Dear Danielle Wise

Low-support/high-masking autistic workers can be supported through workplace accommodations that reduce sensory and social stressors while allowing them to leverage their strengths. Flexible work arrangements, such as remote work or adjusted hours, can help minimize sensory overload and social exhaustion. Clear, written communication and structured task expectations can reduce ambiguity, while noise-canceling headphones or quiet workspaces can alleviate sensory discomfort. Employers should also foster an inclusive culture where neurodivergent employees feel safe to disclose their needs without fear of stigma. Regular check-ins with managers—focused on workload and well-being rather than performance—can help identify burnout risks early.

Additionally, mentorship programs and peer support networks can provide autistic workers with guidance and a sense of community. Training for managers and colleagues on neurodiversity can promote understanding and reduce the pressure to mask. Employers should also consider task autonomy, allowing workers to approach projects in ways that align with their cognitive styles. Finally, access to mental health resources, such as therapy or coaching tailored to autistic adults, can help workers manage stress and build sustainable coping strategies. By addressing both environmental and social factors, workplaces can help autistic employees thrive long term.

I hope this helps.

Thank you!

The word you're looking for is high-masking. I am a high-masking neurodivergent adult who buries my problems until I literally spin while no one's watching because I have so much to do and my brain wants to do it all at once, and then nothing gets done. We outwardly do not like the idea of supports, but need them. Honestly, we need mentors that aren't just looking out for the organization's best interest- I've been denied accommodations twice. HR are not psychologists and that's not who we should be interacting with- neither should we be waiting until an HR-worthy issue arises.

Body-doubling while quietly working is also helpful, so I recommend flexible office space, where we can choose to be with or without others. Somehow it helps to streamlines our thoughts and keep us on task.

We want to help, and we are very forward thinking. If something is not working and we can do better, we want the whole school to do something new. Organizations move slowly, and change is not embraced. It's disheartening. That mentor also needs to be honest enough to say that. That is often what kills us slowly from the inside and makes us leave, or stay and rot from the inside. It takes a lot of strength to change the routine, and going to work is the routine, even when we feel unappreciated.

A good training on microaggressions for all can also be useful. NDs with Rejection Sensitive Dysphoria and those who see patterns everywhere know when we're being humored or lied to. We see that. We might not process it until later but we know something uncomfortable is going on.

The corporate structure is such that bottom-up information is not taken into consideration. Even suggestion boxes do little but upset people who spend time and energy putting real suggestions in there. We need more of a voice, especially in education, and the change needs to happen from the top. We should be used as a resource for the organization, not just for the children we serve.

1. Mentorship

2. Flexibility in office setting (by oneself or in a group)

3. A voice

4. staff trainings to grow a more inclusive workplace

5. corporate inclusiveness- leaders need to appreciate and value their employees with more than pizza. Maybe call meetings based on suggestions where the individual can really demonstrate their point and then given an opportunity to implement the change at the school level.