What is it?
Autism spectrum disorder (ASD) is an umbrella term that unifies a group of neurodevelopmental conditions which have previously been diagnosed separately (this includes autism, Asperger’s syndrome, and pervasive developmental disorder). ASD is believed to affect around 1% of UK adults, and whilst traits associated with ASD can vary greatly from person to person, it is commonly characterised by differences in how people communicate, interact with others, behave, learn and process information.
How does it affect people?
To paraphrase a popular adage, “if you’ve met one person with ASD, you’ve met one person with ASD”. In other words, we should appreciate that no two people with ASD are exactly alike. That being said, there may be commonalities in relation to:
Difficulty with social interaction – Individuals with ASD can appear aloof/disinterested in people or they may fail to understand the reciprocal nature of normal social interaction. Moreover, their social interactions may appear clumsy awkward or one-sided.
Difficulties with social communication – Often individuals with ASD can have difficulty with speech (particularly with tone of speech), facial expression and maintaining a ‘normal’ gaze.
Engagement in repetitive/ restricted behaviours – A person with ASD may demonstrate a strong preference for routine and structure, and struggle to adapt in new or unfamiliar situations. Additionally, they may have a strong fixation or intense interest in specific topics and activities (often at the exclusion of other activities).
Sensory sensitivity – ASD may contribute to sensitivities to specific environmental stimuli such as light, sound, and or smell. Exposure to certain sensory experiences (e.g., bright light, loud noise, specific textures) can cause discomfort for certain individuals with ASD. That said, others may experience sensory under-stimulation, and as such, may actively seek out experiences that heighten specific senses.
Issues with executive function – Sources estimate that up to 80% of individuals with ASD may suffer from executive function disorder, in turn this may result in challenges relating to areas of cognition such as planning an organisation, task initiation, working memory, comprehension and retention of information, and language.
Emotion Dysregulation – ASD may present challenges when it comes to the regulation of one’s emotions. This difficulty in navigating certain emotional states could manifest itself in the form of behaviours such as emotional outbursts, shutdowns, or even social withdrawal. When in an emotionally heightened state, an individual with ASD may also demonstrate “stimming behaviours” such as hand flapping, rocking or verbal ticks.
How can it affect work?
Individuals with ASD will have different needs regarding any adjustments or modifications that can be made to enable them to thrive at work. Before any specific adjustments are put in place, a manager should endeavour to engage in an open and transparent dialogue with the employee to clearly understand their needs, preferences, and challenges. Common workplace challenges associated with ASD may extend to:
Communication
- A very literal style of communication that could result in key information/ instruction being misinterpreted.
- A direct manner of communication that could be mistakenly perceived by colleagues or customers as rude, uninterested, or uncooperative.
- Difficulties in understanding social etiquette that could result in social anxiety and impact the development of relationships at work.
Executive Functioning
- Struggles with task prioritisation, planning, and organisation of tasks.
- Difficulties with multitasking that could result in stress and anxiety (particularly when presented with several tasks simultaneously).
- Challenges with Holding information in working memory,
- Restricted capacity to focus for extended periods.
Environmental Sensitivities
- Bright light (e.g., fluorescent overhead office lighting) may have the potential to cause headaches and impact on focus.
- External noise (e.g., sounds of office equipment, conversations in the immediate environment) can be highly distracting and make it difficult to regain concentration once focus has been lost.
- Smells (e.g., colleagues eating food at desk, cleaning products, air purifiers, perfumes and aftershaves) can create feelings of nausea.
- Sensitivities to changes in temperature.
Additional Challenges
- A preference for routine and structure may present challenges (e.g., increased feelings of stress, anxiety and insecurity) when encountering periods of change.
- Attempts to disguise neurodivergent traits (also known as masking behaviours) to fit in, which can contribute to symptoms of burnout.
- Potential targeting of bullying, harassment, or discriminatory behaviours due to lack of awareness and understanding of ASD traits.
What can I do as a manager?
When it comes to supporting employees with ASD, the most important thing for a manager to remember is not to focus on the condition, but the individual living with the condition. There is no-size fits all approach to supporting ASD in the workplace but there are strategies and adjustments than can be provided to help create a culture of equity for ASD employees. These adjustments may include:
Psychological Support – Evidence suggests that neurodivergent employees may experience a greater vulnerability to symptoms of mental ill health (e.g., anxiety and depression) than their neurotypical counterparts. Consequently, manager’s need to be proactive in taking action to safeguard the psychological wellbeing of ASD employees. This can be achieved through actions such as conducting stress risk assessments, completing wellness action plans, or simply engaging in informal one-to-one conversations to better understand, and where possible, mitigate the impact of specific work-related stressors.
Working Environment – Dependent on individual preference and sensitivities, ASD employees may benefit from being afforded flexibility in their working environment. If separate or siloed workstations aren’t available, a manager may want to consider other ways they can help regulate the sensory environment through actions such as adjustments to overhead lighting (if especially bright), putting in stipulations about where people can consume food, or providing greater flexibility in home working options. Furthermore, providing ASD employees with protected time to tidy and organise their desk space at the start of the working day may help combat feelings of overwhelm.
Technology – If challenges relating to organisation or time management present an issue for ASD employees, consider advocating for use of digital planning tools, workflow systems (e.g., Microsoft planner) or synchronised phone and laptop calendar reminders. To further help prevent sensory overload, providing equipment such as noise cancelling headphones or decibel reducing earpieces may also be advised. In addition, to help with emotional regulation and concentration, signposting to meditation apps such as Calm or Headspace, or promoting the use of focus timers (e.g. pomodoro timers) may prove beneficial.
Communication – Work to clearly establish the communication preferences of ASD employees. Where possible, provide clear instruction and consider following up key information via email to help ensure that information isn’t forgotten or misinterpreted. Remember, there may be disparity between the messages ASD employees are trying to convey and what they may be expressing through their body language. As such, managers shouldn’t be afraid to seek clarification and ask what they are thinking and feeling during conversations. Additionally, exercise patience and ensure sufficient time is given to process information and respond.
Education and Awareness- Unfortunately there are several prevailing myths and misconceptions that exists regarding ASD. This in turn can result in unfair and unfortunate stereotypes being perpetuated, resulting in ASD employees feeling excluded and isolated from their colleagues. To avoid this, it is important managers work to create a supportive and inclusive culture; one which provides regular opportunities for all employees to not only understand the challenges ASD employees must navigate, but more importantly, appreciate the unique strengths and attributes they bring to their team and organisation as a whole.
Key points
- Employing an individual with ASD can be extremely rewarding.
- Individuals with ASD tend to do better in clear structured environments and less well in amorphous and rapidly changing roles and cluttered work environments.
- Consider work modifications to support the employee and reduce the impact of work factors on their condition.
- Remember to always prioritise the person not the condition.
- Employees at all levels have a key role to play in creating a supportive and neuroinclusive working environment.
Ref: WPW0076 this information was updated April 2025.
