Navigating the workplace

Deciding whether or not to disclose your autism at work is a personal choice.

There’s no one-size-fits-all answer, but understanding your rights and the potential pros and cons can help you make an informed decision. 

Your legal rights

You’re not legally required to tell your employer that you’re autistic. This is your personal information, and it's protected under state and federal laws. Your employer can’t share it without your permission, ensuring your privacy is maintained. This applies to all disabilities, not just autism. However, if you disclose your diagnosis, your employer is legally obligated to provide reasonable workplace accommodations. 

Autistic employees, like all employees, have the right to a workplace free from bullying, harassment, and discrimination. Australian laws protect individuals with disabilities from such negative behaviours, ensuring everyone can work in a safe and respectful environment.

If you encounter bullying, harassment, or discrimination, it is important to report it. You can start by speaking to your supervisor or HR manager. The Australian Human Rights Commission and the Fair Work Commission Ombudsman offer resources and support to help you address these issues. They provide fact sheets and online courses to help you navigate difficult conversations and take appropriate actions if your rights are not respected.

Why you might choose to disclose

There are several good reasons why you might decide to let your workplace know about your autism:

Improved understanding

Sharing your diagnosis can help your colleagues and managers understand you better. When people know you're autistic, they might be more empathetic and supportive, reducing misunderstandings and creating a more inclusive work environment.

Access to adjustments

One of the main reasons to disclose is to obtain the necessary workplace adjustments. These could include a quieter workspace, flexible working hours, or other accommodations that help you perform your job effectively.

Reducing the pressure to mask

Many autistic individuals feel the need to hide or mask their traits, which can be exhausting. By being open about your autism, you can reduce this pressure and be more authentic at work.

Educating others

Your disclosure can also serve as an educational opportunity. Many people don’t know enough about autism, so sharing your experience can help them understand it better, fostering a more supportive environment.

Why you might not want to disclose

On the other hand, there are also valid reasons for keeping your diagnosis private:

Fear of discrimination

Unfortunately, prejudice and misconceptions about autism still exist. You might worry that your colleagues or managers could treat you differently if they know about your diagnosis.

No need for adjustments

If you don’t require any specific adjustments to do your job well, you might see no practical reason to disclose your autism.

Irrelevance to job performance

You might feel that your autism doesn’t impact your job performance or behaviour in a way that necessitates disclosure. If it’s not relevant, you might prefer to keep it private.

Personal preference

Sometimes, it’s just a matter of personal preference. You might simply prefer to keep your diagnosis to yourself.

Making the decision

Deciding whether to disclose your autism diagnosis is ultimately up to you. To help make this decision, start by weighing the pros and cons, making a list of potential benefits and drawbacks to see the bigger picture more clearly. If you’re job hunting, research potential employers’ values and inclusivity policies, as organisations that are progressive and supportive of neurodiversity might be more understanding if you choose to disclose. Also, consider your specific needs—if you require particular adjustments or accommodations at work, disclosing your diagnosis could make it easier to obtain the support you need.

How to disclose your autism diagnosis

If you decide to go ahead and disclose your autism, here are some tips on how to approach the conversation:

Prepare what you want to say

Think about what you want to communicate and what you hope to achieve. Do you need specific adjustments, or do you just want your colleagues to be more aware?

Use educational resources

Consider providing some resources to help your colleagues understand autism better. This could be a short film or some informative articles. Autism: What Next? is a great resource for people who are new to autism. 

Be specific about your needs

If you need specific adjustments, be clear and precise about what they are. For example, you might need a later start time or to attend meetings virtually rather than in person. 

Discuss communication preferences

Autism can affect communication, so it might be helpful to discuss your preferences. For example, you might prefer written communication over verbal.

Highlight your strengths

Remember to highlight your strengths and how they contribute to your role. This can help frame the conversation positively.

Asking for accommodations and support 

With the right accommodations, you can excel in your job and feel more comfortable and supported. So, how do you go about asking for adjustments and support in the workplace?.

Do your research

Before approaching your employer about accommodations, it's important to research what types of accommodations might help you. Here are some common accommodations that can make a significant difference for neurodivergent workers:

• Noise-cancelling headphones or quiet workspace: If you find noise distracting, noise-cancelling headphones or a quiet area can help you focus better.
• Flexible scheduling or remote work options: Flexibility in your schedule or the ability to work from home can reduce stress and improve productivity.
• Written instructions or visual aids: Clear, written instructions or visual aids can help you understand tasks better.
• Sensory accommodations: Changes like a more comfortable chair, special lighting, or wearing sunglasses indoors can make your workspace more comfortable.
• Extra time or breaks: Additional time for tasks or extra breaks can help manage more challenging tasks.

Request a meeting with HR or your manager

When you're ready to ask for accommodations, schedule a meeting with your HR representative or manager. Be clear about your needs by explaining what accommodations you require and how they will help you perform your job better. If necessary, provide any supporting documentation or medical records, but remember you don’t have to disclose your specific diagnosis if you're uncomfortable. Focus on your job performance by emphasising how these accommodations will enable you to do your job more effectively. 

It helps to plan your key talking points by writing down your requests and how they’ll benefit you at work, ensuring you prioritise your wellbeing and productivity. It’s perfectly fine to use a script, reading from notes you prepared earlier, and if you're worried about having the conversation in person, consider sending your points in an email instead. Share what you’re comfortable with—you don’t have to explain autism to your manager or how it impacts you unless you want to. Communicate in a way that works for you, remembering you’re within your rights to make these reasonable requests, and any worthwhile employer will want to support you.

Be open to negotiation

Your employer may not be able to provide every accommodation you request exactly as you envision. They might suggest alternatives that could work just as well. Be open to negotiation and willing to find a solution that meets your needs and is feasible for the company.

Follow up and communicate

Once accommodations are agreed upon, follow up with your employer to ensure they are implemented effectively. If you encounter any issues or need additional support, communicate openly and promptly with your supervisor or HR representative.

Common concerns about asking for accommodations

Feeling nervous about asking for accommodations is completely understandable, especially if it's your first time doing so. Here are some common concerns and how to address them:

Worrying about how your request will be received

You might worry about how your request will be received by your employer or fear it could impact your job security or opportunities for advancement. Remember, asking for accommodations is your legal right, and your employer must work with you to provide reasonable adjustments.

Disclosure and privacy

Disclosing a disability or neurodivergent condition is a personal decision, and you have the right to privacy. You don’t have to go into detail about your condition if you don’t want to. Focus on discussing the accommodations you need to perform your job well.

Feeling nervous

Feeling nervous is normal. Practising what you want to say beforehand can help. Focus on the benefits that accommodations will bring to your work performance and overall well-being. By advocating for yourself and requesting accommodations, you're taking an important step towards creating a more inclusive and supportive workplace.

Asking for accommodations in the workplace is not a sign of weakness or inability. It’s a proactive step towards ensuring you have the resources you need to succeed in your job. By advocating for yourself and being clear about your needs, you can create a more supportive and productive work environment for yourself and your colleagues.