Page 5 - PERFORM_MODULE_3_CONTENT

to adapt to traditional workplace norms, this type of environment is designed to adapt to individual
needs, recognising that success and comfort may look different from person to person.

Autism is a spectrum, and experiences vary widely. Still, many autistic people face common
challenges at work related to sensory sensitivity, communication differences, and social expectations.
Bright lights, background noise, unpredictable routines, and vague communication can all lead to

discomfort, stress, or reduced productivity. While these factors may seem minor to neurotypical
employees, they can become significant barriers to participation for autistic staff.

A truly inclusive workplace goes beyond equality—it practices equity. Equality means giving
everyone the same support. Equity means giving each person the specific support they need to succeed.

For autistic employees, this could include quiet break areas, written instructions, flexible schedules, or
predictable routines.

Key features in the practice of an autism-friendly workplace includes more focus on:

1. Sensory accommodations: The work environment should be designed to minimise sensory
overload, such as reducing background noise or providing sensory tools like noise-cancelling
headphones or fidget toys.

2. Clear communication: Communication should be clear and direct, with an emphasis on
written instructions or visual aids when possible.

3. Flexibility: Scheduling and work arrangements should be flexible to accommodate the
individual needs of employees with autism, such as allowing for breaks when needed or offering
work from home options.

4. Routine: Changes in schedules can be challenging for individuals with autism due to the
importance of routine and predictability for many individuals on the autism spectrum. Some
individuals with autism may become anxious or distressed when there are unexpected changes

to their schedule or routine and may struggle to adjust to new expectations or activities.

5. Supportive management: Managers should be trained in how to support employees with

autism, including recognising the signs of sensory overload and knowing how to provide
accommodations.

6. Inclusive culture: The workplace culture should be inclusive and accepting of neurodiversity,

with education and training provided to colleagues to help them understand and support
individuals with autism.

4 | P a g e

Project Number 2023-1-IT01-KA220-VET-000152721