How can you make your workplace more accessible for autistic people?
How can you make your workplace more accessible for autistic people?
At Plan Partners, we’re exploring the ways we can all make our workplaces or organisation more accessible and inclusive for not just autistic people, but all neurodivergent and disabled people.
We asked Zoe Simmons, an award-winning disabled journalist, copywriter, speaker, author and fierce advocate to share her experiences and insights in this space as an autistic.
Read her article below.
Why aren’t workplaces accessible for autistic people
You might not have thought about autistic inclusion and accessibility before—and that’s okay. That’s why I wrote this article. Because the truth is, autistic, neurodivergent and disabled people face many barriers every day, especially when it comes to the workplace.
In fact, autistic people face an unemployment rate six times higher than non-autistic people. Not because they can’t do the job, but because many workplaces won’t even consider the flexibility or accessibility people need. On top of that, stigma around autism still holds many employers back.
This combination makes workplaces really hard for autistic people—and it can make us feel like these spaces just aren’t for us.
But of course, that is not true.
So, what can we do to get accessibility right for autistic people in workplaces?
Well, it can be a complicated answer—because everybody has different needs, not to mention the fact that many autistic people may have other disabilities and health conditions that impact their access needs. All these things need to be considered on an individual basis.
However, there are common challenges autistic people can face in the workplace—but the good news is these challenges also have simple solutions.
Championing flexible and remote work
Flexible, remote, part-time work is vital for autistic and disabled inclusion: but it can be tricky to find, especially in the career you want. Many workplaces are now asking people to return to the office or take on hybrid roles. While some autistic people might prefer in-person work, many require the flexibility of working from home.
There are lots of reasons for this, like:
- Having control over lighting, noise, and other sensory factors
- Being able to focus better without office distractions
- Easy access to helpful things like food, medication, or sensory tools
- Saving energy not having to commute to work
- Less social pressure
- Less exhaustion and stress from having to hide or “mask” autistic traits
Beyond remote, part-time work, we can go a step further. Rather than sticking to the traditional 9–5 model, why not let people work in a way that suits them best? For example, a lot of chronically ill people find mornings especially tough. A later start, or alternative work patterns can make a world of difference. We should trust our staff: because when we’re supported, we can work our best.
Make your workplace more accessible and inclusive
It’s hard to have specific guidelines for accessibility and inclusion when everyone’s needs are different—and can change from day-to-day. But some good accessibility features for autistic people in the workplace can include:
Looking at the sensory environment and making changes (if possible), like:
- Changing fluorescent lightbulbs and adjusting brightness if possible
- Managing workplace noise (e.g. removing background noise or providing someone with a private office if an open-plan office is too overwhelming)
- Considering the workspace location (e.g. is it close to an elevator that constantly dings, a noisy cash register, a bustling kitchen, or something else that tends to make a lot of noise? It can be overwhelming for autistic people, especially when sounds layer)
- Making sure to provide sensory spaces (this is usually a room with adjustable, low lighting, low noise, with comfortable seating options, temperature control and stim tools)
- Allowing people to communicate however works best for them (e.g. speaking can be challenging for some people, so communication via assistive technology or written communication can be very helpful, like being able to use the chat function in Zoom to contribute during meetings)
- Ensuring clear instructions, with clear guidelines (don’t make us “read between the lines”)
- Allowing people access to things like stim tools, earbuds and noise-cancelling headphones
- Understanding the difference between neurotypical and neurodivergent communication (for example: fidgeting or asking questions can be seen as rude for neurotypical people, but for autistic people, these things can help us focus and clarify. A lack of eye contact can also be seen as rude, but for a lot of autistic people, it can be uncomfortable)
- Encouraging people to unmask their autistic traits so they feel they are safe (and have less strain)
The best thing to do is to ask the individual. But keep in mind, they might not even know what they need, especially if their autistic identity is new to them. It’s important to work together and find a combination that works for everyone.
Changing attitudes towards autistic people in the workplace
Attitudes about autism, neurodivergence and disability can have a huge impact on how inclusive and supportive a workplace feels. And there are certainly small tasks workplaces can do to champion inclusivity. This might include things like:
- Having clear, easy-to-understand policies and procedures that promote inclusivity and flexibility
- Having autistic and disabled people visible in your marketing, or on your website. Promoting autistic days is a step forward, but understanding that real change comes through acceptance and making things truly accessible
- Talking openly about autism, disability, and access needs
Leaders need to model inclusive behaviour. You never know who in your workplace might be autistic or neurodivergent—and they might not know either. This is especially true for people assigned female at birth, who are often underdiagnosed or misdiagnosed. And unfortunately, a lot of people have to mask and hide their autistic traits to feel safe and accepted. This is exhausting and incredibly harmful. It’s so important to create a space where people feel safe to disclose their disabilities—where their needs will be supported, without judgement or stigma.
And everyone should have access to this safety to be themselves, regardless of who they are. Because understanding, flexibility and accessibility benefits everybody, not just autistic people.
Zoe Simmons an award-winning disabled journalist, copywriter, speaker, author and fierce advocate. She writes and speaks candidly about her experiences as an autistic, chronically ill, queer disabled person living with complex mental illness to smash stigma and create change. You can find out more about Zoe on her website, or follow her on Facebook, Instagram, Twitter, LinkedIn or Tik Tok.