Last week, I wrote a blog talking about my autism and how it manifests in my daily life. I received an overwhelming amount of support from friends and family for showing the bravery to come out and talk about it publically. Interestingly, I also received many messages from people saying they recognised some of the traits I talked about, and some people even asked about the diagnosis process, which I will cover in another blog. Last week’s blog can be found here, but I want to thank everyone who engaged and reached out last week. Thank you.
I started last week’s post with the phrase ‘I am autistic; I don’t have autism’ and wanted to briefly explain why I said that. I think it is firstly essential to say that autism doesn’t happen to me: I am not a passive receiver. Instead, it colours almost every aspect of my life: it is a part of who I am. Secondly, I think saying I am autistic can reduce the stigma around autism, stating that it isn’t a condition that someone has or suffers from. It is just a unique way of seeing the world. Thirdly, saying that I am autistic empowers me and fosters a sense of acceptance of my identity. It is not something to be ashamed of or hidden. Lastly, by saying that someone has autism, it suggests that it can be removed from that person or one day cured, and there is nothing to cure. The reason I explained this is because it is always great to be mindful of the language we use when some is not typical.
This blog discusses autism in the workplace and the ‘reasonable adjustments’ that can be made to make the experience of going into the office more accessible for autistic people.
Change of working hours: This comes in two strands: shorter working days and flexible working hours. Most companies start between 8am and 9am and end between 4pm and 6pm. During those, it feels like the entire world is making the same journey on public transport to or from their home. This can be extremely daunting and overwhelming for someone with autism. The cacophony of sounds and smells, the crowded platforms and trains, the rush to get on the oncoming train and move to the next platform, and the heat of the underground in the Summer months can all be incredibly overstimulating for an autistic person. The flickering lights on the Bakerloo and Central lines certainly set me off. Starting work earlier/later and finishing earlier/later to beat the manic rush hour could help significantly. This is why many autistic people thrive and choose to work from home, or at least at companies with hybrid working. Secondly, an autistic person might not be able to cope with a full-time job. The stresses of everyday work might be too much for autistic people:
- The constant communication with others.
- The masking of behaviours to appear professional.
- The commute.
- The tight (and constant) deadlines.
- The last-minute changes.
All of this builds up, and it might mean that an autistic person is unable to properly relax of an evening, as all of this masking is let loose. They have a form of a meltdown. It feels like the suffocating costume they have been wearing all day is finally ripped off and they don’t know how to cope or transition from professional into personal time. Sometimes, a suitable reasonable adjustment might be a job share or reducing hours. This allows an autistic person to have ‘time off’ from their masking and overstimulation and might mean that they are overall more productive.
Communication: This is one I struggle with. I don’t understand sarcasm at all. I find it challenging to change my communication style between a personal and professional setting, and I have been in trouble for this in the past. I have also got in trouble previously because the tone of my emails is too blunt, especially when engaging with a client. It’s tough. To get around this, the employer can ensure that instructions and expectations are crystal clear and concise, especially as autistic people find it hard to interpret and ‘read between the lines’. I know that I am god-awful at that, too! When it comes to deadlines, plenty of gentle reminders are helpful and make sure the deadline is apparent: ‘next Tuesday at 9am’ rather than ‘the beginning of next week’. I am sure neurotypical people would love this, too.
Provide a structured environment: My life is bound by a rigid structure and I will blog about that in the future, but I love routine. It helps with my autism and mental health generally. Sometimes, this structure changes, which is fine; other times, it isn’t easy to deal with. It is important to note that change happens, and we cannot eradicate this from the workplace or life in general. Having clearly defined roles and responsibilities in the workplace and providing a predictable routine is excellent and helps an autistic guide change in a productive way. I have worked in education for a long time because the year is structured – I am told when to work and when I am off on holiday – and the day follows a very rigid timetable, the same week in and week out.
Sensory considerations: Workplaces are full of senses that might be overwhelming for an autistic person. Busier shared offices, hectic meetings without knowing how or when to contribute, too hot, too cold, noisy air conditioning units, distractions, jarring fluorescent lighting… to name a few. A workplace could provide a quieter workplace – not necessarily an office of their own – but rather a desk in the corner of the room, rather than by the door, to avoid the distractions of people entering and exiting. They could install warm lighting rather than the typical, clinical white lights. Lastly, autistic people will likely need regular, structured breaks. This might be outside (I love standing in the wind) or a low-stimulation area so they can recharge and be ready for the next chapter of the work day.
Assistive technology: Many companies already have this, which is excellent. They help everyone but are of particular use to people on the spectrum. Any tools such as online calendars, task management software, and project management tools will always help. Employers should consider speech-to-text software if required.
Training and support: People in the workplace must understand what autism is, how to speak openly about autism, and how to help autistic people. This does not mean naming and shaming autistic people but rather providing training for understanding and inclusion. Secondly, an autistic employee might benefit significantly from a mentor or a work coach (different from their line manager) who meets with them regularly. This can give the autistic employee a safe place to talk openly about how they are finding work and how well they are coping at that moment.
These adjustments, called reasonable adjustments, must be implemented by the employer and must be deemed fair and reasonable. By creating a supportive and accommodating work environment, employers can ensure that autistic employees can perform their best and contribute effectively to the organisation.
Lastly, A few people have messaged me asking me to start a podcast on autism and mental health (and boy, I’ve had my fair share). What do you think (honestly)?
Matthew Martin 
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