Workplace accommodations for autism & AuDHD

In Work & school accommodations for autism & AuDHD, Dr. Debra Bercovici PhD explored workplace accommodations and school accommodations for autism and AuDHD—based on her experience as an AuDHD student, professor, and employee.

In this article, I will dig deeper into workplace accommodations specifically, and answer the following questions based on the research literature:

• What are the benefits of work accommodations?
• Should you request work accommodations?
• What work accommodations could you ask for?
• How likely will your workplace actually grant you these accommodations?

The need for workplace accommodations

Workplace accommodations can be critical for autistic people and those with AuDHD, because they can help to enhance quality of life and work productivity.^[1]Disclosure and workplace accommodations for people with autism: a systematic review (Lindsay et al., 2021)

As such, when you request any accommodation, I think it could be helpful not only to emphasize your needs but the fact that this will not only make you happier in your job but can help avoid both classical burnout and autistic burnout and it can improve your productivity in the workplace. So while workplaces might see accommodations as extra privileges or copouts, granting certain accommodations should actually be a win–win situation for all parties involved.

Should you request work accommodations?

While I can’t offer a conclusive answer to this question, as you will have to outweigh the benefits and potential consequences based on what your workplace is like, I can offer some information about the benefits and consequences other autistic people have experienced. Note also that requesting work accommodations for autism or AuDHD is almost inextricably linked to diagnosis disclosure; disclosing is essential for requesting and receiving workplace accommodations.^[2]Asperger’s Syndrome and the Development of a Positive Work Identity (McIntosh, 2016)

I mean, some workplaces with a more casual approach may offer accommodations simply based on needs you present; but in most cases, there will be a higher consideration of your needs if your employer understands WHY you have these needs—often corroborated by a formal diagnosis—and hence, why it’s reasonable to accommodate you based on at least a rudimentary understanding of autism/AuDHD, or on the basis of suggested accommodations as outlined by your diagnostician.

So let’s briefly look at the benefits and potential consequences of disclosing your condition/diagnosis:

Benefits of disclosing

Some benefits of disclosing an autism diagnosis include:^[3]Disclosure and workplace accommodations for people with autism: a systematic review (Lindsay et al., 2021)

• Receiving accommodations^[4]An Ecosystem Approach to Employment and Autism Spectrum Disorder (Nicholas et al., 2018)^[5]Evaluation of employment-support services for adults with autism spectrum disorder (Nicholas et al., 2018)
• Greater acceptance in the workplace^[6]An Ecosystem Approach to Employment and Autism Spectrum Disorder (Nicholas et al., 2018)^[7]Evaluation of employment-support services for adults with autism spectrum disorder (Nicholas et al., 2018)
• Increasing awareness^[8]Interviews, Disclosures, and Misperceptions: Autistic Adults’ Perspectives on Employment Related Challenges (Sarrett, 2017)
• Advocacy about autism^[9]Interviews, Disclosures, and Misperceptions: Autistic Adults’ Perspectives on Employment Related Challenges (Sarrett, 2017)
• Increasing overall company morale^[10]Employer benefits from making workplace accommodations (Solovieva, Dowler, & Walls, 2011)
• Increasing retention of employees^[11]Employer benefits from making workplace accommodations (Solovieva, Dowler, & Walls, 2011)

Different studies on both autism and other disabilities indicate that disclosing can create an atmosphere of acceptance by enhancing the employers’ understanding of their employees’ needs for accommodations, and enhanced social integration.^[12]Disclosure, accommodations and self-care at work among adolescents with disabilities (Linday, McDougall, & Sanford, 2013)^[13]Dealing with self-management of chronic illness at work: predictors for self-disclosure (Munir, Leka, & Griffiths, 2005)^[14]Employment Outcomes of University Graduates with Learning Disabilities (Madaus, 2006)

Potential consequences of disclosing

Some potential consequences of disclosing an autism diagnosis include:^[15]Disclosure and workplace accommodations for people with autism: a systematic review (Lindsay et al., 2021)

• Stigma^[16]Dark clouds or silver linings? A stigma threat perspective on the implications of an autism diagnosis for workplace well-being (Johnson & Joshi, 2016)
• Disability-related discrimination^[17]The Disability Employment Puzzle: A Field Experiment on Employer Hiring Behavior (Ameri et al., 2017)
• Social exclusion (being or feeling excluded in the workplace)^[18]Interviews, Disclosures, and Misperceptions: Autistic Adults’ Perspectives on Employment Related Challenges (Sarrett, 2017)^[19]Examining the exclusion of employees with Asperger syndrome from the workplace (Richards, 2012)
• Discomfort

Research shows that fear of experiencing negative attitudes is a common reason for non-disclosure.^[20]To conceal or disclose a disabling condition? A dilemma of employment transition (Allen & Carlson, 2003)^[21]Preparing for the World of Work: An Exploratory Study of Disabled Students’ Experiences of Work Placement (Georgiou et al., 2012)^[22]Development and preliminary evaluation of a decision aid for disclosure of mental illness to employers (Brohan et al., 2014) A lack of knowledge and experience with people who have a disability can cause discomfort, distancing, exclusionary behaviors, and discriminatory attitudes towards them.^[23]A model for developing disability confidence (Lindsay & Cancelliere, 2018)^[24]Does Volunteering With Children Affect Attitudes Toward Adults With Disabilities? A Prospective Study of Unequal Contact (Fichten, Schipper, & Cutler, 2005)

Discrimination

A study from 2017 explored potential workplace discrimination against people with disabilities including autism by sending job applications to positions where having a disability was unlikely to affect productivity, and found that applicants disclosing a disability such as autism received 26% fewer expressions of employer interest.^[25]The Disability Employment Puzzle: A Field Experiment on Employer Hiring Behavior (Ameri et al., 2017)

Stigma

A study from 2016 explored stigma associated with autism in the workplace and found that age of diagnosis, social demands, and organizational support policies affected workplace responses; and they found that autistics who were diagnosed at an earlier age had greater self-esteem and lower perceived discrimination when they disclosed their autism compared to those diagnosed at a later age.^[26]Dark clouds or silver linings? A stigma threat perspective on the implications of an autism diagnosis for workplace well-being (Johnson & Joshi, 2016)

Disclosure rates

Reported rates of disability disclosure among autistics ranged between 25% to 69%.^[27]Disclosure and workplace accommodations for people with autism: a systematic review (Lindsay et al., 2021)

• One study from 2013 found that among workers with “mild ASD” who were employed as human service workers, research support staff, or cleaning staff, 59% of them (31/52) had self-disclosed their autism to their employer.^[28]Questioning universal applicability of transformational leadership: Examining employees with autism spectrum disorder (Parr, Hunter, & Ligon, 2013)
• A study from 2017 found that:^[29]Verbal Behaviors during Employment Interviews of College Students with and without ASD (Bublitz et al., 2017)
  • 25% (4/16) of autistic college students (mean age 22.8) disclosed aspects of their disability prior to an interviewer asking them to disclose something personal
  • 69% (11/16) fully disclosed their autism to the interviewer
  • 19% (3/16) did not disclose at all

Those who didn’t disclose had concerns about being judged and experiencing stigma or discrimination.^[30]Understanding the Challenges Faced by Neurodiverse Software Engineering Employees: Towards a More Inclusive and Productive Technical Workforce (Morris, Begel, & Wiedermann, 2015)

Types of workplace accommodations

Now you understand the potential benefits and consequences of disclosing your autism—which will be part of the process of requesting accommodations—so you can make a well-informed decision about whether requesting accommodations is worth the risk, let’s have a look at the accommodations you could request in the workplace.

Job application accommodations

In the job application phase, consider asking for adjustments in the job interview. For instance, ask for an online or written format as an alternative, so employers can focus on your skills rather than your performance in an interview.^[31]Interviews, Disclosures, and Misperceptions: Autistic Adults’ Perspectives on Employment Related Challenges (Sarrett, 2017)

Basic accommodations

Common accommodation strategies in various entry-level positions include:^[32]“I Do That for Everybody”: Supervising Employees With Autism (Hagner & Cooney, 2005)

• Maintaining a consistent schedule and responsibilities
• Using organizers to structure the job
• Reducing unstructured time
• Using direct communication
• Providing reminders and assurances
• Opportunities to take breaks to manage stress^[33]Transition to work: Perspectives from the autism spectrum (Hedley et al, 2018)
• Enable coping tactics include stimming or soothing by rocking or hand-flapping^[34]‘It cuts both ways’: A relational approach to access and accommodation for autism (Davidson, 2010)

Communicational accommodations

For autistic people, some communication-based accommodations could be helpful, including:

• Avoiding subtext and figurative speech; say exactly what you mean
• Offer exact and comprehensive explanations, so the task is clear and nothing is left open to interpretation
• Use written communication, either instead of or in addition to verbal communication of tasks and responsibilities

Note that I didn’t find the accommodations above in the papers I looked at, but based on personal experience and reports from other autistic people, I know these accommodations can help a lot.

Organizational accommodations

Structure and consistency can be very important both for autistics and those with ADHD. Autistic people do best when they know what to expect, while people with ADHD do better when they don’t have to plan and can rely on consistency. As such, the following accommodations can help (some are repeated from the basic accommodations):^[35]“I Do That for Everybody”: Supervising Employees With Autism (Hagner & Cooney, 2005)

• Maintaining a consistent schedule and responsibilities
• Using organizers to structure the job
• Reducing unstructured time
• Giving plenty of notice of upcoming work tasks^[36]Transition to work: Perspectives from the autism spectrum (Hedley et al, 2018)
• Consistent meetings and/or moments that allow for extra feedback or clarification

When I was doing an MA in psychology online, I was given an accommodation for my ADHD which entailed weekly scheduled meetings with my student advisor at the same time each week—rather than having to manually schedule an appointment each week, potentially at different times. An accommodation like this could be helpful in the workplace as well, as it provides structure and consistency, and avoids having to plan things into a dynamic and ever-changing schedule.

Environmental accommodations

A study from 2018 on work within a tech company highlighted the importance of providing environmental modifications, and a study from 2010 made various suggestions to combat sensory sensitivities, including:^[37]Transition to work: Perspectives from the autism spectrum (Hedley et al, 2018)^[38]‘It cuts both ways’: A relational approach to access and accommodation for autism (Davidson, 2010)

• Avoid the use of fluorescent lights (perhaps an office or workspace with desk lamps can be provided)
• Provide the option of using dimmer lighting
• Permit the use of noise-cancelling headphones or earbuds to manage auditory stimulation
• Provide a work environment without obtrusive sounds or allow for the use of noise-cancelling headphones or earbuds
• Allow for temperature adjustments^[39]Environmental factors impacting work satisfaction and performance for adults with autism spectrum disorders (Pfeiffer et al., 2017)
• When a work uniform is required, allow for an alternative with softer fabrics to avoid sensory overwhelm by touch
• Provide a workspace without obtrusive smells such as perfumes
• Allow for redesigning or reorganizing of shared sensory ‘furniture’ (this could be as simple as offering a space without any posters on the walls or other decor that adds visual stimuli)

Bodily accommodations

This may sound like a strange category, but I think it’s worth emphasizing some of the accommodations that simply allow for bodily autonomy and deviating responses, including:^[40]‘It cuts both ways’: A relational approach to access and accommodation for autism (Davidson, 2010)

• Allow for the use of sunglasses or blue light-absorbing glasses
• Permit the use of noise-cancelling headphones or earbuds to manage auditory stimulation^[41]Transition to work: Perspectives from the autism spectrum (Hedley et al, 2018)
• Also permit to wear headphones on both ears, as the asymmetrical sensory input and sensation of an earphone with a single ear can be very obtrusive^[42]Transition to work: Perspectives from the autism spectrum (Hedley et al, 2018)
• Enable coping tactics include stimming or soothing by rocking or hand-flapping
• Tolerate and allow for more clumsy or slow body movements and responses, ‘‘unusual’’ body movements, or ‘‘unexpected’’ sensory cues
• Acknowledging, tolerating, and maybe even (cautiously) celebrating the varied ways in which things can be done, rather than insisting on a particular way
• Allow for extra bathroom breaks (irrespective of whether it’s to empty the bladder or relieve some stress through a few minutes of alone time in an isolated environment)

Other work conditions-related accommodations

One study from 2015 found that among older age groups, some autistics (mean age 41.9) in a software engineering company desired accommodations for the following:^[43]Understanding the Challenges Faced by Neurodiverse Software Engineering Employees: Towards a More Inclusive and Productive Technical Workforce (Morris, Begel, & Wiedermann, 2015)

• Business travel
• Recording meetings to help them remember work assignments
• Flexibility to work from home;
• Or to have a quiet office space rather than working in an open-plan
• Greater disability awareness and sensitivity from colleagues regarding the needs of diverse co-workers
• Supportive co-workers, which they felt was an accommodation desired for peer relationship building, mutual learning, and social skill development^[44]An Ecosystem Approach to Employment and Autism Spectrum Disorder (Nicholas et al., 2018)
• Flexible hours^[45]Employment activities and experiences of adults with high-functioning autism and Asperger’s Disorder (Baldwin, Costley, & Warren, 2014)
• A flexible schedule^[46]Environmental factors impacting work satisfaction and performance for adults with autism spectrum disorders (Pfeiffer et al., 2017)
• Exemption from customer-facing situations^[47]Employment activities and experiences of adults with high-functioning autism and Asperger’s Disorder (Baldwin, Costley, & Warren, 2014)

Educational accommodations

Some autistic may also have a need for extra training to enhance social and communication skills:

• On-the-job training & learning that addresses core employment skills such as social communication^[48]An Ecosystem Approach to Employment and Autism Spectrum Disorder (Nicholas et al., 2018)
  • Involving co-workers in the training helped to build peer relationships and social skill development
  • Such training also helped employers and co-workers to dispel some of the myths and stereotypes about autistic people, thus combatting discrimination and improving work relations
• Video modeling through iPods could aid in work tasks for young autistic adults^[49]Using Video Modeling Delivered Through iPods to Teach Vocational Tasks to Young Adults With Autism Spectrum Disorders (Kellems & Morningstar, 2012)
  • They found this form of workplace accommodation was associated with immediate and substantial gains in the percentage of work steps completed correctly
• Enhancing job-site training for autistic workers through the use of a simulation^[50]Enhancing Job-Site Training of Supported Workers With Autism: A Reemphasis on Simulation (Lattimore & Parsons, 2006)
  • This resulted in a higher level of skill acquisition than job-site-only training
• Negotiating co-worker interactions, handling customer inter-communication, and communication-oriented coping strategies^[51]Work-related communication barriers for individuals with autism: A pilot qualitative study (McKnight-Lizotte, 2018)
• One study evaluated the impact of communication stories using their personal iDevice on participants^[52]Stakeholder perceptions of the impact of individualized electronic “Communication Stories” on workplace communication (Muller et al., 2018)
  • They found that after viewing others’ stories, autistic people were able to share their personal stories and had strengthened self-esteem and relationships with their supervisors
  • In addition, the communication behaviors of workplace supervisors were improved

Rates of requesting & receiving accommodations

Requesting accommodations

• The rates of requesting accommodations ranged from 50% to 85.7% depending on the study.^[53]Understanding the Challenges Faced by Neurodiverse Software Engineering Employees: Towards a More Inclusive and Productive Technical Workforce (Morris, Begel, & Wiedermann, 2015)^[54]“I Do That for Everybody”: Supervising Employees With Autism (Hagner & Cooney, 2005)
• Based on all the studies included in a systematic review from 2017,^[55]Disclosure and workplace accommodations for people with autism: a systematic review (Lindsay et al., 2021) the lowest rate of requesting or receiving accommodations was in a software engineering company.^[56]Understanding the Challenges Faced by Neurodiverse Software Engineering Employees: Towards a More Inclusive and Productive Technical Workforce (Morris, Begel, & Wiedermann, 2015)

Receiving accommodations

• The highest rate of receiving workplace accommodations was found in various entry-level positions for young people (based on 85.7% requesting accommodations).^[57]“I Do That for Everybody”: Supervising Employees With Autism (Hagner & Cooney, 2005)
• One study from 2014 on the employment activities and experiences of autistic adults in Australia found that 72% of participants (94/130) were not receiving workplace accommodations or support across various job types^[58]Employment activities and experiences of adults with high-functioning autism and Asperger’s Disorder (Baldwin, Costley, & Warren, 2014)
• One study from 2017 discovered that the majority of autistic participants (mean age 38) who were employed did not receive any job assistance, which could have been due to the high non-disclosure rates^[59]Predictors of employment status among adults with Autism Spectrum Disorder (Ohl et al., 2017)
• Another study showed that 66% (86/130) of participants wanted to receive more autism-specific workplace supports^[60]Employment activities and experiences of adults with high-functioning autism and Asperger’s Disorder (Baldwin, Costley, & Warren, 2014)

Although I couldn’t find statistics on the number of granted vs. rejected accommodations, one pattern that emerges is that received accommodations are very low when autism isn’t disclosed and/or when accommodations are not requested. Of course that’s obvious, but I hereby want to emphasize that you only stand a chance at being properly accommodated if you advocate for your needs.

So while I do recommend taking the aforementioned potential consequences of disclosure and request for accommodations into consideration, at the same time, maybe it won’t do harm to ask for what you need to be able to do the best work you can deliver, without sacrificing your comfort and mental health.

What if requesting accommodations goes wrong?

I imagine that in most cases, you will either be granted or rejected accommodations. But it has come to my attention that in some cases, asking for accommodations could backfire; you may even lose your job if your employer deems you to be too much of a hassle! Here is what Abby shared with me through email:

When I met with my supervisor and a rep from HR and presented my requests, each request was dismissed out of hand. My supervisor stated, “I know how to supervise such a person, I have been to many DE&I meetings.” I subsequently lost my job.

The first reason I wanted to mention this is so that you can make an informed decision about whether to ask for accommodations in the first place, because it may not be risk-free. It really should be, but as stated earlier in this article, we are often discriminated against.

But the second reason I decided to update my article with this information is because you may be protected against discrimination; your employer shouldn’t be allowed to fire you simply for asking for accommodations. So if you find yourself in this situation, you probably have a basis for legal action. This is what Abby is pursuing. I asked her for more information about the process and permission to present her answer here. She writes:

I am currently suing my former employer for discrimination.I’ve been working with an excellent attorney since December 2023, so nothing happens quickly in the legal world. As for financial cost, the way these things work—at least in the states—is that the attorney works on the contingency that they receive a percentage of the damages awarded (in my attorney’s case, 30%).

Worth noting is that it would not be worth it to them if they did not think I had a good case. We began by having a preliminary meeting, for which I paid a little over $400 (so you need at least that much). I explained my situation and answered a bunch of questions for approximately 45 minutes. The attorney subsequently sent me a letter and contract outlining our agreement. It is not the intention of the firm to go to trial, as that is very lengthy and expensive. Rather, the hope is to settle this in arbitration.

I believe the primary reasons I have such a strong case is because there was no “interactive” conversation about how I might be accommodated, and because I recorded said meeting. Also, I was reprimanded in writing about my “communication style” and “bluntness.”

It should be noted that Abby is in a state where you can record without consent. If this is legal where you live, I highly recommend recording your accommodations meeting. You never know if it will come in handy! If you’re not allowed to record without consent, maybe asking for consent to record incentivizes your employer to do it by the books, and disincentivizes them from firing you. They do have the right to reject your request to record, in which case you could decide not to continue with the meeting. Either way, do look into the legality of recording without consent. It’s possible that without a legal recording of the evidence, it will be rejected in court even if it does clearly show discrimination. I’m speculating here. Maybe the best way to go about it is to record whether you need or get permission or not, and let your lawyer inform you about whether the recording is of any use to them and your case.

I have no idea what I would do in a situation like this, but it’s good to know all this information beforehand. I’m glad and impressed with Abby for having the foresight to record her meeting, so she now has a strong case against her former employer.

Conclusion

I hope this has been helpful. Some of these accommodations are more feasible than others; especially the educational accommodations are entirely up to how much the employer is able to provide to improve work relationships in general, rather than low-effort accommodations.

But with other accommodations, more may be possible than you think; especially if you can convey the benefits of the accommodations to your employer—in terms of personal health and wellbeing, productivity, and work relationships.

If you’re going to request accommodations at work or you already have, I’m very curious which accommodations you requested, and whether your employer granted them. Did you find it difficult to ask for accommodations? And did you experience any repercussions?

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