How Can Employers Make Workplaces Accessible for People with Autism?

Each person with autism is different, so the best way to determine what your employee needs is to ask them. Some employees may need sensory accommodations like a quiet room or reduced lighting. Others could use more help with scheduling and time management. Make employees with autism feel welcome, but also respect their boundaries.

By Lora Korpar

Many misconceptions exist about autism despite how common it is. The Centers for Disease Control and Prevention reported in 2018 that one in 44 children has autism.

As these children grow into adults, finding work can be difficult. A.J. Drexel Autism Institute data says only about 58% of young adults with autism are employed in their early 20s. This is lower than the rates for people with learning disabilities, speech impediments and intellectual disabilities.

Part of increasing employment levels is ensuring employers maintain the number of employees with autism they have. This requires making accommodations and creating an open dialogue about disabilities.?

Employees will be more likely to stay in a company where they feel welcome and heard. Software company SAP reported a 90% retention rate of employees with autism after creating a support system for them including mentors and channels to share their experiences.?

I spoke with workplace disability consultant Haley Moss and Andrew Arboe, founder of Driving with Autism and director of community outreach for Planning Across the Spectrum, to discuss how employers can make workplaces more inclusive to people with autism.

Sensory Accommodations for Employees with Autism

The CDC says Autism Spectrum Disorder (ASD) is “a developmental disability caused by differences in the brain.” People with ASD might struggle with social communication and interaction, have different ways of learning and moving, and can exhibit “restricted or repetitive behaviors or interests.”

“Each person who is autistic might have different needs or different things that are difficult for them or that can help make the workplace more accessible,” Moss said. “So it might be things that are sensory-related, or time management, executive functioning or to be able to prioritize. I personally ask for things like clear instructions.”

Each person will need different accommodations, if any. The employee knows what they need best, so it is always most useful to ask them.

Some with autism require sensory accommodations to reduce outside stimuli that could overwhelm or distract them. This could include providing reduced lighting, short breaks or a quiet room to work in.

“You can provide sensory or fidget items,” Arboe said. “We have the typical ones like bubbles that you can fidget with… [My workplace] allows for flexibility and if you need to walk around for a little bit, you can.”

Scheduling and Structural Accommodations for Employees with Autism

People with autism can benefit from a consistent work schedule, so employers should consider providing organization and time management tools.?

“I think for a lot of us, [having a routine] is really helpful and helps drive us,” Moss said. “When it comes to scheduling, I like knowing exactly what's happening. I also like the flexibility to be able to choose where I am and knowing what my hours are because otherwise I just get anxious and don’t really know what's expected of me.”

According to Find a Top Doc, useful accommodations include building a more predictable schedule, allowing more training time, and providing written or recorded verbal instructions. Working remotely can also be advantageous for some employees.

“Work from home is a big accommodation that I've noticed has been viewed a lot more favorably and reasonably since the pandemic, which has been extremely helpful for a lot of folks,” Moss said. “It also reduces a lot of the social anxiety and social differences for a lot of people.”

Arboe says employers should think about “universal design,” or designing work structures with as many types of people as possible in mind. Clear instructions and expectations can help people with and without autism achieve work goals.

“Just being transparent about things is really helpful and actually makes the workplace more accessible for everybody,” Moss said. “So a lot of the accommodation solutions I find myself advocating for would actually help not just autistic people.”

Creating an Inclusive Environment

In addition to providing accommodations, employers can be more autism-friendly by creating an open dialogue and a welcoming environment. Don’t be afraid to start an informal conversation with an employee who has autism and ask what they need. And on the formal side, ensure your company insurance plan includes mental health coverage.

“It really depends on the company because every place has a different benefit system,” Arboe said. “Some may do additional time off or others will do college benefits. I think it's probably good for the employee and employer just to go over everything and see what makes sense.”

However, respect your employee’s boundaries if they do not want to discuss their disability at work.

“Each employee will have a different take on it and every employer is also different,” Arboe said. “I think one of the key things is for both the employee and the employer just to get to know each other and see if this employee is willing to talk about their disability. That's another factor that goes into it — the disclosure, which can be like another rabbit hole. Not everyone feels comfortable discussing their specific disability.”

Co-workers can also make a huge impact on an autistic employee’s workplace experience. Moss said to consider your co-worker’s communication needs. These can include speaking slower or more directly. Also consider giving them an extra moment to process what you said before moving to the next topic.

“I always think one of the easiest things you can do is just include people in whatever you're doing,” Moss said. “So whether it's something like lunch or an after-hours event, I always try to be as inclusive of people as possible. I know that sometimes it might be hard to do that because people don't understand or know how to socialize. But just treat us like everybody else. I think that's pretty simple sounding, but people somehow miss the mark on that quite a bit.”

Top Takeaways

Making the Workplace Autism-Friendly

• Unemployment is high in young adults with autism, but they are likely to stay with companies that provide support resources.
• Sensory accommodations for people with autism include light reduction, providing fidget items and giving employees quiet workspaces.
• People with autism can also benefit from scheduling and time management assistance, plus the flexibility of working from home.
• Invite an open dialogue with your employees who have autism, but respect their boundaries if they prefer not to discuss disabilities.
• Co-workers also play a part in creating a welcoming workplace. Treat co-workers with autism how you’d treat anyone else and respect their communication needs.