Embracing Neurodiversity: Navigating Autism and Workplace Inclusion

Written by: Arber Ismaili

“Autism, or Autism Spectrum Condition (ASC), is a neurodevelopmental difference that shapes how a person communicates, interacts with others, and experiences the world."

It is referred to as a "spectrum" because individuals with autism have a broad range of unique strengths, preferences, and ways of perceiving the world.

Autistic individuals often encounter obstacles in the workplace due to:

1. Stigma and lack of understanding of their needs

2. Difficulty in accessing necessary adjustments

3. Poor knowledge of autism among employers and managers

Autism is not to be seen as a deficit but a difference in how the brain processes information and interacts with the world. Instead of focusing on what is “missing,” the focus is on embracing the diversity of human experience.

"Approximately 3 in 10 autistic adults are employed, compared to 5 in 10 for all disabled people and 8 in 10 for non-disabled people"

Why Workplace Inclusion Matters

With autism, trying to find a job can be like swimming through an underwater deep maze that you cannot find the way out of sometimes. Sometimes we can misinterpret social cues.

It can be difficult for us trying break down what steps to take when applying for a job, when we do get an interview, lots of thoughts go through our head as interviews can be really pressuring and challenging.

Autistic Strengths: A Unique Advantage

Autistic individuals have a range of strengths that make them valuable in various settings, including the workplace. Many autistic people are visual learners, adapting quickly once they settle into a new environment. Their honesty and strong sense of justice make them trustworthy, as they often find it difficult to lie. Another common trait in autism is hyperfocus - when given a clear task, they fully immerse themselves in completing it with exceptional precision and efficiency.

What Are Reasonable Adjustments?

Employers are legally obligated to make reasonable adjustments for autistic employees under the Equality Act 2010. These may include:

• Flexible working arrangements

• Clear and structured communication

• Environmental modifications to reduce sensory overload

Alternative reasonable adjustments that employers can accommodate for autistic people include:

• Alternative Interview Processes: Offer working interviews or written responses instead of traditional face-to-face interviews

• Task-Based Assessments: Let candidates demonstrate skills through practical tasks rather than verbal questioning

The Role of Predictable Routine

For some autistics, last-minute changes to a predictable routine can trigger stress, anxiety, and difficulty adjusting to the new plan. For this reason, we need to minimise work schedule changes and provide advanced notice to ensure stability, reduce stress, and support better adaptation.

Using structured task workflows with step-by-step instructions, establish preferred communication channels, and maintain a structured work environment can help an autistic person thrive in the workplace.

Stimming: A Natural Way to Self-Regulate

Stimming is also another thing that I want to address as well as usually in daily life we are not given much opportunities to stim at all as others may look at us weirdly or not take us seriously at all, henceforth causing us to suppress our stimming when we should be letting it out as it helps us to release our pent-up energy that we may feel inside of us.

• Acceptance of Stimming Behaviours: Educate staff about stimming and its role in self-regulation

• Private or Designated Spaces for Stimming: Provide safe spaces for employees to stim if needed

  
  

Sensory Issues in the Workplace

Autistic individuals often work to adapt to noise and sensory challenges, facing periods in life where overwhelming sounds and uncomfortable situations feel unmanageable.

• Sensory-Friendly Modifications: Adjust lighting, reduce noise, and allow noise-cancelling headphones

• Quiet Break Spaces: Designate areas where employees can decompress if overwhelmed

• Flexible Dress Codes: Allow comfortable clothing to minimise sensory discomfort

Special Interests: Unlocking Unique Strength

Many autistic people develop intense interests in specific topics and may find it challenging to engage in conversations about subjects that don’t personally captivate them.

• Strength-Based Assignments: Assign tasks based on an employee’s interests and skills

• Encouragement of Passion Projects: Allow employees to leverage their special interests in work-related tasks when possible

Navigating Social Interactions and Cues

Clear Social Expectations: Outline workplace norms explicitly to reduce confusion.

Allowing Alternative Communication Methods: Support email, instant messaging, or written communication over verbal when needed.

The Hidden Struggle of Masking

"It has always been a struggle for me to try and control my emotions and to try and make friends even today as even now I still don’t know how to fully make a conversation with someone at all and to try and not get too anxious in certain situations as well. We might feel anxious if we feel like we have not done everything or we can overthink a situation which can cause a spiral of panic to occur within us."

• Encourage Authenticity in the Workplace: Promote an environment where employees don’t feel the need to mask.

• Safe Spaces for Emotional Regulation: Provide areas where employees can decompress without judgment.

• Reducing Pressure in Social Situations: Avoid forcing participation in social events and allow opt-out options.

Creating an Inclusive and Supportive Workplace

The HSBC application process was designed to make candidates feel comfortable and supported. It began with an assessment centre where I answered questions, followed by a solo video interview. During this stage, I asked for extra time, and the interviewers were incredibly kind and accommodating.

They made me feel safe, which allowed me to engage more naturally in conversation. This created a relaxed environment where my responses flowed more easily, and the overall experience was straightforward and clear.

To create an inclusive and supportive workplace for neurodiverse employees, consider the following strategies:

• Fostering an Open and Supportive Culture: Build an environment where neurodiversity is valued, allowing employees to feel comfortable being themselves.

• Regular Check-Ins with Managers: Promote one-to-one meetings to address concerns, offering personalised support and feedback.

• Clear Career Pathways: Provide clear advancement opportunities so neurodiverse employees understand their growth potential within the organization.

• Creating Safe Spaces for Open Communication: Encourage employees to express emotions without fear of judgment, recognizing challenges like meltdowns or burnout.

• Empathy in the Recruitment Process: Design the application and interview processes to make candidates feel at ease and supported, just as I experienced with HSBC.

Conclusion: Moving Toward Acceptance, Not Just Awareness

In conclusion, creating an inclusive and supportive workplace for autistic individuals is not only about making accommodations but also about fostering understanding, empathy, and embracing diversity.

Every individual brings unique strengths and perspectives, and by making small adjustments, we can unlock the full potential of neurodiverse employees. Navigating the workplace can be challenging, but with patience, flexibility, and open communication, we can create environments where everyone can thrive.

I may face obstacles along the way, but I am trying my best each day and thank you for taking the time to read my story and you all are incredible and legends.

Written by: Arber Ismaili