10 things employers can do to support Autistic staff

Employment is an important part of our lives – it provides financial security, social connection, maintains mental health and wellbeing, builds our self-esteem, and allows us to contribute meaningfully to our communities. It’s something everyone deserves to participate in. But right now, the unemployment rate among Autistic people is about seven times that of people without disability.

By actively recruiting, hiring and supporting Autistic workers, employers can do more than champion inclusion; they can tap into a pool of historically underutilised and underemployed Australians who are eager to contribute.

If you’re an employer, here are some ways you can better support your Autistic staff to thrive. These tips are predominantly designed for those working in an office, but many of them are applicable across multiple industries. It’s important to note that every Autistic person is unique and what works for one may not work for another. So, most importantly, check in with your employee and see which of these ways would be helpful for them.

Give clear and concise instructions

Using clear, direct and concise language to communicate is a good way to get your point across without room for misinterpretation. This is especially true for Autistic people, some of whom may find sarcasm, implied requests or other forms of indirect communication harder to understand. Communicate what you want done in literal, plain language, break down tasks into smaller steps where possible and make sure staff know that they can ask – and feel safe to ask – clarifying questions.

Allow for communication preferences

Everyone has different communication preferences, and the way you communicate with your Autistic employees can help or hinder the success of your communication. Some Autistic individuals may prefer written communication over verbal communication, or to receive instructions over chat rather than via email. Ask your employee what method they prefer when they start and make an effort where possible to communicate to them in the way they best respond to.

Create autism -friendly workspaces

Autistic people often process sensory information differently to non-autistic people. Some Autistic staff members may benefit from altering their sensory environment by reducing things like bright lights, loud conversations and strong smells. Fortunately, small tweaks can make offices a more comfortable space for all staff, including your Autistic staff. Designated quiet rooms, adjustable lights or light covers, noise-cancelling headphones and low-fragrance cleaners can all contribute to a more low-sensory workplace. Making these small adjustments can improve the mood, focus and wellbeing of all staff members.

Inform staff of any new sensory stimuli

In addition to designing a sensory-friendly space, it’s important to remember that other sensory disruptions can arise that may impact Autistic employees. This could be anything from construction workers, tradespeople or office drills. When possible, it’s best to warn staff about any upcoming works that could cause sensory issues so they can either take precautions or work with their manager to see what work from home options may be available on that day.

Provide flexibility with schedules

While some Autistic people appreciate the predictability of a routine, things don’t always go to plan. There may be some days that staff may need some flexible work options due to an unexpected change or a stressful event. In a post-lockdown world, accommodations like flexible start and finish times, remote workdays or changes to workdays can help to support Autistic employees.

Build in space for breaks

Many offices follow the traditional work schedule of a single 30-minute or 60-minute break at lunchtime. For some Autistic staff, having to stick to a single break in the day or going for long periods of time without a break can be difficult. Offering staff the option to take short breaks at more frequent intervals throughout the day can help them recharge and avoid overwhelm.

Deliver training for managers and colleagues

Making your organisation an autism inclusive workplace for Autistic employees requires there to be an awareness and understanding around how employees can be supportive of their Autistic colleagues. This is especially true of the managers who will be mentoring them. Employers can offer training for managers and colleagues on autism, how it may impact their interactions with Autistic colleagues and what they can do to be supportive. Amaze’s What is autism learning module is a great place to start.

Make accommodations for social events

Social events such as team-building activities or office parties can be overwhelming for some (but not all) Autistic people. If your workplace is planning a gathering, it’s a good idea to let Autistic staff members know ahead of time and provide as many details as possible. This might include information such as where the event will be held, a run sheet of what will happen at the event or a map of the venue. This can help Autistic staff mentally prepare, arrange for a support person to attend if required and decide if and how they might like to participate. Providing opportunities to engage in different ways (e.g., only attending online, or for part of an event) or to opt-out entirely can take away any anxieties they may have.

Create a buddy system

Starting a new workplace can be a stressful time for any employee – but this change and the accompanying unknowns can be especially stressful for Autistic staff members. Offering Autistic staff a buddy who they can go to for questions, help or advice can reduce some of the stress and uncertainty and help them transition into the organisation faster. Having regular and structured check-ins for the first few weeks is a great way to provide this support.

Celebrate diversity

Diversity means new perspectives, ideas and experiences, and an organisation made up of different cultures, sexualities, genders, and abilities is one worth celebrating. Celebrating diversity goes beyond hiring – it means acknowledging cultural days, differences in lifestyle and how important milestones can impact different groups. Doing so can help all your staff, including your Autistic employees, feel welcome, included and considered, and make work a lovely space to be.

Creating a low-sensory, supportive workplace that considers the needs of all staff can help employers hire and retain Autistic staff. The benefits will also extend to the rest of your workforce – as does developing processes and environments that consider the needs of Autistic people. This will not only support your Autistic staff but all of your staff members.

When we take a universal approach to applying adjustments, rather than one solely based on an employee’s diagnosis, we can truly realise the benefits to all. Championing diversity and inclusion helps build safer and more welcoming spaces for everyone.

To find out more about Amaze’s work in the employment space or to enquire about how Amaze can support your organisation in creating a more autism inclusive workplace, email [email protected].