NEW YORK (AP) — Prior to receiving her autism diagnosis, Megan Pilatzke couldn’t understand why she returned home from work feeling completely exhausted every day.
Throughout her workdays, she struggled to figure out the right moments to contribute to discussions or when to remain quiet during meetings. She would mentally review workplace conversations afterward, concerned she had misinterpreted something or responded inappropriately. Loud workplace settings caused her distress. She observed colleagues advancing in their careers while she remained in the same position.
“I would come home burnt-out, anxious,” Pilatzke said of her days working as an insurance claim specialist. “That just kept going, week after week, day after day.”
Following her diagnosis, her workplace struggles with communication, noise sensitivity and other challenges finally made sense, she explained.
Today, the 36-year-old dedicates her career to educating employers about creating more supportive work environments for individuals with autism. She serves as an inclusion specialist with Specialisterne Canada, a nonprofit organization that assists companies in better supporting neurodivergent employees.
She has also changed her perspective on characteristics commonly linked to autism, now recognizing her capacity for intense concentration and providing straightforward, honest feedback as valuable assets.
Here are several strategies to make meetings and workplace practices more accessible for people with autism, based on insights from autistic adults and neurodiversity professionals.
Autism spectrum disorder affects approximately 1 in 45 adults across the United States, according to data from Autism Speaks, a nonprofit that supports individuals with autism and their families through research funding, resource provision and advocacy efforts.
The condition manifests differently in each person but can create difficulties with social interactions, verbal and nonverbal communication. Typical traits may include repetitive behaviors and heightened sensitivity to sounds.
“Start by learning about different communication styles and being open-minded,” Subodh Garg, who appeared in the first season of the Netflix reality TV show “Love on the Spectrum,” said. “Inclusion begins with giving people a chance and making space for diverse ways of thinking and working. Employers can start with small intentional steps.”
Garg works part-time at a Southern California deli, where he handles invoices and restocks pastries. He also is studying to earn a bachelors degree and is a “champion of change” advocate at Autism Speaks.
Companies may hold misconceptions about autism, when “the reality is, it is a massive spectrum,” said Rita Ramakrishnan, who is autistic and founded a consulting company that provides leadership coaching for neurodivergent executives. “There’s a community of people with much higher support needs, and then there are folks who are twice exceptional or otherwise extraordinarily high functioning. Their support needs are not as high, and their production capabilities are different. But they’re all valid autistic experiences.”
Companies should involve autistic staff members when developing policies aimed at creating more inclusive workplaces, Ramakrishnan emphasized.
“No one’s expecting you to be an expert in this, but we are expecting a level of curiosity, not judgment, and we would love the ability to have a conversation around our needs,” she said. “It doesn’t mean you have to accommodate all of them or redesign for all of them, but at least listening is the first step.”
Direct, in-person communication can present challenges for some autistic individuals, making virtual meeting participation or written communication valuable alternatives, according to specialists.
“Changing the expectations for social engagement during a meeting is really important,” Ramakrishnan said. “In a neurotypical normative situation, things like eye contact are highly prized. I trust someone who makes eye contact with me. But for an autistic person, that is a scary thing.”
Allowing participants to turn off their cameras during virtual meetings provides helpful accommodation since autistic individuals often experience pressure to “mask” their authentic behaviors by copying the facial expressions of neurotypical coworkers, Pilatzke explained.
“Things like that can actually cause a lot of anxiety for individuals that are neurodivergent,” she said. “So having that pressure removed can be helpful.”
Some autistic people concentrate better during virtual or face-to-face meetings while doodling or moving around, said Natalie Longmire, a professor of organizational behavior at Tulane University’s Freeman School of Business. Supervisors can explicitly communicate that these behaviors are acceptable, she noted.
Workers can also request and normalize these accommodations by explaining something like, “Hey if I get up and walk around, I’m doing that so I can be more engaged in what you’re saying,” Longmire suggested.
Keith Wargo, president & CEO of Autism Speaks, said that before holding meetings, his organization sends out agendas broken into five-minute chunks. “Having that kind of structure, it’s good practice for everyone,” he said.
Permitting written contributions before and after meetings — rather than only valuing verbal participation during scheduled time — helps organizations benefit from autistic employees’ insights, Ramakrishnan noted.
“Be explicit about, for each agenda item, is this a discussion? Is this a brainstorm? Are we making a decision here?” Ramakrishnan added. “That gives an autistic person the chance to prepare what they need to.”
“These are the folks that are going to come up with the ideas that nobody else thinks about,” she added.
Offer various ways for people to engage in meetings, including chat features where attendees can type their thoughts, said Abigayle Jayroe, senior vice president for strategic operations at NEXT for Autism. “There may be people who just don’t feel comfortable speaking,” Jayroe said. Activating captions can assist people who prefer processing information through reading, she added.
Making noise-canceling headphones and written communication standard practice can provide relief, specialists recommend. To minimize sensory overload, an autistic meeting participant might say, “I might ask a question over chat instead of raising my hand because it’s easier for me,” Longmire suggested.
Garg, who received his autism diagnosis at age 3, was initially non-verbal but developed communication and social connection skills over time.
“One of the biggest challenges has been interviews because they focus a lot on social skills instead of the actual work,” he said. “Sometimes people misunderstand my communication style or underestimate what I can do. Even small things like clear instructions or written feedback really help me do my best.”
A common workplace challenge for autistic individuals involves having their direct communication style misunderstood as insensitivity, Ramakrishnan observed. Coworkers can clarify whether straightforward communication is appropriate or if they prefer softer language, she suggested.
From Pilatzke’s perspective, many autistic people have a strong moral compass and feel compelled to address perceived unfairness. “I describe myself as a blunt person. I’m very honest. I’m going to say what I think,” she added.
Companies can harness employees’ directness by fostering a culture where universal agreement isn’t expected. Consider appointing a designated contrarian or devil’s advocate during brainstorming sessions, Jayroe recommended.
“The best ideas are built off of poking holes in what everyone agrees on. So it lays the groundwork longer term for a company to have their employees feel comfortable raising red flags or building on ideas,” she said.
