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Research shows that neurodiversity in the workplace enhances creativity, innovation, productivity, and increased retention rates. To achieve this, it’s equally important to create an inclusive and supportive environment for autistic employees.

These are a few questions managers need to ask when employing individuals with autism:

Communication Preferences for Autistic Employees:

In today’s workplace, understanding and accommodating the unique needs of autistic employees is more important than ever.
Check out our blog to learn more about improving communication with autistic employees. Adapting communication methods preferred by autistic employees will ensure that every team member feels valued and understood.
To improve communication, managers should know:

  • What’s autistic employees’ preferred method for receiving instructions?
  • How do autistic employees prefer to receive feedback: written, verbal, one-on-one, or in a group setting?
  • What’s their preferred way to be contacted? Any specific considerations managers or peers need to be aware of (e.g., Is it OK if I call you unexpectedly? Would you prefer to avoid instant messaging?)


To enhance engagement for neurodiverse employees, here are some tailored questions to understand the needs of autistic employees and to make meetings more inclusive:

  • Do they prefer virtual or in-person meetings? Understanding the preferred meeting format is essential for neurodiverse employees who may have different comfort levels with virtual versus in-person interactions.
  • Do they prefer to have their camera on or off during virtual meetings, and what are their preferences for others on the call? Some neurodiverse employees feel more at ease with their cameras off, reducing the pressure of being on display.
  • Do they prefer to add their contributions to meetings verbally in online meetings or via online messages? Offering multiple ways for participation ensures that autistic employees can contribute effectively in a way that suits them best.
  • Do they prefer face-to-face or virtual one-to-one? Would walking meetings be useful for them?

Work Environment:

Creating an inclusive space plays a crucial role in the productivity of autistic employees.

  • Employees need to understand the specific requirements and needs of autistic employees and provide a space that enhances their ability to focus, concentrate, and perform effectively.
  • Asking these questions can help to provide autistic employees with the accommodation required to maximize their performance:
  • Is there anything about the workspace that helps autistic employees focus or makes it challenging for them to work effectively?
  • For example, a quiet, isolated area with minimal distraction, or prefer an open space where they can easily interact with colleagues.
  • Identifying these factors, employers can make necessary adjustments, such as providing noise-canceling headphones, arranging for quieter work areas, or flexible seating arrangements to create a more conducive work environment.
  • Do they have any sensory sensitivities the employer should be aware of? (e.g., noise such as background noise, office machinery, or even HVAC systems, lighting such as fluorescent lights, temperature)

Task Management:

Autistic employees have unique approaches when it comes to organizing and prioritizing their work. By understanding their preferences and offering them tailored support, managers can significantly enhance autistic employees’ efficiency and well-being. These questions can help navigate the preferences:

  • What strategies or tools do autistic employees find most helpful for organizing and prioritizing their work? Digital tools to keep track of tasks and deadlines. Techniques such as Pomodoro techniques.
  • Is there anything employers could do to enhance autistic employees’ productivity and support their task management? (e.g., breaking tasks into chunks, giving one task at a time, allocating time with you for each task, checking in regularly)

Collaboration & Work Relationships:

Autistic employees have unique needs and preferences when it comes to collaboration and building relationships. Addressing these aspects can help promote inclusivity and enhance productivity:

  • Are there ways employers can support autistic employees’ collaborative efforts, such as by providing additional context or clear guidelines?
  • Are autistic employees comfortable with social gatherings? If not, is there anything that the employer can do to support them?
  • How do autistic employees prefer to build working relationships?

Feedback & Recognition:

Feedback and recognition are essential for employee development and motivation, and the same is true for autistic employees. Personalized approaches can make a significant difference in how feedback is received and how recognition resonates with neurodiverse employees. Managers can tailor their approach:

  • What type of recognition resonates with autistic employees? (e.g., public acknowledgment, private feedback, tangible rewards)
  • How do autistic employees prefer to receive constructive feedback to ensure it is helpful and motivating?

Professional Development:

Neurodiverse talent can be nurtured through customized learning:

  • Are there specific learning or training formats that suit your learning style best? Autistic individuals have distinct learning styles that help them absorb and retain information. It could be experiential learning environments, visual learning methods, or auditory learners.
  • How can we support your professional growth and development effectively? Neurodiverse employees require a proactive and collaborative approach to their professional growth and development. These strategies are worth considering:
    • Personalized development plans
    • Variety of learning formats and delivery methods to accommodate different learning styles and preferences
    • Accessible resources (alternative formats) such as written transcripts or captioned videos for individuals with sensory sensitivities


Self-care is very important for maintaining mental health and physical health, especially for autistic individuals:

  • What self-care practices contribute to your well-being, and how can we help facilitate them? Employers can offer mindfulness yoga classes, and mental health resources to support the well-being of autistic employees in the workplace. An ergonomically designed workstation can prevent strain and can enhance comfort.
  • Are there any specific stressors employers should be mindful of to support your overall health? Mindfulness of stressors can significantly improve the work experience for autistic employees. Here are some areas to explore:
    • Ensuring that workloads are manageable and properly defined and providing if required
    • Clear and concise communication to avoid misunderstandings to reduce anxiety
    • For a more comfortable work atmosphere, establish a routine and minimize unexpected or sudden changes

General Support:

In general, is there anything an employer can do to support autistic employees to thrive in the workplace?

An open dialogue is very crucial for fostering an inclusive workplace. Supportive measures could be:

  • Regular one-on-one meetings to discuss any concerns and support needs
  • Mentors and peer support networks can provide additional support and guidance required to thrive in the workplace and a sense of community


Promoting neuro-inclusivity is an ongoing journey that starts with open and respectful conversations. It’s about understanding the diverse needs and preferences of each team member and making an effort to accommodate them.

It may not be possible to meet every single need all the time, but can we create a safe culture where people know they are respected, valued, and accommodated where possible?

Here’s to building workplaces that truly work for everyone!


How to Manage Autistic Employees:

  • Managing autistic employees involves understanding their unique needs and strengths.
  • Provide clear and detailed instructions, offer written communication when possible, and create a structured and predictable work environment.
  • Regularly check in with them to address any concerns and make necessary accommodations, such as providing noise-canceling headphones or adjusting their workspace to minimize distractions.

How to Support Autistic Employees:

  • Supporting autistic employees starts with fostering an inclusive workplace culture. Ensure open lines of communication and ask about their preferred methods for receiving feedback and instructions.
  • Offer flexibility in work arrangements, such as remote work options or quiet workspaces. Provide training for all staff on neurodiversity to promote understanding and inclusion.

How to Help Autistic Employees:

  • Helping autistic employees involves recognizing and accommodating their individual needs.
  • Encourage the use of tools and strategies that aid in task management and organization, like digital planners or task breakdown techniques.
  • Offer regular, constructive feedback and recognize their achievements in a way that resonates with them, whether privately or publicly.
  • Promote their professional development through tailored training and learning opportunities that suit their learning styles.