This article has been written from the viewpoint of an autistic person with 25 years’ experience working in a wide range of corporate environments. My experience provides me lived-experience of the challenges of having autism at work and autistic strengths and how they can be harnessed and employed in the workplace.

Every individual is different. Every autistic person is different. Not all autistic people will identify with having the same strengths and challenges. And non-autistic people will have unique strengths and challenges. This is not an exhaustive list or a checklist for recruiting managers to use when seeking to fill specific skills gaps in their team. However, it is recognised that these strengths and abilities are often present in autistic individuals.

Autistic strengths and attributes

Listed in no particular order:

1. Attention to detail

This is a strength that can be employed in many ways at work. Working in legal, finance and compliance roles require this attribute since the consequences can be An attention to detail can also be desirable in customer-facing communications, such as copywriting, proof-reading and for artworkers, since a company may be perceived as less trusted if there are mistakes in materials.

2. Pattern recognition

Autistic minds can be very adept at analysing datasets to identify patterns or anomalies.

Away from work, identifying patterns in data can often be a source of enjoyment and relaxation. Hobbies such as puzzles, gaming, chess, music, knitting and other crafts provide engagement and conditions to practice pattern recognition.

3. Memory and information recall

An excellent mind for remembering facts is often reported among autistic individuals. This can relate to any subject matter. Autistic people often have a desire to become a subject-matter expert and to learn and know ‘everything’ there is to know within a chosen field of study or personal hobby or interest.

4. Problem-solving abilities

By definition, neurodiversity recognises that there is a difference in how our brains processes and responds to information. Accept that employees with different neurotypes may approach problems with different perspectives. Provide guidance if it is needed, in terms of timings and required outcomes. But do allow all minds to work in whatever way they need to when tackling challenges. Don’t be too prescriptive in terms of the journey, providing the destination is reached on time.

Some autistic individuals can face challenges with timings, so there may be benefit in scheduling regular catch-ups to check-in on progress. However, some of us have reliability and trust high among our personal values so will never miss a deadline!

5. Understanding complex information

Possible being related to having excellent attention to detail, some autistic people will focus more quickly in on the details and inter-connections within complex information. The mind can make connections quicker and bring about greater understanding more quickly than some neurotypical minds.

A study in 2024 found that there are significantly higher autism traits among board gamers than what we would typically find in the general population.¹ Board games with specific and detailed instructions provide an overlap of understanding complex information, memory and problem solving. Autistic employees enjoy using these strengths and seek activities to further improve strengths outside of work!

6. Creative thinking

Understanding and processing information in a different way can then result in more creative and innovative responses to a brief or to an engineering challenge.

Personal values

Autistic people often place high importance on personal values such as reliability, honesty, loyalty, trust and a strong sense of ‘right and wrong’. While most people would agree to having these values, they can over index on a more regular frequency.

One of the challenges for an autistic employee is to ensure is to ensure that feedback and contributions are ‘toned down’ where appropriate to avoid offending other in the workplace. As someone who identifies as being autistic, I welcome the opportunity for there to be greater transparency and honesty in any workplace, but I think we can agree that is not the reality….

Supporting neurodivergent colleagues

It is currently estimated that 15-20% of the population have a neurodivergent condition. Consider your own team or office. If it is representative of the population then around 1 in 7 of your employees are neurodivergent.

You may consider this to be higher than your company. This can be for a number of reasons.

• A 2024 survey of 790 neurodivergent employees tells us that 31% of those surveyed have not disclosed their neurodivergent condition to their line manage or HR manager. Neurodiversity training for your organisation generates greater awareness and understanding, and can provide a safe environment for employees to feel that they can disclose without feel of negative judgement.²
• There may be employees who are unsure whether they have a condition or are on a waiting list for diagnosis. Or may recognise traits in themselves but are unaware that they have a condition. Greater understanding and acceptance of neurodivergent conditions in the workplace can give the autistic employee confidence to disclose.
• Recruitment process practices may unintentionally disadvantage neurodivergent individuals. Some neurodivergent candidates may perform better throughout the recruitment process with reasonable adjustments to the process. Consider the role you are recruiting for and whether the selection process is a fair reflection of the strengths and attributes you are seeking.
• Workplace systems, processes and expectations are designed for the 80-85% of the population who are neurotypical. A neuroinclusive by design workplace can reduce the staff turnover of neurodivergent employees. Easy-to-implement and low-cost/free adjustments which support neurodivergent colleagues can often benefit all employees. Take time to listen to how you can help your employees to do their job. Don’t assume that free fruit and coffee is always the answer.

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SOURCES:

1. The British Psychological Society. https://www.bps.org.uk/psychologist/eyes-board-not-you
2. Thompson, E. and Miller, J. (2024) Neuroinclusion at work. Survey report. London: Chartered Institute of Personnel and Development. https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2024-pdfs/2024-neuroinclusion-at-work-report-8545.pdf