How does your organisation respond to autism in the workplace – and how inclusive are you as a result? Over the past few years there has been a shift from ‘awareness’ to ‘acceptance’, reflecting the growing understanding and inclusion of autistic individuals. This shift can bring real benefits – for both people with autism as well as improved innovation and productivity for employers.
We think that acceptance is a far more positive viewpoint and helps autistic people to be recognised for who they are. People with autism have many skills to offer – and that’s why this year’s campaign has a mission to make every workplace autism inclusive.
When we look beyond a disability, we see the ability – and that’s a core belief of Cordell Health – and is why we are pleased to cover this important campaign on our blog. We want to see a world where every autistic person feels valued, supported, and empowered to thrive.
Celebrating difference
For many autistic people, ‘acceptance’ feels like an acknowledgement of their differences, whereas ‘awareness’ suggested they were perhaps being seen as having a ‘condition’ with the stigma that came with it. Organisations that work to foster a culture of acceptance, build much needed understanding.
When colleagues understand one another and people with autism feel safe to be themselves, teams work better, creativity flourishes, and people stay and grow. All because those differences are now understood and celebrated. In the words of the National Autistic Society, who run the Autism Acceptance Month campaign in the UK, “Inclusive workplaces aren’t just better for autistic people – they’re better for everyone.“
Autism in the UK
To understand the impact that better inclusivity might have, it’s beneficial to look at autism in numbers. Research tells us that 1 in 100 people in the UK are autistic, that’s at least 700,000 adults and children, although studies suggest the actual figure, particularly when including undiagnosed individuals, could be over 1.2 million in England alone.
What’s more, the trend is upwards in terms of diagnosis. NHS records show a rise, increasing from 0.6% in 2017-18 to 1.3% in 2023-24. There are thought to be as many as 180,000 people with a referral for suspected autism, according to the National Autistic Society. The numbers are too great for employers not to have a strategy to support autism in the workplace.
Even a small improvement in inclusivity could make a real difference to many thousands of people with autism and potentially help keep them in meaningful employment. And, as we’ll discuss next, there are many good reasons you’ll want to attract and retain them.
Autism at work – the skill sets
People with autism are valuable colleagues, frequently demonstrating high levels of honesty, loyalty, and technical proficiency, alongside creative problem-solving and visual learning abilities. This often results in high levels of productivity. That’s because they often possess unique skill sets driven by cognitive differences, including exceptional attention to detail, strong pattern recognition, and intense focus on specific interests.
For example, many excel in technical, scientific, or engineering fields, or possess strong visual-spatial abilities for design, art, and music and their non-linear thinking can contribute to innovative solutions to complex problems. These strengths, often termed as autistic ‘superpowers’ stem from a different way of perceiving and experiencing the world, which can be a valuable asset in many roles.
So, how do you build a more autism inclusive workplace?
Achieving this can come through a number of strategies which, on a high level involve leadership support and a desire to change the culture and reduce stigma. On a practical level, actions include adjustments that will make day to day working life a lot more comfortable.
Leadership and culture: A ‘from the top’ desire to see change which might include more open discussion about autism and other forms of neurodiverse conditions – and the strengths that come with them. A leader who opens up about their condition – such as Sir Richard Branson who openly discusses his dyslexia – can go a long way to changing perceptions.
Recruitment and on-boarding: Inclusivity should start here. People with autism may struggle with the social aspects of conventional interviews. That’s why it’s helpful to focus on skills and achievements and give a very structured recruitment process with clear communication to remove anxiety.
Manage through clear communication: People with autism appreciate direct, specific language, avoiding vague instructions or sarcasm. So, especially as line managers, provide written summaries of verbal discussions and clear, step-by-step instructions for tasks.
A sensory friendly workplace: People with autism can find the noise and distraction of open plan workplaces stressful. You can reduce sensory overload by creating quiet zones, adjusting lighting (avoiding flickering or harsh lights), and providing noise-canceling headphones.
Offer flexible work options: Working patterns away from the office can help to mitigate the stress of sensory overload and help people with autism get in a working zone that suits their needs. You can do this by implementing flexible hours and offer remote work options to help manage anxiety and reduce distractions
In conclusion
The case for strengthening inclusion for people with autism is clear. Cordell Health wants to see more people with autism recognised, if not celebrated for the skills and qualities they bring to the workplace. We can all get there – or at least some of the way – by adopting some of the strategies we’ve covered in this article. You may not be able to do it all, but certainly starting with leadership support will demonstrate you’ve moved from awareness to acceptance – with all the benefits that can bring.
Get the toolkit
The National Autistic Society has produced a free Autism Acceptance at Work Toolkit includes practical tips, conversation starters, and ready-to-use materials to help your team start meaningful discussions about inclusion and understanding. You can download that here.
