Working with autistic colleagues

Just 16% of autistic adults are in full-time paid employment.[i][ii] Many autistic people have a variety of sometimes exceptional skills and qualifications. This means that everyone is missing out. If you have any doubts about this, start by taking a look at this clip. 

The barriers to work begin at the recruitment stage and continue once someone is employed or volunteering. Here I'll be exploring these and sharing practical tips from autistic museum workers.

Understanding is the key to benefiting from autistic contributions

Employers and colleagues may not realise just how much an autistic worker can bring to the team. There's most awareness in the scientific and digital industries. Unusually, this firm only employs autistic people. It’s created a supportive environment from which all workplaces can learn. However, it's wrong to think that autistic people are suited to a limited range of jobs. Many creative, imaginative people are autistic. 

Some managers fear that someone who’s ‘different’, won’t ‘fit in’ and that this will be detrimental to the team. One cause is the so-called ‘double empathy problem’ whereby non-autistic people (‘neurotypicals’) can find it hard to interpret or predict the behaviour of autistic people. A short introduction to autism, such as the half and full-day courses I offer, can provide enough understanding for a team’s confidence with autism to soar. Meanwhile, autistic people can have difficulty understanding neurotypicals’ thoughts (‘Theory of mind’), emotions or actions. It doesn’t mean a lack of empathy. Some autistic people are hyper-empathetic and worry enormously about other people’s feelings.

Everyone benefits if every team member has an understanding of autism and the strengths autistic people bring. I would argue that the best, most effective teams are diverse. A commitment to do this is more likely to be kept as staff change if it's specifically stated in active documents which all team members sign-up to and if evidence of active involvement is included in appraisals.

Help applicants demonstrate what they can bring to the role

Autistic people can find the typical recruitment process extremely demanding and their abilities are often unrecognised by it. One area of difficulty we all experience but which autistic people can find particularly hard, is 'second-guessing' what an employer really wants. This is especially difficult if the employer isn't specific or literal in their text and verbal communication. Some attributes such as ‘excellent communication skills’ are listed as essential by default even though they aren’t necessary. This deters many autistic people from applying even though they would be perfect for the role. If application forms and interview styles are too closed, this won't allow the employer to discover talents applicants might otherwise express. 

Telephone conversations may appear to be more relaxed stages in the recruitment process but without even the body language autistic people can find difficult to translate, there is even less to go on to interpret meaning. Telephone interviews rarely give autistic applicants the chance to shine but it's worth offering them for people who find it challenging to physically attend an interview. Face-to-face online interviews are another option which suit some autistic applicants well. They’re a good choice for roles designed to be done from home.

The vagaries of travel and the unfamiliarity of place can cause anxiety far greater than most neurotypicals experience. Provide as much up-to-date information as possible about ways to travel to and from your site. It can be very helpful if recruiters provide pre-visit information which includes photographs or film-footage of the building(s) and any connecting spaces a candidate will need to use. Some venues already provide this online, showing public spaces for visitors. Don't forget that candidates benefit from seeing staff and volunteer areas too. If you use visual stories, make sure they're reversible because not everyone can do that in their head. It's very helpful if you also pre-introduce the interview panel by name with photographs.

Provide a simple timetable of the interview process in your invitation. If you can’t avoid deviating from it on the day, try to forewarn the candidate, explain the reasons, and offer them a quiet place with some extra time to adjust.

90% of autistic people have sensory differences. This means low (hypo) sensitivity or heightened (hyper) sensitivity in any combination. Both have the potential to cause anxiety, discomfort or pain. Something as simple as a persistent buzz from a light in the interview room could make the experience unbearable. Worry that this might happen and that interviewers won't understand because they find it easy to ignore or can't even detect it, add to interview nerves. Some environmental challenges can’t be predicted so allow time to react flexibly to a candidate’s requests in the moment as well as in advance. If you’re confident that certain adaptations definitely can’t be made to a working environment, applicants will appreciate it if you're upfront about this at the job specification stage.

Then there are the surprise tests (unfair to all candidates) and the challenges of answering unexpected questions in a set order under time pressure. Consider providing the questions in advance of the interview. Autistic people sometimes need more time to process information and questions. Be patient. Avoid asking multiple questions or prompting with another before the person has finished tackling the first. You might think you're being helpful, but it can cause input overload for the candidate and deny them the chance to tell you everything they want to. At the same time, it can be helpful to prompt candidates who’re unsure how much information to give and to clearly say when they’ve provided enough.

Autistic people tend to interpret literally. This can cause misunderstanding and embarrassment. Use language precisely in interview questions. “How did you get to your last job?” could receive the answer “By train”. Instead say, “Please tell us about the work that led to you getting your last job”. Avoid asking general, abstract and hypothetical questions. Instead, ask for specific, real-life examples. Instead of asking “Do you cope well under pressure? (and expect examples), say “Please give an example of when you’ve coped well under pressure at work”.

Be prepared for direct answers which might not be what you expect. One autistic joke currently going around is set in a job interview. "What's your greatest flaw?" the interviewer asks. "Direct honesty" replies the autistic interviewee. "I don't think that's a weakness," says the interviewer. "I couldn't care less what you think" is the reply! Consider the advantages of taking on someone without guile. 

Remember that there are other, sometimes better ways to communicate than verbally. For example, a candidate may be able to more clearly explain the new structure they implemented by drawing a diagram. Offer them the resources and time to do this.

Be aware that some neurotypical behaviours can be challenging for autists. For example, making eye contact, varying voice tone, and quickly assessing the degree of formality expected. Try not to apply neurotypical meanings to these. They don’t necessarily indicate an introvert personality, a lack of interest, ability, or enthusiasm for the job. Nor does bringing a companion mean that the candidate couldn’t come to work independently. They may just need that extra support for an interview which, as discussed, can be a particularly difficult experience. A work trial could be another way forward.

For social and personal reasons, people may be reluctant to disclose that they’re autistic so try to offer adaptations to all applicants without asking them to explain why. Disclosure may come later once trust has been established. Many autistic people are yet to be diagnosed. The diagnostic process can be particularly slow and difficult for adults so think twice before asking for medical ‘proof’ of autism.

You probably already have autistic colleagues

Many roles in the cultural sector are well-suited to autistic people, and with an incidence of least 1 in a 100 in society, there’s a good chance that you already work with autistic colleagues. If someone has significant communication or learning difficulties, you’ll have clues that they may be autistic. You could be oblivious if someone is able and articulate, particularly when their area of expertise dovetails with the role.

The desire to learn about a topic in detail, to create order, and to focus intently on an activity, can be autistic features. I tell the true story of an autistic child who insisted on collecting, examining and cataloguing items from the rubbish bin. He grew-up to become a respected museum curator.

Every autistic person is different. Nevertheless, having met a number of autistic colleagues, I’ve collated some suggestions from them on how to get the best from the working relationship. These are very able autistic museum workers who often know their jobs better than their managers! I’m grateful to them for anonymously sharing their insight which I hope you find helpful.

When starting out

Hot-desking and open plan offices are not ideal for an autistic worker. A safe, predictable working space is a reasonable adjustment, perhaps with the option to sometimes work from home. Autistic people often find it exhausting operating in predominantly neurotypical environments. Personal energy may need to be managed with the help of adjusted or flexible hours. Discuss these possible needs before someone starts their role. 

Don’t assume that a new colleague can guess or understand the unwritten rules or etiquette of your workplace. Take time to explain where, when and with whom things like meetings and tea breaks take place. For example, the new person may not realise that everyone has their own mug or that only some office equipment is shared. They may worry a lot that they’ll get things like this wrong. They may guess by copying another person’s behaviour which could be incorrect. Then others may silently disapprove or mock. 

Autistic people can be good at understanding rules but it helps if you explain the reasoning behind them. Otherwise, they can get frustrated, particularly if they know different ways which they think might be better.

Autistic colleagues may need help prioritising and juggling multiple tasks unless they’re part of their regular job. They may find it difficult to deviate from following the first instruction or doing tasks out of their usual order. Before insisting the someone does this, pause to consider if this change is essential. If it is, allow more time for adjustment to new procedures and routines.

Get to know the person

Have regular one-to-one time to get to know your autistic line-reports as individuals. Autistic people often find it difficult to pick up on social cues, so make sure your feedback is honest, constructive and consistent. Don’t assume that they know when you approve. Offer reassurance and praise whenever someone is performing well.

Autistic colleagues’ strengths may be hiding difficulties which can be causing strain. Often autistic adults, particularly women, develop masking strategies, thereby denying their true selves. Despite having above-average attendance rates at work, lots of autistic people suffer from high levels of stress. Try to monitor and mitigate this with input from the person.

Be aware of the varied autistic sensory differences and take them seriously. An autistic colleague gave me an example of hyper sensitivity which made her feel very nauseous from the first day in a new job. It was the odour of a certain floor polish which none of her colleagues could smell. Thankfully, her manager didn't dismiss her difficulty as trivial. Instead, the cleaner was asked to change the product used. Be prepared to make such small changes if needed.

Autistic people can be unsure how new situations will affect them. This in itself causes stress. Sometimes they may just be having a bad day and not have the energy to keep the neurotypical mask in place. It relieves some of the pressure knowing that team-mates understand this unpredictable feature and that they won’t be judgemental. Ideally, offer all staff a quiet, comfortable space they can retreat to. This can also be where people get their best ideas!

Communicating well and preventing misunderstandings

Find out each person’s communication preferences and try to accommodate them as much as possible.

Idioms, metaphors, puns, ‘in-jokes’, sarcasm, and ironic exaggeration don’t always make sense to autists so their responses may be unintentionally funny, blunt or rude. This causes anxiety because no one wants to be laughed at or to upset people. It helps if people don’t rely on things being interpreted from body language or tone of voice. Be direct in a friendly way.

Similarly, some autistic people find it hard to identify or express emotions in ways neurotypicals understand so their responses may appear 'inappropriate'. An example would be an unexpected or no reaction to hearing that someone has had particular news. This doesn't mean autistic people don’t care or don’t have feelings themselves. If colleagues understand this, they're less likely jump to negative conclusions about someone's behaviour. It may be helpful to explain why someone is upset or happy and what they need from colleagues, rather to assume that an autistic colleague will work this out from clues and past experience. Some autists find it helps if people to use emogees to clarify or reinforce the feeling behind a typed message. This is because emogees visually represent a ‘standard’ emotion.[iii] Don’t use emogees flippantly as that can cause confusion.

Typically, autistic people have a strong attraction to finding truths and are trustworthy. However, this honesty can get them into trouble. Don’t ask lies to be told (even so-called ‘white’ ones), for the truth to be bent, or for the person to be inaccurate to suit particular needs. They’ll expect the same in return so don’t cause confusion by saying things you don’t really mean.

Be precise so that the person doesn’t waste time or get anxious because of misunderstandings. If someone isn’t accurate or consistent, it can be misinterpreted as being untruthful, rude or spiteful. Autistic people are typically punctual and reliable. Don't assume that saying that you'll call someone at 11am and not doing so for another half an hour, is what they might expect in a busy working environment. If you need to give lee-way, make it clear that an agreed activity will take place within a particular time period such as phone call between 11am and 12noon.

If a situation has more than one outcome, make it clear which ones are preferred and more likely. That saves the autistic person trying to work it out themselves from clues such as your emphasis. If they know the desired, realistic endpoints, they can reach them in logical, imaginative steps based on knowledge. Give specific (but fair and realistic) deadlines and it’s likely that your autistic colleague will do their utmost meet them.

Verbal instructions, especially multiple ones, can be difficult for some people to process quickly or to ‘get’. Written communication can be easier. You could offer to confirm information that way especially if it’s new or complex.

You may want an autistic colleague to answer questions or explain things in ways and in time periods they can’t accommodate. It can be particularly challenging if the focus is on them and if it’s unexpected. For example, being put on the spot in a meeting. Make expectations clear in advance and be willing to accept alternative forms of presentation. The person may have already planned what they need to say to help you. Wait and don’t cut them off.

Don’t make socialising a pressure

Banter and chit-chat oil social wheels and facilitate networking. Sometimes an autistic person will want to join in a conversation but by the time they've worked out when to join in and how to say something, the conversation has long gone past that point. Many autistic people reject small talk because it's so difficult. Don’t assume that this means they want to be outside the social group.

Being flexible about the expectations of after-work socialising can influence how integrated a team member is and how included they feel. In some cases, it can (although it shouldn't) also affect their opportunities for advancement. Don't assume that everyone feels comfortable with the place, time or activities your team habitually networks in. Some autistic people find neurotypical socialising challenging. That doesn't mean they don't want or need to be sociable, or that there aren't other ways they prefer. Try some different options and be accepting if someone chooses not to join-in. Taking away the stress of going to the pub at the end of the week could make them happier and therefore better workers.

Value expertise and explore potential

Ask an autistic colleague if you want a well-informed perspective on how to solve a problem. Autists often research topics thoroughly and pride themselves on their knowledge. They’re often detail-oriented, good at independent, logical thinking and at being non-biased. Autistic people are often good at spotting patterns and sequences which can be useful when identifying trends.

It definitely isn’t true that autists can’t or don’t want to develop existing skills or to learn new ones. Often autists are frustrated by their (sometimes autistic) abilities being wasted by the lack of opportunities to develop them. This applies to the 50% of autists who have a learning disability as well as to the other 50% who have average or above average cognitive abilities. Every autistic person is different and brings something valuable to the workplace.

Autism is to do with how someone’s brain is wired from birth and its lifelong, so autists will always be wonderfully, uniquely autistic. In the words of an autistic colleague: “Please accept my sometimes ‘quirky’ behaviour and make the most of my unique autistic attributes!”

For more advice on employing autistic people, visit the National Autistic Society’s webpages on this topic. Discover Autism Research and Employment (DARE) offers support for employers & autistic employees.

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[i] NAS Mar 2018.

[ii] Some people prefer to be described as having autism because they don't regard autism as necessarily central to their identity. Others describe themselves autistic because it's intrinsic to who they are. I mostly use the latter while having equal respect for whichever people choose to use.

[iii] It’s no coincidence that the ‘Thomas The Tank Engine’ characters with clear facial expressions are often popular with autistic children.