Failure to do so may result in any improvements made to recruitment processes being wasted if employers are unable to retain or properly develop autistic staff and may also leave employers open to employment tribunal claims.

In February 2024, the government published the Buckland Review of Autism Employment, which we are reporting on separately. One factor identified in the Review as preventing autistic people from succeeding in their careers is the stigma and lack of understanding of autism. Negative stereotypes can mean that autistic people are less likely to disclose that they are autistic, meaning they don’t get appropriate support, or they can lead to an unwelcoming environment and, at worst, the bullying or harassment of autistic people, which is not uncommon.

While it is impossible to address all the myths and negative stereotypes surrounding autistic people in one article, we explore below some of the more common ones which can be found in the workplace:

Myth 1: Autistic people are anti-social

Autistic people may interact with the world and communicate differently, but this doesn’t mean that they don’t want or value relationships. Many autistic people “mask” heavily in order to fit in and maintain relationships with neurotypical colleagues, but this effort is generally one-sided and can be extremely draining and anxiety-inducing for the autistic person. Another aspect which is often overlooked is how inaccessible the workplace social scene can be for autistic people – for example, places such as noisy cafeterias or pubs can cause sensory issues, and unstructured social interactions between colleagues may come with a raft of unspoken office politics which can be difficult to interpret. However, an autistic person may be very comfortable and thrive where social interactions are structured in a way that is suitable and sensitive to their needs, such as having coffee with a couple of colleagues (rather than a large group) in a place where sensory stimulation may be more limited.  People should not be afraid or judgmental in the way they approach their autistic colleagues, and should not take it personally if their colleague needs time to themselves occasionally.

Myth 2: Autistic employees are either “low-functioning” or “high-functioning”

As we referred to in last year’s blog, many autistic people (and neurodivergent people in general) have what is known as a “spiky” cognitive profile, meaning there can be a large disparity between different types of abilities. It is therefore not accurate or helpful to generalise an autistic person’s abilities or categorise them in this way. This pervasive myth can mean that employers overlook an autistic person’s talents because they have difficulties in some areas, or underestimate (or worse, disbelieve) the difficulties an autistic employee has because they perform well in some areas. Conversely, it is also not accurate to say that because everyone has strengths and weaknesses that “everyone is a little bit autistic” – people either are or aren’t, and the spiky cognitive profile is just a visible part of the underlying differences in the way autistic people’s brains work. It is important for employers to have an awareness of this spiky cognitive profile and to have an open mind when approaching their autistic staff in relation to what their capabilities may be, bearing in mind their abilities may also fluctuate depending on context and the environment they are working in. Care should also be taken in the use of language.

Myth 3: Autistic people are only suited to certain types of jobs

It is a common stereotype that autistic people can excel in some STEM roles but are not suited to others, such as roles which require people skills and management or communication. It does not help that some employers who focus on such STEM roles have made good progress in being seen as autism-friendly, while employers who don’t have this focus have often lagged behind, not understanding the benefits autistic people could bring to them. This can be a vicious cycle, as those who aren’t in roles which are considered “typical” for autistic people may be less likely to disclose their neurodivergence and suffer in silence if they find themselves struggling. The reality is that autistic people can shine in all kinds of roles and we hope that the increase in high-profile openly autistic individuals in areas as diverse as media, activism and comedy will help put paid to this stereotype.

Myth 4: Adjustments for autistic people will be expensive and burdensome

Not all autistic people identify as having a disability and as such some may not need adjustments at all, while others may need more substantial support. However, many common adjustments for autistic people are simple and can provide a huge benefit relative to any cost or effort. For example, these may include: wearing headphones, taking regular breaks, working from home, having earlier/later start or finish times, having a desk in a quiet location or having instructions provided in writing rather than verbally. In research conducted by the National Autistic Society, 50% of autistic people said that support, understanding or acceptance would be the biggest thing that would help them in employment - this is hardly a big ask for employers, and shows how far even basic consideration and education can go in providing an autism-friendly workplace.

Myth 5: Autism is a mental health condition

Autism itself is not a mental health condition, but sadly autistic people have a much higher than average likelihood of developing mental health conditions such as anxiety and depression. Every year a disproportionate number of autistic people suffer from a mental health crisis, and it is thought that this is partially responsible for autistic people having shockingly lower life expectancies on average than neurotypical people. The way that autistic people are treated by society plays no small part in this, but employers are in a position to help change this by setting a good example, educating themselves and their staff and taking their employees’ wellbeing seriously. We all spend a significant amount of time at work and, therefore, it can make a world of difference to an autistic person if their place of work is supportive and not an environment in which their anxiety levels are heightened.

Although we have made a lot of progress in our awareness of autism and neurodiversity in general as a society – and this should, of course, be celebrated - there is still a long way to go.  It is hoped that dispensing with some of the myths that still exist around autism will help make workplaces and, in turn, society, a more fair and accepting place for autistic people.