The Intersection of Autism and Professional Life

Over the past years, my coaching practice has been a journey of profound learning and transformation. As someone diagnosed with Autism and ADHD, working closely with many Autistic individuals has provided me with invaluable insights into the Autistic experience.

After twenty years of experience in the tech industry, moving from roles as a developer to systems designer, through to product management and technical operations, I’ve spent plenty of time listening to the concerns of managers and experiencing them myself. Since becoming a coach, I hear many perspectives from the employee point of view. Many times, neurodivergent employees are told that their workplace accommodations are a financial burden to their team. These Autistic professionals repeatedly hear accommodations described as "expensive extras" rather than essential tools for their productivity.

The False Economy: When Support is Framed as "Expensive Extras"

Many times, neurodivergent employees are told that their workplace accommodations are a financial burden to their team. These Autistic professionals repeatedly hear accommodations described as "expensive extras" rather than essential tools for their productivity.

Real Voices: The Impact of Accommodation Denial

"My manager frowned when I requested noise-canceling headphones, saying 'That's not in our budget' despite knowing sensory overwhelm prevents me from focusing."

"After demonstrating higher productivity working remotely, my director still insisted on office presence, saying 'We need face-time for collaboration' despite my communication being more effective in writing."

"I presented research showing how my accommodations would improve my performance, but was told 'We can't justify special equipment just for you.'"

Treating Neurodivergence as Choice Rather Than Reality

Managers often incorrectly position autism accommodations as negotiable compromises rather than necessary supports, suggesting Autistic traits are behavioural choices that can be changed rather than inherent neurological differences requiring accommodation.

Real Voices: When Accommodations Become Bargaining Chips

"My director told me, 'I'll provide agenda items in advance if you work on making more eye contact during meetings.'"

"When I explained my need for direct communication, my manager responded that I also needed to 'learn to pick up on office politics' as if my neurological differences were optional."

"My supervisor agreed to reduce my sensory stressors only if I worked on 'appearing more engaged' in team meetings."

Equal vs. Equitable: Finding True Workplace Fairness

Managers of my Autistic clients also regularly confuse equal treatment of everyone on the team with equitable support, leaving my clients without the support they need in tackling the barriers they face in neurotypical workplaces.

Real Voices: Breaking the "Special Treatment" Fallacy

"When I requested a quieter workspace, my manager objected with 'If we do this for you, everyone else will want their own office too.'"

"An Autistic software architect I coach was denied documentation accommodation because 'Our policy is to treat team members equally.'

"When requesting uninterrupted focus time, an Autistic project manager was told 'Everyone has to participate in our collaborative culture.'"

Key Takeaways for Managers Supporting Autistic Team Members

Drawing from both my personal experiences and the stories shared by my clients, I have identified several key takeaways that can help managers better understand and support their Autistic colleagues:

1. Sensory Overwhelm

The Autistic brain processes significantly more data and information than the non-Autistic brain. Many inputs that are passively processed by non-Autistics are actively processed by Autistics, including emotions. This can lead to sensory overwhelm, which is often misunderstood by those who do not experience it.

Approach: Building awareness and understanding of sensory processing differences can lead to more supportive work environments. Acknowledging these experiences as valid can help in creating spaces that accommodate sensory needs, enhancing productivity and well-being.

2. Direct Communication

Autistic individuals often communicate in a direct and straightforward manner, which can sometimes be perceived as intense by non-Autistic individuals. This difference in emotional processing and intensity can lead to misunderstandings, often referred to as the "double empathy problem." It's crucial to differentiate between objective rudeness and perceived rudeness based on one's emotional reactions.

Approach: Recognising and appreciating different communication styles can foster a more inclusive professional environment. Understanding that directness is a form of expression rather than rudeness can help bridge communication gaps and improve team dynamics.

3. Literal Language

Autistic individuals may struggle with societal inferences and hidden intentions that are common in non-Autistic communication. This can feel like constantly translating a language that is always changing. This difference is often misinterpreted as a lack of emotional intelligence or empathy.

Approach: Emphasising clear and transparent communication can reduce misunderstandings in the workplace. Creating a culture where straightforward communication is valued can help everyone feel more comfortable and understood, leading to more effective collaboration.

4. Bottom-Up vs. Top-Down Processing

Non-Autistic brains tend to filter out information to make decision-making easier, focusing on what is deemed relevant. In contrast, Autistic brains add layers of information to ensure all relevant context is considered. This thorough approach can sometimes be misinterpreted as being overly detailed or undermining.

Approach: Valuing thoroughness and context-seeking can enhance decision-making processes in professional settings. Recognising these differences as strengths rather than flaws can lead to more comprehensive and informed outcomes, benefiting the entire organisation.

The Business Case for Neurodiversity

Ensuring Autistic colleagues feel included and welcomed in your workplace culture is vital to building diverse, high-performing teams. From product founders and entrepreneurs to design leads and senior software architects, innovators in the field need the best minds available to drive forward new technologies. By learning to empathise with the experiences of neurodivergent team members, managers can foster a culture of empathy, inclusion, and innovation. In turn, improving employee retention and satisfaction not only leads to a reduction in turnover rates, but has potential to save millions annually in recruitment and training costs.

Building a Neurodiverse Future

In the long-term, you’ll be enhancing your organisation’s reputation as a neurodiverse-friendly employer, and strengthening collaboration and communication across teams. Embracing neurodiversity not only enriches our workplaces but also drives innovation and growth.

For more information on our corporate services, including Manager Coaching, visit our Coaching for Neuroinclusive Organisations page.

Embracing Neurodiversity: Insights for Managers of Autistic Colleagues