

When most people think of workplace accommodations, they tend to associate them with physical, visible disabilities. However, the Americans with Disabilities Act (ADA) covers a wide range of disabilities that are considered “invisible.” An “invisible disability” is a disability that might not be physically noticeable, and include conditions such as brain injuries, mental illness, diabetes, autism, ADHD, dyslexia, and more.
In our last blog, we discussed key strategies for accommodating employees with ADHD. To continue our Accommodating Invisible Disabilities Series, we will be discussing ways to accommodate employees with autism spectrum disorder (ASD).
Many employees who have been diagnosed with an invisible disability may feel that they need to hide their condition to appear unproblematic. However, many employees with invisible disabilities can improve their productivity and feel more comfortable with the right workplace accommodations. These accommodations often cost very little – or even nothing at all – so there are many benefits to fostering a culture of inclusivity and encouraging workers to request accommodations. In 2021, Google Cloud even launched an Autism Career Program to strengthen and diversify their workforce.
In this blog, we’ll explore the ins and outs of autism spectrum disorder, and why those with ASD can be loyal, innovative, and highly productive employees. We’ll also take a look at some ways organizations can accommodate and support them.
Autism Spectrum Disorder (ASD) is a neurodevelopmental disorder that causes differences in the brain. According to the Centers for Disease Control and Prevention (CDC), over 5.4 millions adults in the United States have ASD, making up more than 2% of the population. Those with severe forms of ASD are often diagnosed early in life. However, other individuals on the spectrum may not be diagnosed until they are much older.
Some of the signs of ASD in working adults often include:
Please keep in mind that this list does not include all symptoms of ASD. The symptoms of ASD exist on a spectrum, which means the symptom type and severity can range widely from person to person.
Inviting those with ASD into your workforce brings fresh perspectives to your organization and can bring a much-needed diversity of thought and ideas. Organizations that recruit and retain workers with autism have the advantage of employing people with many of the following traits:
If you have decided to employ someone on the spectrum—or maybe you already do!—the first thing you’ll want to think about is training. Before their first day, it is important to think about what kind of job coaching could help them feel supported in their role.
Providing ongoing training and mentorship in communication and other interpersonal skills is can be very useful for neurodiverse employees. It can help them navigate day-to-day interactions better, keep them engaged, and give them a toolkit for improving their overall job performance. Conducting awareness training for managers and coworkers can help them understand their neurodiverse colleagues and how to support them.
There are many other ways to accommodate those with autism in your workplace, and most are extremely affordable. If employee with ASD requests a workplace accommodation, don’t forget to complete the full interactive process to provide them with exactly what will help. Here are some examples from the JAN (Job Accommodation Network), of accommodations that may be able to help your neurodiverse employees.
To help employees with ASD be more productive, your workplace could offer:
Accommodations that can help employees with ASD manage stress:
To assist those with sensitivity issues, these accommodations are recommended:
Do note that this is by no means an exhaustive list. It is a good idea to ask employees themselves what potential accommodation can help most. The great news is that most of these accommodations cost very little, and can easily be modified and customized to each individual.
When thinking about how to best accommodate employees with ASD, it’s important to note that ASD is a protected disability under the American with Disabilities Act (ADA). Legally, employers must provide reasonable accommodations for employees to perform essential functions. Additionally, following ADA best practices can improve for your company’s culture and the experience for all employees.
Employees with ASD bring unique and diverse perspectives to your organization, and skills not often found in neurotypical employees. Recognizing and supporting cognitive diversity in your workplace can create a more inclusive and welcoming environment for everyone. By ensuring that your accommodation process is easy to access, thorough, and personalized, you can create a truly “people first” workplace where neurodiverse employees can thrive.
Check out our free guide to learn how technology can transform workplace accommodations: Best Practices for Modern ADA and Accommodation Management. To see how AbsenceSoft can help you more effectively manage accommodations, schedule a demo today.