Grayson Schultz

Autism spectrum disorder (ASD) is a neurodevelopmental disorder that affects how individuals perceive, interact with and respond to the world around them. It manifests uniquely in every person. For many autistic adults, autism impacts communication, social interaction, sensory experiences and thinking patterns. These traits can shape how autistic individuals engage in the workplace, presenting both challenges and exceptional strengths.

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In professional settings, autistic individuals may face barriers such as difficulties with navigating unspoken workplace norms, sensory sensitivities or challenges with executive functioning tasks like time management and prioritization. However, these same individuals often bring remarkable skills and fresh perspectives to their roles. Common strengths include attention to detail, creative problem-solving, deep focus and innovative thinking. Recognizing and valuing these contributions is key to fostering a workplace where neurodiverse employees can thrive.

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Discussing autism in the workplace is crucial not only for supporting autistic employees but also for cultivating a more inclusive work culture. Embracing neurodiversity helps organizations challenge traditional ways of thinking, opening the door to fresh approaches and solutions. Moreover, creating an environment where autistic employees feel seen, heard and accommodated benefits everyone—encouraging more collaboration, understanding and productivity.

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Common misconceptions about autistic employees

Misunderstandings about autism often lead to stereotypes that unfairly marginalize autistic workers. Some common myths include:

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“Autistic people lack empathy.” 

This myth stems from a misunderstanding of how autistic individuals process and express empathy. While autistic employees may approach emotional dynamics differently, this doesn’t mean they lack empathy. Many autistic individuals express empathy differently than their neurotypical peers; for example, they may express their empathy through practical support, thoughtful actions, or a commitment to fairness and honesty. Employers who make space for diverse ways of connecting can uncover meaningful contributions to team morale and collaboration.

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“Autism only means deficits.” 

Autism is frequently discussed in terms of challenges, such as difficulties with social situations or sensory sensitivities. However, this narrow perspective overlooks the significant strengths that many autistic employees bring to the workplace. These strengths include exceptional problem-solving skills, creative thinking, attention to detail and the ability to hyperfocus on complex or repetitive tasks. By recognizing these attributes, employers can not only empower autistic employees but also gain a competitive edge by leveraging their unique talents.

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“Autistic employees can’t handle teamwork.” 

This misconception arises from the idea that autistic individuals struggle with collaboration. In reality, many autistic employees excel in structured, communicative team environments. Teams that establish clear expectations, assign defined roles and use straightforward communication strategies create a space where autistic workers can thrive. Moreover, their perspectives often enhance teamwork, offering new ideas or identifying potential issues others might overlook.

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These myths highlight the importance of understanding autism beyond stereotypes. Employers who challenge these misconceptions and embrace neurodiversity can create workplaces that not only support autistic employees but also benefit from their unique contributions. By fostering a culture of inclusion and adaptability, businesses can tap into the strengths of all their employees, creating a richer and more innovative workforce.

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Challenges in workplace relationships

Navigating workplace relationships can be particularly challenging for autistic adults due to differences in communication styles, social expectations and sensory sensitivities. These challenges can impact interactions with colleagues, supervisors and clients, often leading to misunderstandings or feelings of isolation.

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Communication barriers

Many workplace environments rely heavily on unwritten social norms and nonverbal communication, which can be difficult for autistic individuals to interpret. For example, understanding office humor, gauging the tone of an email or recognizing when a coworker wants to end a conversation can pose challenges. Autistic employees may be perceived as overly direct or aloof, which can lead to misconceptions about their intentions or professionalism. Autistic individuals can also be misinterpreted as  rude in the workplace because they don’t go out of their way to make small talk.

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Difficulty making connections

Socializing with colleagues during breaks or after-work events can feel unnatural or exhausting for many autistic adults, especially those who experience social anxiety or find group dynamics overwhelming. Struggles with small talk or team-building activities may make it harder to form connections, potentially leading to feelings of exclusion or misunderstanding.

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Navigating hierarchies

Interacting with supervisors or managers adds complexity, particularly in workplaces with unspoken rules about authority and decision-making. Autistic employees may have difficulty identifying implicit expectations or managing hierarchical dynamics. For example, they might not know when to advocate for themselves versus when to seek guidance, which can affect performance reviews and opportunities for advancement.

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Sensory and emotional regulation

Noisy offices, strong lighting or tense workplace conflicts can heighten sensory overwhelm and emotional stress, making it harder for autistic individuals to focus and engage productively. These stressors can exacerbate challenges in maintaining healthy workplace interactions.

Autism can shape how individuals experience relationships, bringing unique strengths like honesty, loyalty, and focus. However, autism also creates challenges related to interpreting social cues or expressing emotions. These differences can easily lead to misunderstandings.

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Autistic people thrive in relationships with clear communication and mutual understanding. For instance, they may prefer direct communication or need time to recharge after sensory overload. When these needs are respected, it fosters trust and support.

When I was growing up in the 90s and early 2000s, autism spectrum disorder was heavily stigmatized and misunderstood. Since I did exceptionally well in school, no one in my family even considered I might be autistic. Throughout my life, I struggled a lot with focus, sensory sensitivities and interacting with other people. When I was diagnosed with Ehlers-Danlos Syndrome (EDS)  in 2019, I learned how common it is to have ASD or ADHD with EDS. I was diagnosed with ADHD in 2021, but it still felt like I was missing a piece of the picture.

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Until recently, most adults were not diagnosed with autism in their youth. There are likely several reasons for this, including a variety of issues within the diagnostic process. People of color, nonbinary people, transgender individuals and women have been historically underdiagnosed. This is due to discrimination, stigma or misconceptions. The diagnostic process started to improve in the early 2000s, with new diagnostic criteria that more accurately represents how autism shows up in the world.

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For those of us who weren’t diagnosed earlier in life, though, getting an accurate diagnosis can be hard. Some of us have learned how to mask or camouflage so efficiently that we blend into a neurotypical world really well, making it difficult to find a provider who will take our request for an autism assessment seriously.

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This is one of the many reasons why working with a neurodivergent-affirming clinician is critical when seeking a formal diagnosis. Regardless of the outcome, the diagnostic assessment process can play a helpful role in better understanding yourself.