Introduction
Autistic adults might face challenges at work like being sensitive to sensory input, having trouble with social interactions, and needing clear communication. But they also have great strengths, like being very detailed, analytical, and innovative, which can boost creativity and problem-solving in teams.
This article is here to help employers and autistic adults understand how to make the workplace better for everyone. We’ll talk about why and how to share an autism diagnosis, practical adjustments that can be made, and ways for autistic adults to effectively ask for what they need. By doing this, workplaces can become more inclusive and allow autistic individuals to thrive and contribute their unique talents
To Disclose or Not to Disclose at Work
For visible disabilities, disclosure happens naturally. For invisible disabilities like autism, the decision is more complex due to fears of judgement. Talking about this decision with someone you trust, such as a family member, friend or therapist can be helpful
Reasons to Disclose
- People can understand you better.
- Disclosing reduces the pressure to hide or mask autistic traits, like stimming.
- You might need specific workplace adjustments.
- It helps people understand autism if they know little about it.
Reasons Against Disclosing
- You might worry about people being prejudiced against autism.
- If you don’t need any workplace adjustments or find it irrelevant to your performance or behaviour at work, you might prefer not to disclose.
Deciding whether to disclose your condition at work is a personal choice and might not always be necessary. Sharing your diagnosis with your employer or supervisor can help them meet your needs and prevent misunderstandings. It is important to note that you need to disclose your condition to receive workplace anti-discrimination protection, which requires your employer to address any harassment related to your disability.
Choosing the Right Timing to Disclose
It’s usually best to avoid disclosing your condition during the job application process, as this might lead to your applicationbeing rejected. Disclosing after receiving criticism might seem like you’re using the diagnosis to avoid responsibility. Ideally, disclose when things are going well at work. Present your diagnosis positively and ask for specific adjustments that will help you perform better.
Choosing Who to Disclose to
Knowing who to disclose to is important. Start with the Human Resources (HR) department, as they can guide you through the process. The employee handbook might also have information on requesting adjustments. Alternatively, you can talk to your direct supervisor or manager.
In Malaysia, employers are legally required to keep your medical information confidential. This includes details about your disability and any adjustments you receive. This means you don’t need to tell your co-workers about your autism or the reasons for your accommodations. They might notice adjustments like extra breaks or flexible hours, but they are not entitled to know why
Self-Advocacy Without Disclosure
In some cases, you can request adjustments without mentioning your autism. For instance, you could explain that fluorescent lights hurt your sensitive eyes without disclosing your autism. Using simple and clear language is key when making your request, and you don’t need to give specific details about your disability. Here are some examples:
- “I work best with regular feedback. Can we check in briefly every day to make sure I’m on track?”
- “Taking a 5-minute break every hour really helps my productivity. Can we try this for a week and see how it goes?”
- “I have sensitive eyes. Can I request to sit in an area with softer lighting?”
Tips for Self-Advocacy Without Disclosure
- Requesting Accommodations:
Frame requests regarding specific needs or preferences rather than medical conditions to avoid disclosing your autism diagnosis. - Demonstrating Strengths:
Highlight your strengths and how they contribute to your role. This can shift the focus from potential challenges to the value you bring to the team. - Seeking External Support: Make use of resources outside of work, such as occupational therapy, coaching, or support groups, to help manage work-related challenges.
Reasonable Adjustments: What They Are and Why They Matter
Reasonable adjustments, also known as accommodations, help people with disabilities perform their jobs better. These can include flexible hours, quiet workspaces, special tools, clear instructions, or adjustments in supervision. Importantly, these adjustments do not lower performance standards or remove essential job functions. They are essential for creating an inclusive environment where everyone can thrive.
The usual process for workplace adjustments often focuses on visible disabilities with clear solutions and costs. For example, everyone understands that someone in a wheelchair needs accessible spaces. However, with invisible disabilities like autism, you first need to convince your employer that you have different needs, which is harder if you’ve tried to blend in.
Practical Examples of Reasonable Adjustments
The type of reasonable adjustments needed for autistic employees varies by individual. Most need some type of adjustment in their workplace. Some are easy and inexpensive, while others need more detailed planning. In addition, job responsibilities can change according to business needs. Reasonable adjustments are crucial not only for securing a job but also for maintaining it, as tasks and supervisors may change over time.
This section provides examples of helpful adjustments. Most of these adjustments would be common to a lot of autistic people. Mostly these are just standards of good practice which helps everyone, not just autistic people. While bad communication affects autistic people more, clear communication is good for all.
- Sensory Accommodations:
- Adjustments for sensory needs, such as wearing noise-cancelling earplugs/headphones, movement breaks, adapted lighting, cooling environment, quiet and a less distracting work environment.
- Flexible Work Arrangements:
- Flexibility to work from home or office.
- Flexible working hours or break time in a fixed-hours-based employment; consistent work hours in a work-shift-based employment.
- Task and Process Adjustments:
- Review and Planning:
- Daily and weekly review of work tasks and accomplishments.
- Establishing goals and priorities.
- Setting clear expectations and consequences.
- Requesting advanced notice of meetings and topics.
- Allocating tasks with a clear timeline or deadline
- Task Management:
- Assistance to break down long projects and complex tasks
- Asking for systematic and predictable task assignments.
- Advance notice of changes in routines.
- Communication:
- Alternative communication methods (e.g., email or text)
- Allowing written responses instead of verbal ones.
- Visual Aids:
- Visualised work processes such as a task flow chart
- Information and instructions can be presented in a clear, concrete, graphical form.
- Support Systems
- Mentorship programmes, job coaches, and employee assistance programmes.
Conclusion
Creating an inclusive workplace for autistic adults involves understanding and making reasonable adjustments. These changes, like sensory accommodations, flexible hours, and clear communication, can help autistic employees thrive. Disclosure of autism is a personal choice, and employers should support this decision. By making these adjustments, employers can benefit from the unique strengths of autistic individuals and create a more inclusive workplace.
References
- Autism Society of North Carolina. Disclosure on the job for autism self-advocates
(Includes helpful sample script for disclosing to a potential employer.) - Job Accommodation Network. Accommodation and Compliance: Autism Spectrum
- Justine Field. Establishing Workplace Adjustments: How I Learned to Advocate for My Autistic Needs. Reframing Autism.
- Neurodiversity Hub. Resources for Employers.