18th November 2018
The above picture shows three unusual items – headphones, daylight bulb and a thermostat heating control. What do they all have in common? They can all be used to help an Autistic person struggling with sensory issues in the workplace. Last week I added a video to my website showing how I planned and carried out a talk for the Derby branch of the NAS on Autism and Employment. Part of that talk included a handout on my personal top ten tips to help an Autistic person at work. This week’s blog is a copy of that handout. Please note that it is not a definitive list but my advice to employers who have Autistic people within their ranks. Hopefully it also shows other companies that very little has to be changed in order to get the best from Autistic people and by making such changes the rewards can be amazing. If you have any other tips yourself then I would love to hear about them.
Top Ten Tips for Helping an Autistic Person in Employment
1. Have an understanding of Autism and that everyone on the Autistic Spectrum is different. One of the biggest causes of problems arising within a workplace, is the fact that the manager and/or colleagues do not have a good rounded understanding of what Autism is like in terms of key issues.
• Understand sensory overload, social interaction and impairment, and communication.
• Remember Autistic people think very differently to those not on the spectrum.
• Acknowledge that not all people on the spectrum have the same issues. For example, one person on the spectrum may have issues with eye contact whist another may not.
2. Appreciate that change is very difficult for Autistics and make accommodations to suit. Autistic people need routine and any sort of change can be very distressing to them and their mental well being.
• Be aware that even small changes can have a detrimental effect.
• Try to prepare in advance and give them time to prepare themselves mentally to avoid the sudden shock that a change can cause.
• Autistic people may be more accepting of changes when they can see and understand a purpose for it. For example, changing a meeting from afternoon to morning so that everyone, including them can go home earlier.
3. Understand that Autistic people struggle with social conversations especially small talk. People working together will naturally talk together.
• Be aware that Autistics can really struggle with this, and some “mask” their lack of understanding. This can add to stress and tiredness from trying to fit in.
• If you become aware that they do not understand something or they say something inappropriate do not judge, mock or respond emotionally.
• Help them to understand what has been said and why. Don’t encourage high levels of stressful masking.
4. Don’t pressurise Autistic people to attend social events outside of work. Such as a night out drinking, this could be too stressful to them.
• They should still be invited – excluding them may be a form of bullying.
• If they say “no” then that should then be accepted. Do not try and change their minds as this just causes more stress.
• If you are planning social team building activities, occasionally make them fit the needs of the Autistic person by doing something centred around them.
5. Sensory Issues are a real problem for Autistic people so make accommodations. It is really difficult to explain how sensory problems make Autistic people feel. Exhausting, painful, tiring, irritating, annoying, stressful, it causes panic etc. are all words you will hear Autistic people use to describe it. Sensory overload may lead to a lack of concentration and focus, meltdowns and even absences.
• For example, an Autistic person who struggles with lighting. You can improve this by perhaps changing to daylight bulbs or moving the persons desk next to a window so they have more natural light.
• Noise issues can be addressed by allowing the Autistic person to use headphones or ear plugs.
• Work with the Autistic person to find a solution that works and most of the time the changes are often minor for the employer but a huge benefit for the Autistic employee.
6. Make instructions clear and concise. Autistic people can often misunderstand things being asked of them, they can take information too literally or because of the way they interpret information, even get the instruction completely wrong.
• Make sure any tasks are explained in short clear instructions, preferably written down without the use of any metaphors or “waffling”.
• Breakdown larger tasks into smaller ones that are more manageable, so the Autistic person is not thinking about too many elements at once.
7. Use the Autistic persons strengths. If you have an Autistic person (or several) working for you then you have an appreciation of neurodiversity and the fact that Autistic people bring a unique way of thinking to your business. Use them.
• Autistic people will often have one or more of the following – “out the box” thinking, honesty, organisation, good memory recall, enthusiasm, knowledge and focus.
• If your employee has a special interest that is not part of your business, there still might a benefit from transferable skills.
8. Understand Autistic people tend to have less energy values. Due to the increase in anxiety, sensory needs, social interactions etc. Autistic people can get tired very easily.
• Don’t give them difficult tasks towards the end of the day when the whole process of getting through that day has drained them.
• Similarly, certain tasks would be better performed at the start of the week.
• An Autistic person may need some time and space after a day at work in order for them to recharge.
9. Don’t overlook Autistic people who want to progress. Everyone in employment should be fairly entitled to progress.
• If you have an Autistic person who wants to do more in their job or they decide to apply for promotion, then work with them.
• If there are some barriers, such as unable to travel to meetings, then look for alternative solutions for the Autistic person should they get the new job.
10. Allow Autistic people to be Autistic. Autistic people often need to stimulate themselves to regulate their anxiety and how they are feeling. This is called stimming and can present itself in many different ways.
• If you work with an Autistic then get to know what their stims are and allow them to do them. Suppressing stims is unhealthy and can cause more distress, on top of what the person is already feeling.
• If a person stims through rocking, then let them rock – don’t try and stop it because what will customers or visitors think. Instead explain to your customers/visitors about Autism and help raise awareness and acceptance.