Workplace autism inclusion

Building and maintaining professional relationships helps to create a harmonious and productive work environment. 

Workplace relationships are generally more formal than personal ones (e.g., relationships with family and friends), and understanding the expectations and boundaries in these relationships helps to keep the workplace a positive space for everyone. Good working relationships are built on mutual respect and understanding, creating a positive and collaborative work environment. 

Disclosing an autism diagnosis

Deciding whether to disclose your diagnosis at work is a deeply personal choice. It is important to remember that you are not obligated to share this information unless legally required or if the job specifically requires the disclosure of medical conditions. For many, the decision hinges on whether withholding this information might negatively impact their professional growth or daily work experience.

Disclosing an autism diagnosis is only necessary if required by law, for example, if a job requires employees to provide their full medical history. Failing to disclose in such situations can have negative consequences, including the potential loss of employment. If you anticipate needing accommodations or supports in the workplace, disclosure might be beneficial. It's important to weigh the timing of your disclosure carefully: during the interview process, before starting the job, shortly after beginning, or later when you require support to address challenges in the workplace. Early disclosure can help your employer and colleagues implement necessary accommodations and a smoother work experience.

Early disclosure can help your employer understand your needs and provide appropriate accommodations. Sharing this information with colleagues can produce a supportive environment where they can offer help if they notice signs of stress. A supportive workplace benefits everyone, creating an inclusive, accepting environment where asking for help is safe.

Not seeking early support can affect your wellbeing, work performance, and job retention. Long-term struggles without accommodations not only impact you but can also affect your colleagues. Stressful challenges can lead to being overwhelmed, potentially causing meltdowns in the workplace. This may concern colleagues and affect the overall work environment. Being overwhelmed can make it difficult to regulate emotions, possibly resulting in outbursts over minor issues. In a calm state, managing emotions and reactions is much easier. However, outbursts, anger, frustration, and meltdowns indicate that a person is not coping well and might need support.

For employees, it's important to assess your needs and understand what accommodations or supports will help you thrive at work. Planning your disclosure involves considering the best time and way to disclose your diagnosis to your employer and colleagues. Seeking support early can prevent challenges from becoming overwhelming. Utilising available resources, whether workplace resources or external support networks, can be very beneficial. Maintaining open lines of communication with your employer and colleagues about your needs and any necessary adjustments is vital.

Workplace etiquette

Navigating the office environment can be complex, especially when understanding the unwritten rules of social interactions. These unwritten rules can vary significantly from one organisation to another and even between different teams within the same organisation. 

Given the variation in these rules, it is beneficial to discuss them with a mentor or a more experienced colleague. They can provide insights specific to your team and organisation, helping you integrate more smoothly and avoid potential mistakes. Here are some common examples and tips for integrating into your workplace:

Offering to make drinks 

In many workplaces, it is considered courteous to offer to make drinks for your colleagues when making one for yourself, as this shows consideration for your team. However, this can depend on the size of the team and the workload at the time. Always be mindful of whether this is a norm in your office and adjust accordingly.

Using and cleaning your own cutlery

Another common rule is to use your own cutlery and ensure you wash up anything you use. This keeps the shared kitchen space tidy and prevents unnecessary work for others. It’s a simple act of respect for communal spaces and helps maintain a clean and pleasant work environment.

Contributing to communal supplies

Understanding the arrangements for communal supplies like tea bags, coffee, and milk. Many offices have a collection system where employees contribute money to purchase these items. It’s important to find out if such a system exists in your workplace and participate accordingly. Additionally, if you use the last of any communal item, it is courteous to replace it or inform someone responsible for restocking.

Lunchtime arrangements

Lunchtime policies can also vary. In some offices, someone must be available at all times, which might mean there is a rotation for lunch breaks. Make sure to learn about these arrangements and adhere to them. This ensures there is no disruption in the office’s operation and everyone gets a fair chance to take their break.

Communication in the workplace

Effective communication is essential in any workplace, yet it can often present significant challenges. Misunderstandings, lack of communication, and ineffective communication methods can lead to conflicts between employees and management or among co-workers. These issues are increased when communication needs are not met, particularly for autistic individuals who may have unique ways of interacting. 

Communication breakdowns can significantly impact workplace harmony and productivity. Misunderstandings and miscommunications can lead to conflicts, decreased morale, and a hostile work environment. For autistic employees, these challenges can be even more pronounced due to differences in communication styles and needs. Understanding these differences and encouraging a supportive communication environment is crucial for employees and employers. Common barriers to effective communication include:

Many workplaces do not address these issues until conflicts arise, leading to strained relationships between employee and employer expectations. Addressing communication barriers proactively can prevent these situations. 

Employers can use various proven strategies to establish effective communication with autistic employees. Using straightforward and unambiguous language, including clear expectations, instructions, and deadlines, is an important first step. Encouraging autistic employees to discuss tasks and offer feedback at multiple points throughout a project can ensure support is put in place sooner rather than later. This also helps identify any issues or misunderstandings that might be impacting progress. 

Informal conversations, or workplace banter, are important in building colleague rapport. These interactions often occur in short bursts throughout the day and can help create a sense of belonging and teamwork. Participating in workplace banter might be something you might try to do to get to know your colleagues better. It’s unnecessary to stop working to join in; simply acknowledging the conversation while continuing your tasks is usually sufficient. This balance allows you to connect with colleagues without compromising productivity.

When engaging in workplace banter, stick to neutral topics that are unlikely to offend. Safe topics include the weather, recent television programmes, films, or sporting events. Avoid discussing sensitive topics such as salaries, personal finances, colleagues’ appearances, and personal issues.

Conflict resolution in the workplace

Conflicts are inevitable in any workplace but must be resolved effectively to maintain a healthy work environment. Addressing conflicts effectively is essential to avoiding unnecessary stress for those involved, particularly autistic employees who may experience higher levels of anxiety. Here is a step-by-step guide to addressing workplace conflict:

1. Stay calm: Anger can escalate conflicts; staying calm allows for more productive discussions. If you are struggling to stay calm, remove yourself from the situation or take a break to regulate, returning to address the conflict when you feel calm again.
2. Identify the problem: Take time to understand and articulate the issue. Writing notes can help clarify thoughts before addressing the problem.
3. Listen actively: Listening to the other person's concerns without interruption is both respectful and more effective when resolving conflict. If the conversation becomes too heated, taking a break and returning when both parties are calmer is a wise decision.
4. Reflect on your feelings: Consider how personal stressors, external influences or the emotions you are feeling (e.g., anxiety, fear) might be affecting the situation and how you are able to communicate.

Managers should listen actively and allow employees to express their frustrations before seeking solutions. This validates the employee's feelings and can lead to more effective problem-solving. For many autistic individuals, reflecting on past negative experiences can lead to internal negative self-talk. It is important to focus on resolving the current issue, learning from the process, and using that knowledge to handle future situations more effectively. Negative experiences can teach valuable lessons on approaching difficult situations and finding quick solutions or preventing similar issues in the future.

If you are experiencing issues at work, here are some people you can speak to:

• Colleagues/managers: The best first step when addressing workplace issues is to speak to those directly involved. This can help you resolve the issue more quickly and avoid raising it with external parties. Your manager could also be a good support here.
• Human Resources (HR): If your workplace has an HR department, use them as the primary resource for addressing workplace issues. The department can also provide guidance on company policies and procedures.
• Employee Assistance Programs (EAPs): Many companies offer EAPs that provide confidential counselling and support services for employees.
• Trade unions: If you are a trade union member, your union can offer support and advice on dealing with workplace issues such as bullying. 

Having someone accompany you when resolving workplace conflict or bullying can help you address and resolve issues more confidently and productively. Another colleague or an external disability advocate can help guide these conversations and ensure your rights are respected. 

Workplace bullying

Bullying in the workplace involves a person or group of people intentionally causing harm or behaving in a deliberately offensive and unkind manner towards someone else. This can manifest in various forms, including making jokes about an individual's disability, making rude remarks about someone's sexual orientation, or engaging in other forms of verbal and physical harassment. Bullying can be direct or indirect, with both types equally harmful.

Workplace bullying is a serious issue that affects many individuals, leading to a hostile work environment and impacting mental and physical health. Recognising bullying and addressing it are crucial steps in creating a respectful and supportive workplace.

Bullying in the workplace can take many forms. Verbal harassment is a common form, which includes rude remarks, insulting or offensive comments, and overbearing supervision. Verbal bullying often involves direct communication intended to belittle or humiliate the victim.

Some workplace bullying is more subtle or less easy to identify for an external observer, however, it is still just as destructive. It is commonly called ‘indirect bullying,’ and includes spreading malicious rumours, persistently criticising someone's work, setting unachievable tasks, and excluding individuals from group activities or social events. It also undermines a person’s job security through malicious comments or behaviours. Although less common, cyberbullying and physical bullying can also occur in the workplace, or outside the workplace with people who work together involved.

It is important to recognise that any behaviour that makes an individual feel targeted or unfairly treated can be considered bullying. No one should tolerate bullying at work. Everyone deserves to be treated with dignity and respect. Employers are responsible for preventing bullying and supporting those who experience it. Here are some steps to address and cope with workplace bullying:

Immediate steps

1. Document the bullying: Keep a detailed record of all incidents, including dates, times, locations, and descriptions of what happened. This documentation can be vital when reporting bullying.
2. Review company policies: Familiarise yourself with your employer's policies on bullying and harassment. This will help you understand your rights and the procedures for addressing such issues.
3. Seek support: Talk to trusted colleagues, friends, or family about your experiences. Their support can be invaluable.

Reporting bullying

1. Informal resolution: If you feel safe, try addressing the bully directly. Sometimes, individuals may not realise their behaviour is harmful, but a simple conversation can resolve the issue.
2. Report to management: If direct confrontation is not an option or the bullying persists, report the incidents to your supervisor, manager, or HR department. Provide your documentation and explain the impact of the bullying on your work and wellbeing.
3. Follow formal procedures: If the issue is not resolved informally, follow your company's formal grievance procedures. This may involve submitting a written complaint and attending meetings to discuss the issue.

Legal action may be necessary in severe cases where internal procedures do not resolve the issue. Seek advice from a legal professional specialising in employment law or a disability advocate to understand your options and rights.

Looking after yourself

Coping with bullying can be challenging, but there are strategies to help manage its impact. Prioritise your mental health and overall wellbeing by engaging in activities that reduce stress, such as exercise, hobbies, and spending time with loved ones. Connect with colleagues who are supportive and understanding where you can; allies at work can make a significant difference.

Remind yourself of your skills and accomplishments; maintaining confidence in your abilities can help mitigate the negative effects of bullying. It is also important to consider seeking support from a counsellor or therapist who can provide strategies to cope with the emotional impact of bullying.

Mentorship

Mentoring can be an incredibly valuable resource for autistic individuals, offering unique benefits that support personal and professional growth. Whether this is someone inside your workplace or an external mentor, autistic or neurotypical, a good mentor will provide the following benefits:

Validation and understanding

One key benefit of having a mentor who is also autistic is the sense of validation and understanding it provides. Many autistic individuals often feel misunderstood by those who do not share their experiences. A mentor who has navigated similar challenges can offer reassurance and understanding that is hard to find elsewhere.

Developing social and professional skills

Mentors can also help autistic individuals develop essential social and professional skills. This can include everything from effective communication and time management to understanding workplace culture and expectations. By providing a safe space to practice these skills, mentors can help mentees build the confidence to succeed in various settings.

Sharing experiences and strategies 

Mentors can offer invaluable insights based on their own life experiences. They can share how they have approached various challenges, from social interactions to professional environments. This knowledge exchange can provide mentees with practical strategies to apply in their own lives. The advice and tips from someone who has "been there and done that" are often more relatable and actionable.

Peer support groups

Mentors can facilitate the creation of peer support groups where autistic individuals can share experiences and advice with each other. These groups can provide a sense of community and belonging, reducing feelings of isolation.

Professional connections

Mentors can also introduce mentees to professional networks and opportunities. By leveraging their own connections, mentors can help mentees find job opportunities, internships and other experiences that can enhance their personal and professional development.

Building confidence and independence

Mentoring relationships can significantly boost the confidence and independence of autistic individuals. Knowing someone who understands and supports them can encourage mentees to step out of their comfort zones and try new things. This support network can be helpful, particularly for young adults transitioning from school where support services may be reduced.

Support after school/study

Transitioning from school or further study to the workplace often involves a significant reduction in support services. Mentors can fill this gap by offering ongoing support and guidance, helping young adults adapt to new environments and responsibilities. They can also assist with practical tasks such as job applications, interviews, and navigating workplace dynamics.

Finding the right mentor can be a transformative experience for autistic individuals. Here are some steps to help find a mentor:

• Identify your needs and goals: Before searching for a mentor, it's important to identify your own needs and goals. What areas of your life do you need support in? What kind of experiences and insights are you looking for in a mentor?
• Reach out to relevant organisations: Many organisations offer mentoring programs and can help match you with a suitable mentor. These organisations often have networks of experienced mentors who are eager to offer their support.
• Leverage online communities: Online communities and forums can also be a great resource for finding mentors. Many autistic individuals share their experiences and offer support through these platforms, making finding someone who understands your specific needs easier.
• Consider peer mentoring: Peer mentoring, where individuals of similar ages or stages in life support each other, can also be beneficial. This type of mentoring can offer a more reciprocal relationship, where both parties can share and learn from each other's experiences.

Information for employers of autistic people

Employers of autistic people must be empathetic to the needs of their neurodivergent employees. This can be supported through awareness, training, and a focus on being approachable to open communication and feedback. To support autistic employees effectively, employers must create an inclusive environment accommodating different communication styles and needs.

When setting tasks for autistic employees, provide verbal and written instructions so they be referred to and clarified by everyone involved. Scheduling regular meetings, preferably one-on-one, to discuss progress, feedback, and any concerns the employee or employer may have ensures everyone is on the same page. Explicitly encouraging autistic employees to give feedback when they need clarification, feel overwhelmed or are experiencing challenges in their role is important. You may need to create opportunities for anonymous feedback or, in some situations, if an autistic employee does not feel comfortable voicing their concerns publicly. 

Addressing issues in the workplace affecting an autistic employee must occur promptly and with an awareness of their unique needs and preferences. Policies around anti-bullying should be created and distributed to all staff, outlining what bullying is, the process for reporting and addressing bullying, and how those impacted can receive support. All employees should receive training around bullying awareness and prevention, which explains how to identify if they or their colleagues are being bullied and what to do next. Any instances of bullying should be investigated promptly and taken seriously to prevent future incidents and ensure those impacted receive the help they need. 

Ultimately, creating a workplace environment and culture that is flexible, inclusive and welcoming of difference and diversity will ensure all employees, regardless of their neurology, feel supported and encouraged to perform at their best. Keep an open mind about what accommodations and changes in attitude could help an autistic employee meet and exceed expectations and contribute actively and frequently in their role. Investing in the wellbeing of autistic employees helps everyone to grow.