Prosper Health's Autism Resource Center

Do you feel frozen whenever you feel like you should be doing something? Do the demands of day-to-day tasks make you feel like the walls are closing in? If demands cause you severe anxiety that gets in the way of completing daily activities, you might be experiencing demand avoidance. Pathological demand avoidance (PDA) is most commonly connected to autism, contributing to the great diversity of the autism spectrum. However, allistic (non-autistic) individuals can also align with a PDA profile. PDA can have significant impacts on a person’s life, but broader social awareness of PDA is still limited. Many support strategies, including neurodiversity-affirming therapy, can help PDA individuals manage demands and move through life with less anxiety.

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.

Everyone experiences anger from time to time. For autistic individuals, anger can be more complex than for their neurotypical peers. Autism anger is often misunderstood or pathologized, which can lead to increased frustration for both the autistic person and those around them. Feeling misunderstood or judged makes anger management even more difficult than it already is. 

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To ease the added difficulties around autistic anger, it’s important to understand its causes, employ effective coping strategies and improve communication skills. Autistic individuals and their support networks can work together to build a toolkit for anger management.

We often make assumptions about others’ internal states based on their external behaviors. For example, if I see that you’re shivering, I might make a good guess that you’re cold. I might be correct most of the time, but these assumptions are not always accurate. It’s also possible that someone can be shivering but not cold, or cold but not shivering.

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Autistic behaviors are commonly misunderstood because autistic people have social and communication differences. This means that when someone guesses an autistic person's internal state based on what they see externally, they are less likely to guess correctly because the state may differ from what they expect. An autistic person may feel one way but appear differently to another person. One clear example of this is the assumption that some have made that autistic people must lack empathy.

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The question “Do autistic people have empathy?” prevails in blog posts and articles online––and the persistence of this question exemplifies the harmful myth that autistic people lack empathy. Autistic people do have empathy––and in fact, many have heightened empathy––even if the expression of this empathy appears differently.

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Autism spectrum disorder (ASD) is a neurodevelopmental disorder marked by social and communication differences and a preference for sameness and repetition. In the past, some researchers pursued the idea that a lack of empathy is a defining feature of the autism spectrum ––but this view has been challenged by other researchers who point out the flaws in these assumptions. 

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While autistic traits undoubtedly include social and communication differences compared to allistic (non-autistic) people, these differences do not equate autism to a lack of empathy. 

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Read on to learn more about different types of empathy, factors influencing autistic empathy and more.

Grief is an intense and inevitable facet of life. Though the process is distressing for everyone, neurotypical people (people without autism) and autistic individuals will likely experience grief differently. Adults with autism spectrum disorder often have delayed and unexpected reactions to grief. Because of this, it is important for loved ones to recognize the signs of autistic grief and the unique support required for autistic adults during the grieving process. 

Meltdowns are an extremely overwhelming experience for autistic people. In the throes of total overload, it can be difficult to identify and meet one’s own needs. While preventing and managing meltdowns is a skill many autistic adults can and do have, knowing how to help an autistic loved one during a meltdown can be an important way to show support.