

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 ASD, ADHD, or another 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 accommodation. 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 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.
The symptoms of ASD exist on a spectrum, which means the severity can range widely.
Some of the symptoms of ASD in working adults often include:
Please keep in mind that this list does not include all symptoms of ASD, and symptoms can present very differently from individual to individual.
Embracing those with ASD into your workforce brings fresh perspectives to your organization and brings much-needed diversity of thought and ideas. Employers who recruit and retain workers with autism have the advantage of employing individuals with many of the following traits:
If you have decided to employ someone on the spectrum — 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 they may need to feel supported in their role.
Focusing on continuous training in communication and other interpersonal skills is vital for keeping neurodiverse employees engaged and happy— while also improving their overall job performance. In addition to employee training, awareness training for managers and coworkers can help others understand their colleagues and how to support them.
There are many other ways to accommodate those with autism in your workplace, and most don’t require shelling out the big bucks. It’s important to keep in mind that it may take an in-depth interactive process to discover what each employee needs for their specific disorder. 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 autism be more attentive your workplace could offer:
Accommodations that can help 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 Autism, it’s important to note that they are protected under the American with Disabilities Act. Legally, employers must provide reasonable accommodations for employees to perform essential functions. Additionally, following ADA best practices is beneficial for your company’s culture and all employees’ experiences when accommodating employees with Autism. Let’s review a few of the most important ones.
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.