Autism is a common neurodivergent condition often considered an "invisible disability" since people diagnosed with autism often show no visible signs. You might have already been working alongside someone who has a neurodivergent condition like autism without ever even knowing. But that doesn't mean they aren't struggling to succeed in a traditional workplace.

It's important to remember, as an employer or team manager, autism is a protected disability under the Americans with Disabilities Act (ADA). Team members have a right to certain accommodations to improve their working conditions. But beyond that, it also makes good business sense. Investing in your autistic employees is a low-cost way of boosting inclusivity and productivity.

Embracing the differences neuroatypical workers bring to the workplace can be highly productive. According to the Harvard Business Review, Autistic individuals can be 140% more productive than neuro-typical workers. Their strengths include understanding complex systems, reliability, loyalty, and a high level of focus on specific tasks. When correctly managed, employees with autism can be some of the most valuable resources.

What to Expect When Accommodating Employees

Autism spectrum disorder (ASD) varies significantly in each person. Individuals with ASD are logical thinkers, detail-oriented, and reliable. However, it is common for individuals with autism to have challenges with sensory input that can adversely affect their work. They may also display signs of lower emotional quotients, leading to less successful social interactions and unpleasant workplace culture. And finally, as with conditions like ADHD, employees with autism may struggle with executive functions.

Training courses can help managers and co-workers understand the needs of team members with autism. The support an employer can offer can be simple and usually costs little or has no actual financial investment. Many of the minor changes people benefit from are connected to sensory input and social interactions, like the environment they work in.

What is sensory input?

Sensitivity to stimulations can include noise, light, sound, smells, and touch. For example, in some cases, autism may lead to difficulties in an office that is too loud or noisy, whether that is from machinery, co-workers' conversations, or simply being in a high-traffic area. Other common sensory issues can involve bright or flashing lights, temperature sensitivities, and even sensitivity to textures like fabrics.

These aren't expensive problems to fix. For instance, if autism can cause light sensitivity. A person might find it difficult to work in bright light, but providing them with a lower-light place to work may help them become more productive. The fix costs nothing, and the employee will be happier and better at completing tasks.

How to Manage an Employee with Autism

Employees might simply need some basic accommodations to support them – and ultimately improve their productivity. Minor changes to the way they work cost very little but can lead to a huge jump in their satisfaction with the job, increase the quality of their work, and boost the success in the workplace.

Let's consider Sarah, a 28-year-old graphic designer. She has been working at a marketing agency, but she is also autistic. When Sarah first started at the firm, she was having trouble completing her work, but with just a simple intervention, became a valued member of the team.

Sarah's neurodivergence manifests in several different ways – some are strengths for her  in the workplace, and others make it difficult for employees to meet their full potential. Sarah has found that when she really likes a subject, she wants to learn all the details and can hyper focus on one thing. That's made her very good at teaching herself new illustration skills and how to use complex software. At this point she understands the software systems better even than some of the more senior members of the team, but collaborating with her colleagues proved to be a difficult task for Sarah because she often lacked the social skills to effectively interact with them.

However, one of the first challenges Sarah faced when she took the job was working in the open plan office. The company had just upgraded offices creating a modern layout with a large central table for collaborative work. Many of the other team members enjoy working in this space, spreading out their laptops and client notes, sharing ideas with each other, and even spending time chatting about their personal lives.

But for Sarah, all this shared space interferes with her ability to focus. The noise and visual stimulation is too much for her, and she struggled with working in the open office. Sarah found it difficult to complete her work during the day when the rest of the team was buzzing around her and the thought of having to be socially engaged all day gave Sarah an increased level of anxiety, and she ended up staying late to finish her work in the quiet after hours.

Luckily for Sarah, the agency's personnel manager had recently gone through a training session about neurodivergent employees. She recognized some of the challenges Sarah faced, and helped accommodate her needs by finding a space in a quiet corner of the office where Sarah could work away from the noise and bustle of the main collaboration table. The team implemented a more structured and predictable collaboration schedule. This intervention helped Sarah thrive, enabling her to meet deadlines consistently, complete projects ahead of schedule, and feel like a valued contributor to the team. By making a small adjustment in her situation, her output and confidence improved.

How To Improve the Workplace for Neurodivergent Employees

If you've read this far, you might have some understanding of how autism impacts your team members. Autism, ADHD, and other neurodivergence are complex conditions, and without formal training, many employers, managers, and even human resource officers may not have the tools to accommodate their team members.

Guidance to tackle these concerns is like any other business-to-business service – for the best results, ask a professional. Your cousin Bob might own a calculator, but that doesn't make him an accountant. That's why Abramo Advising offers a range of bespoke trainings customized to every client's unique needs. With a variety of available courses, to individualized coaching, Dr. Jo Abramo has a cost effective solution for your neurodivergent workforce.

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