60% of Employers are Worried About Getting Autism Support Wrong Study Finds.

The Department of Workplace and Pensions (DWP) recently unveiled a government-backed review in late February, presenting a comprehensive vision for fostering cultural shifts within workplaces nationwide to facilitate the integration and retention of individuals with autism in employment. Outlined within are 19 recommendations aimed at empowering autistic individuals to thrive in the workforce. This eagerly anticipated review addresses a longstanding need recognised by both neurodiverse individuals and organisations throughout the UK.

Despite the expressed desire of many individuals with autism to participate in the workforce, statistics reveal a concerning reality: fewer than three in ten are currently employed. This discrepancy is primarily attributed to a pervasive lack of understanding regarding their needs and the associated stigma. Recent research underscores the prevalence of apprehension among neurodivergent employees, with a significant majority expressing concerns about discrimination from both management and colleagues. Moreover, many organisations struggle to accommodate their neurodiverse workforce due to insufficient managerial knowledge and a lack of disclosure from affected staff.

The main problem lies in a dual challenge: employees hesitating to disclose their neurodiversity to their employers, and employers feeling ill-equipped to support them without such disclosure. This highlights the pressing need for organisations to enhance their efforts in supporting neurodiverse employees. Recent data reflects a marked uptick in efforts to enhance understanding of autism among employers, as evidenced by a significant increase in enrolments in courses dedicated to this topic. However, the findings of the government review underscore the ongoing imperative for further action.

The review’s focus on current neurodiverse employees and their experiences in the workplace is particularly significant. Alarmingly, a substantial proportion of these individuals report feeling unsupported, with a notable percentage of employers harbouring misconceptions about their sustainability for the workplace. Integral to fostering an inclusive work environment is affording neurodiverse individuals the agency to voluntarily disclose their condition to their employers. Additionally, there is a clear need for employers to seek out training and guidance to better support autistic employees. Addressing environmental factors that may pose challenges to neurodiverse individuals, such as sensory discomfort, is also paramount. Efforts to create inclusive workplaces must extend to considering the needs of all employees and actively engaging with neurodiverse individuals to tailor the work environment accordingly.

What Can You Implement for Autism Support in the Workplace?

By providing necessary accommodations for autism support, employers can unlock the unique talents and contributions of autistic employees, leading to increased productivity, creativity, and job satisfaction.

Here are some examples:

Education and Training

Providing regular training sessions on autism awareness and understanding ensures that all employees have the knowledge and tools to create an inclusive environment.


Making reasonable adjustments for autism support, such as offering flexible work hours or modifying the workspace, helps accommodate the unique needs of autistic employees and allows them to perform at their best.

Open Communication

Fostering a culture of open communication encourages autistic employees to disclose their condition and discuss any necessary accommodations without fear of stigma or discrimination.

Mentorship and Support Networks

Establishing mentorship programs and support networks provides autistic employees with valuable guidance and support from peers and mentors who understand their experiences.

Sensory Considerations

Taking sensory sensitivities into account when designing the workplace environment, such as providing quiet areas or adjusting lighting, helps create a more comfortable and conductive workspace for autistic individuals.

Career Development

Offering tailored professional development opportunities allows autistic employees to develop their skills and advance their careers based on their strengths and abilities.


Ensuring that workplace policies, procedures, and communication methods are accessible and easy to understand promotes inclusivity and ensures that all employees, including those with autism, can fully participate and engage.

Continuous Learning

Regularly reviewing and updating autism support initiatives base on feedback and advancements in understanding neurodiversity demonstrates a commitment to ongoing improvement and inclusivity in the workplace.

Challenges Faced by Autistic Employees in the Workplace

Social Interaction and Communication Difficulties

Autistic individuals often encounter challenges related to social interaction and communication in the workplace. Studies suggest that approximately 40-50% of individuals diagnosed with autism spectrum disorder (ASD) have significant challenges in social communication. This may include difficulty understanding social cues, navigating office politics, and engaging in small talk. As a result, they may feel isolated or misunderstood by their colleagues. Employers can help by promoting clear communication practices, providing social skills training, and fostering an inclusive work culture where differences are respected and accommodated.

Sensory Sensitivities and Overstimulation

Many autistic experiences heightened sensory sensitives, making them more susceptible to sensory overload in busy or chaotic work environments. Studies indicate that approximately 70-90% of individuals with autism experience heightened sensory sensitivities. Bright lights, loud noises, and crowded spaces can be overwhelming and distracting, impacting their ability to focus and perform tasks effectively. Additionally, research suggests that up to 60% of autistic individuals experience sensory overload or overstimulation, leading to feelings of discomfort, anxiety, and difficulty concentrating.

To address this challenge, employers can create sensory-friendly workspaces by offering noise-cancelling headphones, providing adjustable lighting options, and implementing flexible seating arrangements. Additionally, scheduling regular breaks and allowing remote work options can help mitigate sensory overload and support wellbeing.

Routine Disruptions and Change Management

Autistic individuals often thrive on routine and predictability, making sudden changes or unexpected disruptions particularly challenging to navigate. Research suggests that approximately 60-70% of individuals with autism exhibit strong preferences for routines and may become distressed or anxious in response to changes or disruptions. Moreover, studies indicate that up to 40-50% of autistic individuals have difficulties adapting to changes in routines or unexpected events, leading to increased stress and behavioural challenges.

Changes in work schedules, project deadlines, or office procedures can cause anxiety and stress, leading to decreased productivity and morale. Employers can support autistic employees by providing advanced notice of changes whenever possible, offering clear explanations and guidance during transitions, and implementing structured routines and schedules. Additionally, fostering a culture of flexibility and understanding can help autistic employees feel more secure and empowered to adapt to change.

How Can Wellity Support You?

Here at Wellity, we offer a range of sessions for autism support.

Opening Eyes – Not All Disabilities Are Visible

Whilst some disabilities are visible, some are not immediately obvious. This session allows attendees to see through the eyes of others and reduce our unconscious bias. It will explore different types of invisible disabilities, recognise the bias and how to better support our colleagues in and out of the workplace.


  • Understand the concept of invisible disabilities and the challenges faced by individuals with them.
  • Raise awareness of the common misconceptions and stereotypes related to invisible disabilities.
  • Develop strategies to create an inclusive and supportive environment for people with invisible disabilities.
  • Promote empathy, understanding, and accommodation.

Diverse Minds Matter: A Mental Health and DE&I Workshop

This workshop designed exclusively for Mental Health First Aiders/ Advocates, offers an exploration of the intersectionality between mental health and diversity. Key topics include distinguishing between equity and equality, recognising unconscious biases that affect support, and implementing strategies to mitigate these biases in the workplace. Participants will also delve into the role of allyship in creating a supportive and inclusive environment.

Part 1:

  • Delve into the multifaceted dimensions of diversity.
  • Explore key terms, understanding the crucial difference between equity and equality in the context of mental health and wellbeing.
  • Appreciate the role of Diversity, Equity, and Inclusion in addressing mental health challenges.
  • Understand the significance of personal factors such as support networks, socioeconomic backgrounds and living situations.
  • Foster a deeper understanding of the diverse contexts and scenes in individuals’ lives. 

Part 2:

  • Understand the impact of unconscious biases on mental health and support.
  • Explore strategies for recognising and mitigating unconscious biases in the workplace.
  • Understand the role of allyship in creating an inclusive and supportive workplace.
  • Adjust support strategies to adopt a respectful and non-judgemental approach.
  • Cultivate skills to actively contribute to equitable and supportive workplace cultures.

For further information, contact us at hello@wellityglobal.com.

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