Autism Spectrum Disorder: a Spectrum of Diverse Support Needs

It's World Autism Awareness Day! ? And as a treat, I will dive deeper into the Autism Spectrum Disorder and share some new things you might be unaware of yet, from the perspective of someone who studies psychology and neurosciences, and who also happen to be on the spectrum.

ASD is a developmental condition characterised by a variety of experiences affecting communication, sensory processing, behaviour, and social interaction. The ?Diagnostic and Statistical Manual of Mental Disorders (DSM-5)'s 2013 edition categorises ASD into different support need levels and represents an important shift in our understanding. We went away from levels of "functioning" and instead focused on the support needs, so let's acknowledge that referring to level-1 individuals as "high-functioning" is detrimental to the cause and should be avoided.

In the current framework, ASD support needs are divided into three levels. This division is based on the degree of support required by the individual:

• Level 1: Requires support.
• Level 2: Requires substantial support.
• Level 3: Requires very substantial support.

This new 2013 framework highlights the spectrum of experiences within ASD, moving away from a generalised or stereotyped view. Importantly, this shift also led to the discontinuation of terms like "Asperger's Syndrome" in favour of a more inclusive and unified categorisation under ASD. This change underscores the importance of recognising the unique challenges and needs of each individual, rather than adhering to outdated labels.

By acknowledging these nuances, we can better tailor our workplaces to be genuinely inclusive, allowing everyone the opportunity to engage fully and authentically. Today, let’s explore our understanding of these three levels of support needs and think of ways to create workplaces that accommodate and respect all forms of Autism.

Level 1 - Requiring Support:

Individuals at this level generally require support primarily in social communication and organisational tasks. They might find it challenging to initiate social interactions or manage unstructured parts of their workday. While they often possess average to above-average intellectual abilities, executive functioning and flexibility can be areas of difficulty.

Some Accommodations we could offer in the workplace:

• Implement detailed project management tools and visual schedules to assist with organisation and planning.
• Create social scripts and role-play scenarios for common workplace interactions to ease social communication.
• Establish a buddy system where a colleague can offer informal guidance on workplace norms and social cues.

Level 2 - Requiring Substantial Support:

People at this level often have more noticeable challenges in social communication and may engage in repetitive behaviours that could be perceived different in traditional work settings. They may require substantial support, particularly in understanding and navigating social situations and adapting to changes in routine or environment, which can be terrifying in a corporate context for instance, where change is the only constant.

Some Accommodations we could offer in the workplace:

• Create a supportive environment by providing regular, structured social skills training tailored to workplace contexts.
• Offer flexible work arrangements, including the option to work from home or in a quieter space, to manage sensory sensitivities.
• Utilise technology such as apps or wearable devices that provide prompts or reminders for tasks and schedules, enhancing independence and reducing anxiety.

Level 3 - Requiring Very Substantial Support:

People at this level of support needs require very substantial support and typically face significant challenges in both verbal and non-verbal communication. They may engage in behaviours that are also perceived as different by their peers and require substantial support in most or all daily activities, including those related to work.

Some Accommodations we could offer in the workplace:

• Provide a one-on-one support worker or job coach who can assist with daily tasks, communication, and navigating the work environment.
• Develop personalised, alternative communication strategies such as picture boards, sign language, or voice output communication aids.
• Design the work environment to minimise sensory overload, including private workspaces, controlled lighting and noise levels, and the provision of sensory tools like stress balls or noise-cancelling headphones.

So, what does all this mean for us in our daily professional lives? It's about seeing the person, not just the diagnosis or the condition.

Alway keep in mind that each level of support for ASD represents a unique set of experiences, and behind each set is an individual with their own story, talents, and aspirations. This isn’t just about doing what’s required; it's about creating spaces where all our human experiences are recognised and appreciated.

I'm really keen to hear from you. How are you, your team, or your organisation embracing this approach? What challenges have you faced, and what successes have you celebrated? Drop a comment below – let's get a conversation going about how we can make our workplaces not just inclusive performatively, but in real action and actuality.