Autism in the workplace

Individuals with autism often display highly productive traits, such as exceptional attention to detail, good problem-solving skills, and the ability to think innovatively. As an employer, it's important to understand that, whilst there are several benefits to bringing on individuals with autism, you may need to approach their workflows and processes slightly differently than you would with neurotypical employees.

Autistic individuals typically find social interaction challenging, and often, fellow colleagues may not understand how to approach autism in the workplace. Due to these factors, autistic employees may require certain levels of support withing their working environment.

Croner can answer your questions on autism in the workplace. Call us now on 0808 501 6651 for FREE, expert advice.

• How to spot autism in the workplace
• How can the job role be adapted for autism in the workplace?
• How can you train your staff on autism in the workplace?

How to spot autism in the workplace

The NHS describes autistic people as ‘acting in different ways to other people,

Therefore, an autistic person may often struggle with social cues and can often say the ‘wrong’ thing to another member of staff, misread social situations, or appear to not want to communicate with them at all.

Sometimes, your other employees may take offence and it is important to remind them that any offence caused is unintentional and will be due to communication difficulties. If the autistic individual is comfortable with sharing details of the condition with their colleagues, this could help to educate the team on the different aspects of autism.

If the relationship between your staff members evolves into a persistent problem, it may be necessary to carry out mediation and explain to the autistic employee about different colleagues’ personal boundaries. You can also inform your other colleagues that their attitude towards the autistic individual may have a significant impact on their work ethic.  

It’s also important to consider that if the employee seems to be having difficulty with their work and becomes stressed and anxious, this could be down to the environment and not the work itself.

As you have a Duty of Care to the employee, it’s important to communicate openly and compassionately to address any issues they might be having, social or otherwise, and swiftly resolve the issue.

How can the job role be adapted for autism in the workplace?

Firstly, you should start by being clear and thorough in your expectations of the job role, including any reasonable adjustments that may need to be made for the employee to do their job sufficiently. You should make the employee aware that these amendments are to help them perform their role to the required standard, not that they need special equipment.

You should always provide in-depth training, whether formal or informal, it must be clear and structured. This also applies to any instructions given during their time within your company. You should avoid implying anything that has a high chance of the autistic employee not understanding. Be clear and concise and double check that the employee understands what is expected of them.

Timetables and to-do lists are a great way of keeping the workload well structured, as well as set lunch and break times and regular one-on-one reviews. In formal reviews, make sure the feedback you provide is honest and sensitive, but also clear and direct. Do not dance around any potential issues, outline simply and clearly what has gone wrong, and how the issue can be fixed.

Also, make sure the review includes a good amount of positive feedback to balance out the improvement areas. Be aware that autistic people can suffer from sensory distractions and may struggle with eye contact. Make sure their workspace is free of any strong sensory inputs, such as bright/flashing lights, consistent loud noises, and powerful odours.

How can you train your staff on autism in the workplace?

Finally, ensure both you as the employer and your employees are educated and aware of autism in the workplace, which will help to create a more positive and inclusive workspace and reduce the risk of discrimination. Training sessions are a great way of getting everybody involved and raising awareness for autistic people. Remember to always make sure that the employee consents to having their condition disclosed before launching into any office-wide training sessions.

Expert HR advice from Croner

Croner has more than 80 years of experience working with businesses on a wide range of HR and employment law issues. We’re here to help your business provide the most positive and compliant working environment for all employees.

Call us now on 0808 501 6651 for FREE, expert advice.