5 things autistic employees want you to know about at-work communication.

Late last week, autistic attorney and author Haley Moss posed this question on Twitter: "If you can give professionals (bonus points if we're talking lawyers) one piece of advice for working/communicating with #ActuallyAutistic folks, what would it be?"

The entire thread is full of great information and is worth checking out, but here are some highlights from the discussion:

1. Be truthful and direct. 

"Expect clients to be truthful and direct. Don't 'read between the lines.' Give them time to answer questions fully which may include repetition. Don't expect them to be 'economical with the truth' in court." - @autistamatic

2. Provide explicit instruction. 

"Specific communication. Don’t say, “There’s papers that need filing sometime today,” in passing. It sounds like you pointed the papers out, not a request. Say '(Name), can you file these papers by noon?' That sounds like a request." - @BeAffirmed

3. Establish clear expectations. 

"Make sure if you invite us to meetings, please include an agenda with clear objectives. This should be far enough in advance that we can mentally prepare for the meeting and what our contributions to it might be. Bonus points if you share notes with us afterwards." - @Magnus919

4. Ask for communication preferences. 

"Each autistic person varies. Ask them how you can accommodate them when reasonable. In general, look for autistic viewpoints, not neurotypicals talking about us. We're not less than, we just operate in a world designed for other's brains." - @kreimnat

5. Be respectful. 

"Remember that you already have autistic classmates and colleagues. (No really, you do.) Treat an autistic adult with the respect you would give a classmate or colleague." - @lowinchen

85% of individuals on the autism spectrum are underemployed or unemployed, but the work does not stop after the job offer has been accepted. 

When developing accommodation and inclusion protocol in the classroom, work environment, or beyond, I cannot understate the importance of sourcing neurodivergent perspectives in the conversation. An open, ongoing dialogue must be established to ensure neurodivergent talent feel comfortable, valued, and safe to express their needs and preferred communication styles.

Invite your students or employees who are on the autism spectrum to share their experiences, stories, etc. Listen to what they have to say about what can be done to make a more conducive learning or work environment and make the appropriate accommodations. As Nat reminds us, "We're not less than, we just operate in a world designed for others' brains."