Tips for employers on how to work with autistic and Aspergers successfully

A recent study looked into factors that enable successful employment of autistic and aspergers adults from the employer’s point of view. It’s important because such researches are another step towards opening good jobs for people with autism and aspergers (while being compensated properly, like neurotypicals). However, it’s worth mentioning that while there are common characteristics for autistic people, each one is different (just as there are common characteristics for neurotypicals, but each one is different). 

The data was collected via interviews with managers in Sweden and Australia (and some directors from relevant organizations helping to facilitate the employment of autistics, among others) who had successful experience of employing autistic people and aspergers. Successful employment was defined as someone who was employed for over 6 months with a minimum wage or above compensation, in a full or part-time job.  

Three top factors were associated with autism successful employment. They might seem obvious, but it’s worth getting into details:

Knowledge and understanding of autism:

Learn about autism. Understanding of autism by managers and co-workers was associated with the creation of a good working environment with minimum conflicts and misunderstandings. Clear, explicit and consistent communication is also important. 

Work Environment: 

• Managers should get ongoing autism-experts’ support to successfully manage challenging situations (in that sense, I think autistics are as experts as it gets).

• Managers should have regular meetings with the autistic employee dedicated to discussing work and provide feedback. This will give the employee the confidence to reach out to the manager when things are not clear (instead of stop working and waiting). 

• Have a designated specific manager to the employee.

• Routined tasks, preparation for new tasks and upcoming changes, and setting expectations help improve job performance and reduce stress. ‘Surprises’ and disruptions are less welcomed. 

• Break tasks for sub-tasks. As much as possible.  

• Try to reduce noise and loudness. 

• The employer needs to keep an open mind and flexibility for changes in the work environment and in the job description. This may include reducing the lights and enabling the autistic employee some time-outs. 

• Initial integration with small teams works better. 

Job match to skills, strengths, and interest. 

Well, that’s pretty obvious and also applicable to neurotypicals. What was interesting to see is the frequency of the autistics’ abilities and skills as reported by the managers. Here are some examples:  40% reported attention to details, passion, and task-focused. 35% reported high intelligence, loyalty, and dependability. 30% reported good memory and honesty. 

And what do autistics and aspergers say?

I went through some online posts trying to find additional tips that other autistic people gave employers. I generally believe in just asking them. I read through this long Reddit post, in which an awesome manager asked autistics how to deal with an employee who finds it hard to complete tasks, as well as through this beautiful blog post by Ashlea Mckay (autistic) who wrote to employers.  I have decided to list the tips below, although (and actually because) they repeat some of the tips mentioned in the research: 

1. Leave the assumptions at the door. If you have seen one autistics, you have seen one autistic. Got questions, ask your employee. 

2. Ask autistics how they want to be referred to. Many prefer to be referred to as autistics and think that the phrase “a person with autism” equals to the term “a person with manhood/womanhood” (thanks Keren, for this great explanation).   

3. Split tasks to small chunks as much as possible. Someone even offered to recommend the employee to use the Pomodoro technique (short sprints fo 25 minutes each, with 5 minutes break in between and a longer break after 4 sprints). 

4. Provide constant feedback and have regular meetings for that. 

5. Don’t be vague in tasks and communication. 

6. Be open to a conversation about autistics needs in the workplace

7. Some autistics have sensory overloads. It could be sound, bright lights and more. Be flexible with your employees and let him/her adjust his work environment. 

Neurodivergent, got more tips for us? Please go ahead and offer them in the comments. You can also find the sharing options there (so managers will see these tips).

Employers? Here’s the lean autism at work guide for hiring your first autistic employees.