Autism Acceptance Week: What managers need to know about supporting staff

Held each spring, Autism Acceptance Week (March 27 to April 2) aims to create a more inclusive world for the 700,000 people who have autism in the UK – and that includes the workplace.

“People with autism make excellent employees,” says Yvonne Smith, senior training and development officer at?Autism Together.

“This can be due to the strengths associated with having autism – such as an amazing ability to focus on a task to the highest standard, amongst other qualities.

“However, as UK charity?Autistica?revealed in 2021, autistic people are not getting the opportunity, and still?face highest rates of unemployment?of all disabled groups.”

From interview stage through to everyday management, companies and employees alike can benefit from greater awareness of the condition.

“Under the Equality Act and The Autism Act, people have a right to autism-specific support, especially in terms of reasonable adjustments,” Smith adds.

What is autism?

“Autism is a neurological or neurodevelopmental condition that affects the way a person relates to others and the environment,” explains Smith, who prefers not to use the term ‘symptoms’ because autism is a part of the individual, rather than an illness.

“Developmental differences are associated with social and emotional interaction and understanding.”

Often, there is a love of routines and rituals, she continues: “Many people experience significant sensory sensitivities in how they see, hear, feel, smell and taste, amongst other senses, such as balance and body awareness.”

It’s important to recognise that everyone is different, she adds: “Whilst some differences may be apparent, others will be hidden, as autism is a non-visible condition.”

In terms of employment, Claire Smith, CEO of?Autistic Nottingham?– an organisation entirely led by autistic people, urges managers to not let their preconceptions colour their view of their employee.

“The autistic employee will most likely experience autism differently to what their manager is expecting, so management need to have an open mind, and be ready to have that open and honest discussion of needs.”

These are some of the key ways businesses can support staff with autism.

Education and inclusion

“First and foremost, managers should understand what autism is and how it affects individuals,” says?Justin Donne, chairman of the board of trustees of?Autistic Nottingham.

In addition, leaders can foster inclusion by creating a workplace culture that values and respects differences.

“This might include providing disability awareness training for all employees, promoting a culture of acceptance and understanding, and actively seeking input from employees with autism, about how to create a more inclusive workplace,” says Donne, who has autism himself and consults for other organisations.

“Most importantly, have empathy,” says Yvonne Smith.?“All companies would benefit from training to embrace neurodivergent people and neurodiversity generally. Make your workplace inclusive for all and everybody will benefit.”

Interview adaptations

Job applicants with autism could have different needs when it comes to interviews.

“Think about the way the interview is held and if it can be reasonably adapted to the individual,” she continues.

“For example, some people would benefit from pre-warning of what to expect, in terms of the questions that will be asked, how many people will be on panel, and the environment – not too formal or informal.”

Reasonable adjustments

For new starters, managers need to understand their unique needs in terms of workload and working environment.

“Use a template to discuss areas of the job that may need to be reasonably adjusted,” Smith adds.

“And where they cannot be changed, give prior warning of what can be expected in certain situations.”

Donne says: “This might include things like providing noise-cancelling headphones to reduce sensory overload, offering flexible work schedules or task assignments, or providing written instructions or visual aids to supplement verbal instructions.”

Clear communication

“It’s important for managers to communicate clearly and directly with employees with autism, and to provide clear instructions and expectations,” says Donne.

“They should also be aware that some employees with autism may have difficulty understanding sarcasm or humour, and may benefit from more literal or concrete language.”

Development and mentoring

Once adjustments are in place, continued support is needed for employees with autism, and not just from their line manager.

“Have at least two or three people that the individual can go to for support, and that they can check in with too,” says Yvonne Smith.

“Hold regular meetings to go over any plans that are in place, and update or amend as needed.”

To enable career progression: “Offer support to employees with autism, including opportunities for professional development and mentoring, and access to resources, like employee assistance programmes or counselling services,” says Donne.

“It’s also important to recognise and acknowledge the strengths and contributions of employees with autism, and to provide opportunities for them to showcase their skills and talents.”

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In other ESG news this week:

• The UK Government has presided over a “lost decade” after failing to adequately plan or implement climate adaptation measures, the Climate Change Committee has said.
• Claims that importing beef from distant countries is less polluting than producing it in the UK have been strongly rejected by an environment minister.?
• Work-related stress is costing the UK ￡28 billion a year, according to new research highlighting the financial toll of poor mental wellbeing.?
• The Princess of Wales has urged businesses to prioritise wellbeing in the workplace to support family life, as she launched her Business Taskforce for Early Childhood.?
• The EU has agreed plans to phase out most internal combustion engine vehicles by 2035, but Greenpeace has criticised the deal.?

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