Introduction
As an autistic adult working in various types of workplaces since I was nineteen years old, I’m no stranger to how difficult it can be to navigate a world where it feels like I speak a foreign language. Although I consider myself well-versed in speaking allistic in the workplace, this is a muscle I’ve had to develop over time. I consider myself lucky that completing a master’s degree in counseling helped me learn how to “speak” neurotypical. Furthermore, the ability to adapt to neurotypical communication styles in the workplace also came with lots of practice and making mistakes.
While I consider my ability to code switch my neurotype in a work setting a tremendous advantage, understanding neurotypical communication patterns feels a bit like being bilingual. After all, it’s true I can speak the language well; however, it’s not my mother tongue. While I can do my part to better adapt to the communication expectations of a workforce run largely by non-autistic people, communication is a two-way street. Employers can also do their part to foster a more inclusive workplace environment by understanding some of the unique hallmarks of autistic communication.
This article will highlight some hacks for employers to better understand how their autistic employees communicate, and strategies for how to foster a workplace where all communication styles are encouraged and welcomed.
Understanding Autistic Communication
When implementing strategies to improve workplace communication, it’s important for employers to remember that not all autistic people communicate the same way, just as not all neurotypical people communicate the same way. Furthermore, it’s also important to recognize that many autistic people may display fluctuations in their capacity to communicate.
For example, most days I have no issue understanding jokes or sarcasm. Most of the time, I easily identify the meanings of idioms and figures of speech. However, this is not something I can always do one hundred percent of the time. If I’m overwhelmed, in a state of sensory overload, or having a day where emotional regulation is harder for me than normal, it may be harder for me to interpret the difference between a joke or an insult.
Hack 1: Establish Clear Communication Channels
The number one complaint I hear from other autistic people is that neurotypical people do not mean what they say or say what they mean. Although I recognize that this can feel like an unfair generalization of neurotypicals, it is true that autistic people often favor a more direct or blunt approach.
When giving instructions or feedback to autistic employees, it is best to make sure that all instructions given are clear. If there are any exceptions to a rule or policy, make sure the employee is aware of those immediately so that there are no surprises.
When I worked for the United States Government, I worked in a public-facing role where all members of the public looking for services had to have a valid photo ID. We were not allowed to accept a photocopy. One day, we received a mail-in application from a local social worker who mailed us a copy of her photo ID, and I rejected her application. A few weeks later, my trainer told me that social workers and public officials were exempt from the rule, and we could accept a photocopied ID from them. I was furious because I felt like I wasted my time and did something wrong without knowing all the rules. If the exception to the rule had been discussed with me immediately, these feelings could have been avoided.
Hack 2: Implement Structured Communication Protocols
Many autistic people find comfort in structure, schedules, and knowing what to expect. For important meetings, employers may wish to email employees an agenda of items that will be covered before discussions about performance. As a federal employee, this was something I found immensely helpful. Whenever my boss wanted to speak with me, I always assumed I was in trouble until he started sending me emails with the list of topics we were going to discuss before the meeting. This tremendously assuaged my fears that I had done something wrong.
Sending an agenda beforehand can also be helpful for office-wide meetings. This is also something I appreciated during my time with the federal government. As someone who can get lost in their work due to hyperfocus, I used to get very anxious about having my workday interrupted for surprise staff meetings. Knowing what to expect during the meeting helped me better prepare for the meeting itself, and it also helped me plan for how I would transition back into my work after the meeting.
Hack 3: Encourage Other Methods of Communication
Sometimes when I’m overwhelmed or approaching a state of sensory overload, it becomes physically harder for me to speak. Using verbal language requires significantly more effort. At that point, it’s usually easier for me to communicate through written language, and over the years I have been able to overcompensate for these nonverbal periods with my strong writing skills. Unfortunately, if I am in a state where I physically cannot talk, people misunderstand this as me being rude or insubordinate. If I have an opportunity to clearly express what I need in writing when I am in a state of not being able to speak, I am usually able to clear up any misinterpretations while effectively getting my needs met.
While I appreciate that written communication is far from perfect (certain nuances that we take for granted with verbal communication like tone and context are often lost with written communication), for many autistic people it can be a very useful communication tool. Sometimes, it’s the only tool we have. Employers can set their autistic employees up for success by encouraging written or other alternative methods of communication (pictures or signing) when verbal communication is not possible.
Hack 4: Use Clear and Literal Language
Although this is something I’m pleased to see has been rapidly dwindling in corporate culture, a lot of workplaces (especially in the world of business) still rely heavily on idioms to make a point. Many popular expressions are sports-related (for example: “thank you for stepping up to the plate” or “he seriously dropped the ball”), but not always. Many autistic people express that they don’t always understand the meaning of idioms and find them confusing when they are used to make a point in the workplace.
While I don’t usually have trouble with idioms, and I have been known to use more than a few myself, it is worth noting that from time to time I’ll hear one I’ve never heard before and interpret it literally. Last week, my job coach used the expression “I’m eating my own dog food” to mean she’s taking her own advice. I had never heard the expression before, and I thought that meant she was literally eating dog food! My job coach and I had a good laugh when she finally explained the meaning of the phrase. I was pleased to find that she was not actually eating dog food, and the incident also served as a teachable moment about saying what you mean and meaning what you say.
Hack 5: Be Mindful of Non-Verbal Communication
Some autistic individuals may struggle with eye contact or even find it physically painful. To me, too much eye contact with someone I don’t know well feels a little bit like being forced to French kiss a stranger. For most of my life, I have been able to mitigate this by tricking people into thinking I’m making eye contact with them. I do this by fixing my gaze on a detail directly behind whoever I’m speaking to, and no one can tell the difference. However, this is not always something I am able to maintain. In fact, I end up overthinking whether the other person can tell if I’m maintaining proper eye contact with them.
Employers can help autistic employees feel more confident in the workplace by understanding that eye contact may be uncomfortable or even painful, and therefore not requiring it when speaking to employees. We may not recognize facial cues, or we may have poor control over our own facial expressions. Lastly, we may not always be able to use body language to readily identify other people’s emotions.
Hack 6: Recognize Our Challenges and Celebrate Our Strengths
One of the greatest blessings I had working for the federal government was a boss who educated himself on neurodiversity once I disclosed my autism and ADHD. My boss was from Nigeria where not a lot is understood about autism or neurodiversity in general. The fact that he was willing to better understand me helped me feel more comfortable advocating for myself and expressing what I needed.
When we returned to working in the office after almost two and a half years of working remotely during the pandemic, I was terrified. The prospect of adjusting to the sensory and social overwhelm associated with returning to work in an open-floor office paralyzed me. I shared my concerns with my boss, and he ensured he was the manager on duty during my first day back in the office. That way, he could help me with the practical aspects of adjusting to being back in the office such as setting up my workstation. He also encouraged me to take more frequent breaks when I became dysregulated.
My comfort in expressing my was not limited to asking for accommodations. In the spring of 2022, I shared an interest in completing a very competitive job development program. My boss believed in me and wrote me a glistening letter of recommendation. Although my boss was learning about how my autism might impact my ability to function in the workplace, he never used my autism as a reason to doubt my capacity to do my job. In fact, he regularly gave me assignments that played to my skills with written communication. Having someone who took the time to learn my strengths as well as my weaknesses is why I stayed employed with the federal government as long as I did.
Conclusion:
Autistic individuals possess ingenuity and creativity. However, they may express that ingenuity differently from their neurotypical peers. Improving communication with autistic employees doesn’t need to be complicated. Something as simple as a basic understanding of autism can be an excellent place to start. From there, recognizing the strengths and weaknesses of your autistic employees can go a long way in implementing communication strategies that will foster a more productive workplace as well as a more inclusive one.