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According to the National Autistic Society, there are at least 700,000 autistic adults in the UK, which equates to around one in 100 people. Late diagnosis and adult autism are becoming more prevalent. This means managers may need to adapt their leadership style to ensure an inclusive team environment that caters for autistic employees’ needs. Our Pay-As-You-Go HR service is ideal for SME managers looking for immediate support and advice.
This article is a guide for North West SME managers to help you understand autism and how employees may experience autism at work. We explain what you need to know about managing an autistic team member to help them overcome challenges and achieve their full potential.
What is autism?
Autism is a lifelong neurodivergence and disability that affects the way people experience the world. It is not an illness, a disease or a disorder. Equally, you cannot acquire or cure it. Autistic people are born this way - it is part of who they are.
Autism affects people of all ages, genders and ethnicities. It affects the way they think, feel and communicate, which can present challenges in the workplace for the autistic employee, their manager, and colleagues.
In the UK, autistic people are protected under the Equality Act 2010, and meet the legal definition of disabled. This protects against discrimination and also means they are entitled to request reasonable adjustments at work to support them in their role. They don’t necessarily need a formal diagnosis to access support.
What is the autism spectrum?
The effects of autism can vary greatly from one person to the next, so we use the spectrum to explain this. Autism is not a straight line. It’s an evolving neurodivergence and the key to understanding it is to be aware that every person experiences it differently. Some autistic people will need a low level of support, others may have learning disabilities that require daily care and attention. In fact, around one third of autistic people also have a learning disability, and may find it hard to take on board new information and skills.
Learning disabilities that neurodiverse employees in your team might present include:
Dyslexia: challenges with reading, writing and spelling
Dyspraxia: difficulties with coordination
Attention-Deficit Hyperactivity Disorder (ADHD): difficulty concentrating and impulsive behaviours
Dyscalculia: challenges with maths and numbers.
The challenges autistic people face mean they are more likely to suffer from mental health problems. Managers need to be alert to this possibility. Get to know your employees, so you can spot when they may need help, and have a good awareness of the support and resources available.
Our Introduction to Disability Awareness e-learning module helps people to understand the diverse types of disability and how UK legislation protects individuals. Download our e-learning catalogue to learn more.
Supporting a colleague through an autism diagnosis
It’s important to understand that not everyone who receives an autism diagnosis will want to make it public knowledge. A colleague may already be aware that they are autistic, but prefer not to share this with their team. Others may be more open and communicative about their diagnosis. As their manager, you must respect their wishes.
If you spot signs that someone in your team may require additional support, the best thing to do is talk to them and ask. Enquiring after the health and wellbeing of your team should be a regular feature of every one-to-one conversation. Remain sensitive and considerate at all times, remember that individuals experience autism in their own way, and it is a protected characteristic under UK law.
The process of getting a formal autism assessment can be lengthy, and it is a personal choice. Some people may decide to self-identify as autistic without obtaining a formal diagnosis. In this case, they would still be legally protected and entitled to reasonable adjustments at work.
How might autism affect people at work?
Autistic people see and experience the world differently. As a manager it’s important to be aware of and understand the common signs, while maintaining an open mind. The common signs of autism tend to fall into three groups: communication, sensory, and behaviours and interests. There are extensive lists of characteristics within these groupings. Here we focus on those that may become most apparent in a workplace setting.
Communication: autistic people may have challenges interacting and/or socialising with colleagues and might prefer to spend time on their own rather than in a team where it can feel overwhelming. They may use direct language that neurotypical people may perceive as blunt, find it difficult to read body language, or avoid eye contact. This may lead to confusion and misunderstanding within teams.
Heightened senses: autistic people may experience increased sensitivity to light, sound, smell, taste and touch. Working in a busy, noisy environment, under fluorescent lights, or where there are strong cooking odours may be a trigger.
Behaviours and interests: autistic people may be dedicated to specific skills and interests which they pursue in detail and spend a lot of time on. In the workplace, this may show as an employee enjoying and prioritising certain, repetitive tasks and responsibilities over others. Managers may choose to adapt a colleague’s job role to suit their preferences, or provide additional tools and support to help the employee carry out the responsibilities they don’t enjoy.
What is masking?
Masking is when an autistic person masks their true feelings to fit in with social situations. This could show as mirroring another colleague’s body language, reactions and expressions, or allowing someone to greet them with a hug, when in truth this makes them feel uncomfortable. Controlling your feelings and emotions so tightly causes significant stress and anxiety, and when it happens frequently it can lead to burnout.
Explaining masking behaviours to your team is helpful, so everyone can be vigilant and supportive.
How to help autistic employees in your team
51% of neurodiverse employees do not receive consistent, good support when they ask for it. If you’re asking, ‘ how can I help my autistic employee excel in their role’, then you already have the right mindset. Every manager should recognise the value of a neurodiverse workforce and strive to make every employee’s time at work as positive as possible. Autistic employees should have the same opportunities to contribute and be their best at work as any neurotypical employee.
Here are some ways managers can offer wellbeing support to autistic colleagues, irrespective of whether they have a formal diagnosis:
Make reasonable adjustments: talk to your team member to clarify what reasonable adjustments they may need to help them feel more comfortable and be happy and productive at work. If they are sensitive to loud noises, noise-cancelling headphones might be helpful. A desk with natural light may support someone who is sensitive to bright, man-made lighting. It’s worth noting someone doesn’t have to be an employee to request reasonable adjustments, e.g. during the interview process.
Communicate using clear, precise language and confirm the employee’s understanding, so they are clear about expectations. This may feel a little uncomfortable at first, but it will get results and benefit both managers and employees.
Be mindful of social situations: seek to make allowances and adjustments to create inclusive social environments, e.g. choose a small, quiet venue for colleagues who are uncomfortable with noise and crowds.
Be open to flexible working: autistic employees may feel more comfortable working from home or in a regular hybrid pattern to help balance sensory overload.
Manage the sensory experience: create a calm zone to escape overwhelm, consider the impact of routine company events that may trigger an autistic employee, e.g. a loud fire alarm test.
Help them manage workplace challenges such as time management, handling setbacks and new situations. In some cases, it might help to have a buddy or mentor whom the autistic employee can confide in and ask for advice.
Minimise change: provide predictable, routine tasks for employees who find comfort in repetitive actions and behaviours.
Look out for signs of stress and take action: neurodiverse people are more likely to experience mental health challenges than neurotypical people.
Educate your team to broaden understanding and increase awareness of autism and the different ways colleagues experience it.
Contact our HR Advice Line for expertise when you need it most.
The value of autistic strengths in the workplace
Like every individual, autistic people have their own set of strengths and weaknesses. Identifying your team’s personal strengths is key to finding them rewarding work and making their experience at work positive and happy.
A team of diverse minds and skills is valuable and powerful - diverse teams achieve more. Here are some common strengths of autistic people that can be used to positive effect in the workplace:
Capacity for creative thinking lends itself to developing ideas and innovation.
Strong memory skills and attention to detail mean they may notice and recall details their colleagues miss, helping to reduce errors.
Technical abilities help with problem-solving and pattern recognition.
An enjoyment of repetitive tasks and persistence and determination to complete them.
Honesty and directness to say what others are afraid to express.
The importance of regular check-ins
Regular manager/employee meetings are essential to create the right working environment for neurodiverse colleagues to thrive. Frequent check-ins will help you get to know your team members, understand how they experience autism, look after their health and wellbeing, and ensure they have meaningful work.
Manager training to build diverse teams
Every small and medium-sized business will benefit from diverse skill sets and different approaches to work. Managers need to feel confident building and supporting neurodiverse teams, including autistic employees. Traditional work environments weren’t designed for autistic colleagues. This means accommodating autism in your team requires flexibility, patience, and compassion. If your business would benefit from specialist HR advice on managing and supporting autistic colleagues, please get in touch for guidance.
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