Autism-pedia / Work / Disclosure at workbrianspringer.com
Work

Disclosure at work

How many autistic employees tell people at work, whom they tell and when, what happens afterward, how raters respond in hiring experiments, and why what managers know matters. Most of the evidence comes from surveys and interviews; rating experiments are the firmest part.

How many autistic workers tell people at work that they are autistic, who they tell, and when. It also covers what happens next and why bosses matter. Most of this comes from surveys, so much is still unclear.

Last reviewed 5 October 2026 · one person's reading of the research · 25 research and 15 community sources

How many tell, and whom Emerging

Most autistic adults in workplace surveys have told someone at work, but usually not everyone. In the largest UK survey, of 238 clinically diagnosed autistic adults with work experience, 55% had told only some people at work, 34.9% had told everyone, and 10.1% had told no one.1 The sample was 95% White, 57.6% women and highly educated, was recruited partly through an autism charity's corporate partners, and the authors note that people who do not disclose may be less likely to take part in such research.1

Other samples differ. In two Australian survey samples (393 people aged 17 to 83), almost everyone had told someone, most often friends, but a significant minority of those working or studying had not told their employer or place of study.2 In an international survey of 225 doctors recruited through an autistic doctors' support group (64% formally diagnosed, the rest self-identified), 29% had told no one at work.3 A systematic review of 26 studies found that rates of disclosure, and of getting workplace accommodations, varied considerably.4

Reasons point both ways. In the UK survey's open answers, the most common reason to disclose was wanting colleagues and employers to understand (24.7%), followed by getting adjustments (15.1%). The most common reason not to was fear of how others would see them (21.8%), followed by fear of bullying and deliberate discrimination (10.9%). In the same answers, 39.9% described having no support in making the decision.1 In a cross-sectional survey of 175 autistic adults in Ireland, stronger identification with other autistic people went with more disclosure at work, and greater awareness of stigma with less.5

Telling people you are autistic is called disclosure. In the biggest survey in the UK, 238 autistic adults answered questions about work.1 About half had told only some people at work. About one in three had told everyone. About one in ten had told no one.1 Most people in that survey were White women with a lot of schooling.1

Other groups were different. In two groups in Australia, almost everyone had told someone, most often a friend. But some who had jobs had not told their boss.2 In a survey of doctors, about three in ten had told no one at work. Some of these doctors had not been formally diagnosed.3 A big review of 26 studies found that how often people told was very different from study to study.4

People gave reasons both ways. The most common reason to tell was wanting others to understand.1 The most common reason not to tell was fear of what others would think.1 In one study in Ireland, people who felt closer to other autistic people told more often at work. People who worried more about stigma told less often.5 Stigma means negative views about a group.

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Emerging

Single surveys, mostly recruited online and measured at one point in time, plus a systematic review that found rates varied widely. People who never disclose are probably underrepresented in all of them.

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Emerging

These are mostly single surveys done online at one point in time. People who never tell anyone may not take part in them.

Word
Disclosure

Telling someone about a diagnosis, such as being autistic.

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When people tell Emerging

In the UK survey (and only there, so these shares describe that sample), the most common point of disclosure was after starting the job (45.8%), followed by on application materials (23.5%). Few disclosed during the interview (6.3%), between the offer and the first day (6.3%), or after a promotion (5%).1 Many described disclosing after things had gone wrong at work, such as a meltdown in a manager's office or repeated bullying; the authors call this retrospective disclosure.1

Hiring itself feels risky to many. In a UK survey of hiring experiences (225 autistic, 64 otherwise neurodivergent and 88 neurotypical adults), from the same survey program and research group as the disclosure survey above, many autistic respondents worried about discrimination if they disclosed during hiring, and felt they had to hide autistic traits to get a job.6 In interviews with 10 autistic adults in Australia, those who camouflaged during job interviews found it took great effort and caused stress, anxiety and exhaustion. They wanted inclusive, accommodating employers before they would feel comfortable disclosing in the application process.7

One field experiment tested what disclosure in an application does. In 2013, applications from fictional, well-qualified men went to 6,016 advertised accounting jobs in the US. Cover letters that disclosed Asperger's syndrome or a spinal cord injury drew 26% fewer expressions of employer interest than letters that mentioned no disability (4.87% against 6.58%), and the gap for the two disabilities was similar, which the authors read as reluctance toward disability in general rather than toward autism.8 It was concentrated among experienced applicants and among small private employers not covered by the Americans with Disabilities Act. The gap in actual invitations to interview was smaller and not statistically significant.8 The disability letters said the disability did not affect job performance, and the authors caution that the results may not carry over to women, to people with other disabilities, to people without degrees, or to other kinds of jobs.8

In the UK survey, most people who told did it after starting the job.1 Some told on their job application. Very few told during the job interview.1 Many told only after something went wrong, like a meltdown or bullying.1

Many autistic people worry about telling while looking for a job.6 In one small study, people hid their autistic ways in job interviews. This took a lot of effort and left them stressed and tired.7

One test in the US sent fake job letters to over 6,000 real jobs. Some letters said the person had Asperger's syndrome, an older name used for some autistic people. Some said the person had a spinal cord injury. Letters that named a disability got fewer replies from bosses, about a quarter fewer.8 The gap was about the same for both disabilities, so it was not just about autism.8 It was biggest for applicants with more experience and at small companies.8

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Emerging

The timing figures come from one UK survey. The hiring evidence is a survey from the same research program, a small interview study, and one large field experiment with real employers in the US that has not been repeated for autism.

Word
Retrospective disclosure

Telling people about a diagnosis after problems have already happened, to explain them.

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Emerging

The timing numbers come from one survey. Only one real-world test with bosses has been done, in the US.

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Telling some people, or only the need Emerging

Telling only some people is the usual pattern: 55% of the UK survey did so.1 What people share can also be partial. In a US study of 12 young adults with developmental disabilities (9 of them autistic) and co-occurring mental health conditions, disclosure of the mental health condition was mostly limited to what was relevant to the work. Many told coworkers they felt comfortable with, though both the young adults and the 17 professionals who supported them thought a first disclosure should go to a supervisor or human resources.9 In interviews with four young adults in Latvia who identified as autistic (and with their mothers), none had told employers or coworkers, though they were ready to tell close friends. They thought explaining their particular limitations, and how to work around them, mattered more than naming autism.10

Getting adjustments without help is hard. In a UK survey of 181 autistic adults, most saw adjustments as important, but many were not getting them, and participants felt the work fell on them: noticing the need, working out what would help, and asking.11 Two management researchers argue that making supports such as flexible schedules and quiet workplaces available to everyone would reduce how much depends on disclosure, while some individual accommodations would still need it.12

Telling only some people is the most common choice.1 Some people share only part of the story. In one small US study, young adults mostly shared only what mattered for the job.9 In a study of four young people in Latvia, none had told anyone at work. They thought explaining what they needed mattered more than saying "autism".10

In a UK survey, many autistic workers were not getting the changes they needed. They felt it was up to them to work out what would help and to ask.11 Some researchers argue that bosses could offer helpful things, like quiet spaces, to everyone. Then people would not have to tell to get them.12

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Emerging

One survey, small interview studies (one of them about disclosing mental health conditions), and a survey about adjustments. The case for universal supports is an argument, not a tested finding.

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Emerging

This comes from one survey and a few small studies. The idea of support for everyone is an argument, not a test.

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What happens afterward Emerging

Outcomes are mixed. A systematic review of 26 studies found benefits of disclosing at work, including acceptance, accommodations and greater awareness of autism, and drawbacks, chiefly stigma and discrimination.4 A later literature review of 10 studies found that people disclosed to get accommodations or support, to be understood and to advocate, held back mainly for fear of discrimination and stigma, and that both the hopes and the fears were borne out.14

The UK survey gives a sense of proportion. Asked about telling their employer or supervisor, 40.4% rated the impact as positive, 23.9% as neither positive nor negative, and 21.4% as negative; 14.3% had not told a supervisor. Ratings of telling coworkers were similar (36.6% positive, 15.6% negative), and 33.6% rated the adjustments their supervisor made afterward as positive, against 22.7% negative.1 In open answers, 28.5% described support and acceptance, 29.4% a lack of support and understanding, and 18.9% bullying or deliberate discrimination.1 Among 34 autistic professionals in health and education in Scotland, disclosure could secure accommodations or bring unfavorable treatment.17 In the survey of doctors, 46% had asked for adjustments, and only half of those had them put in place.3

Some survey data link disclosure with better circumstances, without showing cause. In a US online survey of 254 autistic adults, those who had told an employer had about three times the odds of being employed.15 People without a job may have had no current employer to tell. In a survey of working autistic adults, people diagnosed earlier reported less perceived discrimination than those diagnosed later when they had disclosed, worked in jobs with fewer social demands, or worked for organizations with policies supporting autistic staff.16

Often saidTelling your employer gets you the support you need.
Evidence

Often, not reliably. In the largest UK survey, among those who had told a supervisor, about 47% rated it positive and 25% negative; among those rating the adjustments that followed, about 40% were positive and 27% negative.1

Telling at work goes well for some people and badly for others. A big review found good results, like acceptance and changes at work. It also found bad results, like unfair treatment.4 Another review found that people's hopes and fears both came true.14

In the UK survey, about half of those who told their boss said it went well. About a quarter said it went badly.1 Some described bullying after telling.1 In the survey of doctors, about half of those who asked for changes got them.3

One survey found that people who had told a boss were more likely to have a job.15 But a survey like this cannot show what caused what.

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Emerging

Two reviews agree that outcomes are mixed, but they probably share many studies, and those are mostly self-report surveys and interviews. The UK survey figures are one sample, mostly White, female and highly educated. The link between disclosure and being employed comes from cross-sectional data, which cannot show which came first.

Emerging

Reviews agree that results are mixed. But most of the studies are surveys where people describe their own experience.

How raters respond in mock interviews Established

In mock-interview experiments, telling raters that a job candidate is autistic raises their ratings of the candidate.18,19 In two studies that measured hiring, disclosure alone did not make autistic candidates as likely to be chosen.18,21 Disclosure and safety covers this kind of study in general; the hiring studies are described here.

In an Australian experiment, 255 non-autistic raters from the general population watched 10-second clips from simulated interviews of one autistic and one non-autistic man. When both men were labeled autistic, raters rated both more favorably, so the rise could not be put down to anything about the autistic candidate. Overall, the non-autistic candidate was rated higher and "hired" more often in a forced choice between the two, and the authors caution that this rests on one candidate of each kind.18 Adding detailed information about autism did not raise ratings, though it narrowed the gap in who was chosen.18 In a UK experiment, 119 raters with interviewing experience each watched a full mock interview by one of 14 autistic candidates. Ratings were higher when raters were told of the diagnosis, and extra information about autism did not raise them further.19

The one field experiment with real employers, described above, found that disclosure in a cover letter reduced their interest.8

A mock interview is a practice job interview filmed for a study. In these tests, people usually rated a candidate better when told the candidate was autistic.18,19 In one study, a candidate who was not autistic also got better ratings when called autistic. So part of the effect comes from the label itself.18 In that study, the candidate who was not autistic was still picked more often.18

The real-world test with bosses, described above, found the opposite: telling in a job letter got fewer replies.8

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Established

Two independent experiments, in Australia and the UK, agree that the label raises ratings. Both used small sets of filmed candidates (only men in the Australian one) and hypothetical judgments by raters not making real hiring decisions. The details beyond ratings come from single studies, and the one test with real employers found lower interest after disclosure, so the effect in practice is unsettled.

Lab and field

In the lab, raters know they are in a study and usually see the person speak. In the field experiment, employers saw only a written application and made real choices.

Established

Two teams in different countries found the same main result about ratings. But these were tests with filmed interviews, not real hiring.

What managers know Emerging

Several kinds of study point to the person who hears the disclosure. In interviews with 24 UK autistic adults, outcomes of disclosure went with colleagues' understanding of autism, with whether adaptations followed, and with the culture of the organization; some preferred to keep the diagnosis private.13 In nine Canadian case histories built from interviews with managers, autistic employees and job coaches, the quality of the relationship between manager and employee was consistently seen as the key to lasting employment, and job coaches helped build mutual understanding.22 In focus groups with 64 Dutch autistic adults, a supportive supervisor was among the things that helped people find and keep work, and those in paid work seemed to have had friendlier supervisors.23

On the employer side, a pre-registered survey of a nationally representative UK sample of 1,212 people with recent hiring experience found high stated intentions to hire autistic people. Gaps in knowledge about autism and about how to make adjustments were among the barriers, and higher intentions went with knowing more about autism and having hired autistic people before.24 In a US vignette study, participants who knew more about autism rated candidates more favorably, especially candidates who disclosed autism and did not show autistic traits; their greatest concerns were inflexible routines and sensory sensitivity, which may depend on the job described.20 In a US experiment with mock interview videos, disclosure alone or neurodiversity training alone left autistic candidates rated as less likely to be hired; with both, they were rated as just as likely to be hired as non-autistic candidates, though still rated lower on some social traits.21 When 81 autistic and 173 non-autistic adults read about an autistic employee having a hard day at work, 50.7% of autistic and 31.2% of non-autistic readers interpreted the employee's behavior accurately; participants' diagnoses were not verified.25

The form of knowledge may matter. In two mock-interview experiments, extra written information about autism did not raise ratings beyond the label itself, while in the US experiment a training session combined with disclosure was the one condition that closed the gap in rated likelihood of hiring.18,19,21

The person you tell seems to matter. Autistic adults said telling went better when people at work understood autism.13 In one set of case studies, a good relationship with the manager was the key to keeping a job.22 People with jobs often described friendlier bosses.23

A big UK survey asked people who hire workers. Most said they would hire autistic people. But many did not know enough about autism.24 Those who knew more were more willing to hire.24 In one story-based test, autistic readers understood an autistic worker better than readers who were not autistic.25

In one US test, telling raters alone did not make them rate autistic candidates as likely to be hired. Training about autism plus telling did, in that test.21 A short page of facts about autism did not raise ratings in two other tests.18,19

Suggest a correction
Emerging

Interview and case studies, one large cross-sectional employer survey, and single vignette and training experiments. The interview and case studies link understanding with better outcomes; the survey and experiments link knowledge with better stated intentions or ratings; no study found as of October 2026 has tested whether training managers changes what happens after real employees disclose.

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Emerging

These are interviews, one big survey of people who hire, and story-based tests. No study here tested training bosses and then followed real workers.

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In the community Community

Autistic writers mostly describe disclosure at work as a set of smaller choices: who needs to know, how much, and when. Megan Anna Neff suggests clarifying your motives, working out who actually needs to know (human resources and the managers who put accommodations in place, perhaps, rather than everyone), and how much you need to share, and adds: "There is no risk-free path."c2 Neff also writes that "full disclosure is not a prerequisite for self-advocacy": mentioning "sensory differences", or simply making the request, can be enough.c3 Orion Kelly, an Australian autistic writer, also calls disclosure "a personal choice" with "no right or wrong answer",c8 but doubts that telling at the start of hiring helps: "The reality is, there aren't many employers who will hire you after you tell them that you're Autistic."c9

Several writers describe ways of getting needs met with less exposure. Megan Griffith sets out the arguments on both sides of disclosing in an interview, notes that many accommodations can be had by asking without explaining why, and describes waiting until after an offer to raise them.c1 Devon Price lists tactics with different levels of exposure, from going to human resources with a doctor's letter, to telling only a boss, to citing a less stigmatized reason such as migraines, to not disclosing and meeting needs quietly. Price warns that "HR works for your employer first and foremost".c4 In Alex Ratcliffe's collection Our Autistic Lives, a senior security worker named Alex has told a couple of trusted colleagues about "difficulties" without naming the diagnosis, which Alex says has helped career progress.c10

Writers also describe what can follow. Price summarizes the research on coming out at work as mixed, writing that it can leave people "more heavily scrutinized, othered, or infantilized", and tells of Sandra, a designer who was sidelined after learning she was autistic and joining her company's neurodiversity employee group, until she quit.c5 Sol Smith tells of Jamal, fired after a meltdown despite telling human resources, and argues that being out from the start would have protected him only if the company were "legitimately neuroaffirming".c6 Eric Garcia quotes Chris Williams, who disclosed at a more accepting employer: "I really felt a veil strip away."c7

The accounts in Ratcliffe's collection run both ways. Laura, a police officer, told the boss after two months and writes, "I feel appreciated for who I am and what I do."c11 Nicki's first manager kept the news confidential and was encouraging; the second "questioned my competence".c12 Lea, open at work after a diagnosis at 43, sensed that superiors at an organization whose mission was empowering people with differing abilities feared it would make Lea "seem less capable in others' eyes".c13 Luke Beardon, an autism educator, lists cases he heard of in a single year, among them an autistic doctor asked by a colleague whether he should "really be doing that job", and an employee relieved of successful line management duties after disclosing.c14 Daniel Burford disclosed once, in writing, and was made redundant a month later; he does not think the two were linked, and draws a lesson about timing: "Disclosing works on the strength of the position you're in when you do it."c15

Writers who are openly autistic often note that they can afford to be. Griffith calls being out "a hugely privileged position" and writes: "If I had to hide my AuDHD to feed my babies, I would."c1

Autistic writers often describe telling at work as several small choices. Who needs to know? How much? When? Megan Anna Neff says to think about why you want to tell, and who really needs to know. She writes that no path is free of risk.c2 Neff also says you do not have to tell everything to ask for help.c3 Orion Kelly says telling is a personal choice with no right answer.c8 But he doubts many employers will hire someone who says up front that they are autistic.c9

Writers describe ways to get help while sharing less. Megan Griffith says many changes can be asked for without saying why. She also describes waiting until after a job offer.c1 Devon Price lists ways to ask, from telling human resources to telling only a boss. Price warns that human resources works for the company first.c4 Alex, a security worker, told a few trusted coworkers about having "difficulties", without saying the diagnosis. Alex says this helped at work.c10

Writers also describe what can go wrong. Price tells of a designer who was pushed aside after she told, until she quit.c5 Sol Smith tells of a man fired after a meltdown, even though he had told the company.c6 Eric Garcia tells of a man who felt freer after telling at a more accepting company.c7

Other stories go both ways. Laura told the boss and now feels valued at work.c11 Nicki told two managers. The first was kind, but the second doubted Nicki's skills.c12 Lea felt that bosses worried the news would make Lea look less able.c13 Luke Beardon tells of an autistic doctor whose coworker asked if he should be a doctor at all.c14 Daniel Burford told once, and lost his job a month later. He does not think the two were linked. He says telling works best when you are doing well.c15 Griffith calls being openly autistic a privilege. She writes that she would hide it if she had to, to feed her children.c1

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Community

How autistic writers describe deciding whether, when and how to tell people at work. Not a research finding.

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Community

This is how autistic writers describe telling people at work. It is not a research finding.

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Sources

Research

  1. 1Romualdez AM, Heasman B, Walker Z, et al. "People Might Understand Me Better": Diagnostic Disclosure Experiences of Autistic Individuals in the Workplace. Autism in Adulthood, 2021. https://doi.org/10.1089/aut.2020.0063
  2. 2Huang Y, Hwang YI, Arnold SRC, et al. Autistic Adults' Experiences of Diagnosis Disclosure. Journal of Autism and Developmental Disorders, 2022. https://doi.org/10.1007/s10803-021-05384-z ; https://pubmed.ncbi.nlm.nih.gov/34978025/
  3. 3Shaw SCK, Fossi A, Carravallah LA, et al. The experiences of autistic doctors: a cross-sectional study. Frontiers in Psychiatry, 2023. https://doi.org/10.3389/fpsyt.2023.1160994 ; https://pubmed.ncbi.nlm.nih.gov/37533891/
  4. 4Lindsay S, Osten V, Rezai M, et al. Disclosure and workplace accommodations for people with autism: a systematic review. Disability and Rehabilitation, 2021. https://doi.org/10.1080/09638288.2019.1635658 ; https://pubmed.ncbi.nlm.nih.gov/31282214/
  5. 5Togher K, Jay S. Disclosing an autism diagnosis: A social identity approach. Autism Research, 2023. https://doi.org/10.1002/aur.2990 ; https://pubmed.ncbi.nlm.nih.gov/37548311/
  6. 6Davies J, Heasman B, Livesey A, et al. Access to employment: A comparison of autistic, neurodivergent and neurotypical adults' experiences of hiring processes in the United Kingdom. Autism, 2023. https://doi.org/10.1177/13623613221145377 ; https://pubmed.ncbi.nlm.nih.gov/36597955/
  7. 7Finn M, Flower RL, Leong HM, et al. 'If I'm just me, I doubt I'd get the job': A qualitative exploration of autistic people's experiences in job interviews. Autism, 2023. https://doi.org/10.1177/13623613231153480 ; https://pubmed.ncbi.nlm.nih.gov/36794473/
  8. 8Ameri M, Schur L, Adya M, et al. The Disability Employment Puzzle: A Field Experiment on Employer Hiring Behavior. ILR Review, 2018. https://doi.org/10.1177/0019793917717474 ; https://www.nber.org/papers/w21560
  9. 9Schwartz AE, Corey J, Duff J, et al. Anticipating the outcomes: how young adults with developmental disabilities and co-occurring mental health conditions make decisions about disclosure of their mental health conditions at work. Disability and Rehabilitation, 2023. https://doi.org/10.1080/09638288.2022.2037749 ; https://pubmed.ncbi.nlm.nih.gov/35152805/
  10. 10Nimante D, Laganovska E, Osgood R. To tell or not to tell: disclosure of autism in the workplace. International Journal of Developmental Disabilities, 2023. https://doi.org/10.1080/20473869.2023.2193489 ; https://pubmed.ncbi.nlm.nih.gov/37213588/
  11. 11Davies J, Heasman B, Livesey A, et al. Autistic adults' views and experiences of requesting and receiving workplace adjustments in the UK. PLOS ONE, 2022. https://doi.org/10.1371/journal.pone.0272420 ; https://pubmed.ncbi.nlm.nih.gov/35930548/
  12. 12Kalmanovich-Cohen H, Stanton SJ. Moving beyond disclosure: rethinking universal support for neurodivergent employees. Frontiers in Psychology, 2025. https://doi.org/10.3389/fpsyg.2025.1547877 ; https://pubmed.ncbi.nlm.nih.gov/40475343/
  13. 13Romualdez AM, Walker Z, Remington A. Autistic adults' experiences of diagnostic disclosure in the workplace: Decision-making and factors associated with outcomes. Autism & Developmental Language Impairments, 2021. https://doi.org/10.1177/23969415211022955 ; https://pubmed.ncbi.nlm.nih.gov/36381532/
  14. 14Sreckovic MA, Schultz TR, Kucharczyk S, et al. Coming out autistic at work: A review of the literature. Autism, 2024. https://doi.org/10.1177/13623613231206420 ; https://pubmed.ncbi.nlm.nih.gov/37937520/
  15. 15Ohl A, Grice Sheff M, Small S, et al. Predictors of employment status among adults with Autism Spectrum Disorder. Work, 2017. https://doi.org/10.3233/wor-172492 ; https://pubmed.ncbi.nlm.nih.gov/28211841/
  16. 16Johnson TD, Joshi A. Dark clouds or silver linings? A stigma threat perspective on the implications of an autism diagnosis for workplace well-being. Journal of Applied Psychology, 2016. https://doi.org/10.1037/apl0000058
  17. 17Curnow E, Maciver D, Johnston L, et al. Learning from the Experiences of Autistic Professionals Working in Health and Education. Autism in Adulthood, 2026. https://doi.org/10.1089/aut.2024.0168 ; https://pubmed.ncbi.nlm.nih.gov/42383264/
  18. 18Flower RL, Dickens LM, Hedley D. Barriers to Employment: Raters' Perceptions of Male Autistic and Non-Autistic Candidates During a Simulated Job Interview and the Impact of Diagnostic Disclosure. Autism in Adulthood, 2021. https://doi.org/10.1089/aut.2020.0075 ; https://pubmed.ncbi.nlm.nih.gov/36601643/
  19. 19Norris JE, Prosser R, Remington A, et al. Disclosing an autism diagnosis improves ratings of candidate performance in employment interviews. Autism, 2024. https://doi.org/10.1177/13623613231203739 ; https://pubmed.ncbi.nlm.nih.gov/37882493/
  20. 20McMahon CM, Henry S, Linthicum M. Employability in autism spectrum disorder (ASD): Job candidate's diagnostic disclosure and ASD characteristics and employer's ASD knowledge and social desirability. Journal of Experimental Psychology: Applied, 2021. https://doi.org/10.1037/xap0000282 ; https://pubmed.ncbi.nlm.nih.gov/32597674/
  21. 21May CP, Whelpley CE, Kaup R. Changing Outcomes for Job Candidates with Autism Spectrum Disorder: The Benefits of Neurodiversity Training and ASD Disclosure. Journal of Autism and Developmental Disorders, 2025. https://doi.org/10.1007/s10803-024-06713-8 ; https://pubmed.ncbi.nlm.nih.gov/39888555/
  22. 22Martin V, Flanagan TD, Vogus TJ, et al. Sustainable employment depends on quality relationships between supervisors and their employees on the autism spectrum. Disability and Rehabilitation, 2023. https://doi.org/10.1080/09638288.2022.2074550 ; https://pubmed.ncbi.nlm.nih.gov/35576174/
  23. 23Brouwers EPM, Bergijk M, van Weeghel J, et al. Barriers to and Facilitators for Finding and Keeping Competitive Employment: A Focus Group Study on Autistic Adults With and Without Paid Employment. Journal of Occupational Rehabilitation, 2025. https://doi.org/10.1007/s10926-024-10181-3 ; https://pubmed.ncbi.nlm.nih.gov/38568404/
  24. 24Day M, Wood C, Corker E, et al. Understanding the barriers to hiring autistic people as perceived by employers in the United Kingdom. Autism, 2025. https://doi.org/10.1177/13623613241301493 ; https://pubmed.ncbi.nlm.nih.gov/39629787/
  25. 25Szechy KA, Turk PD, O'Donnell LA. Autism and Employment Challenges: The Double Empathy Problem and Perceptions of an Autistic Employee in the Workplace. Autism in Adulthood, 2024. https://doi.org/10.1089/aut.2023.0046 ; https://pubmed.ncbi.nlm.nih.gov/39139509/

Community sources

  1. c1Griffith M. Welcome to AuDHD: How to Survive (and Thrive) as an Adult with Autism and ADHD. Jessica Kingsley Publishers, 2026. Chapter 4, "How to Succeed at Work", section "How to get a job". Megan Griffith's site
  2. c2Neff MA. Self-Care for Autistic People: 100+ Ways to Recharge, De-Stress, and Unmask! Adams Media, 2024. Chapter 6, "Professional Self-Care", section "Selectively Share Your Autistic Identity with Colleagues". Megan Anna Neff's site
  3. c3Neff MA. Self-Care for Autistic People: 100+ Ways to Recharge, De-Stress, and Unmask! Adams Media, 2024. Chapter 3, "Emotional Self-Care", section "Discover the Power of Self-Advocacy". Megan Anna Neff's site
  4. c4Price D. Unmasking for Life: The Autistic Person's Guide to Connecting, Loving, and Living Authentically. Harmony Books, 2025. Chapter 4, "Work", section "Creating an Accommodating Workplace". Devon Price's site
  5. c5Price D. Unmasking for Life: The Autistic Person's Guide to Connecting, Loving, and Living Authentically. Harmony Books, 2025. Chapter 4, "Work", section "Tolerate Discomfort". Devon Price's site
  6. c6Smith S. The Autistic's Guide to Self-Discovery: Flourishing as a Neurodivergent Adult. New World Library, 2025. Chapter 6, "Why We Unmask", section "Unmasking to Promote Neuroaffirming Awareness". Sol Smith's site
  7. c7Garcia E. We're Not Broken: Changing the Autism Conversation. Houghton Mifflin Harcourt, 2021. Chapter "Work", section "Retention and Inclusion". Eric Garcia's site
  8. c8Kelly O. Autism Feels ...: An Earthling's Guide. Dean Publishing, 2023. Chapter 14, "Workplace Challenges", section "Disclosing You're Autistic to an Employer".
  9. c9Kelly O. Autism Feels ...: An Earthling's Guide. Dean Publishing, 2023. Chapter 8, "Autistic Masking", section "Masking and Employment".
  10. c10Ratcliffe A, ed. Our Autistic Lives: Personal Accounts from Autistic Adults Around the World Aged 20 to 70+. Jessica Kingsley Publishers, 2019. Part "Our 20s", chapter "Alex".
  11. c11Ratcliffe A, ed. Our Autistic Lives: Personal Accounts from Autistic Adults Around the World Aged 20 to 70+. Jessica Kingsley Publishers, 2019. Part "Our 30s", chapter "Laura".
  12. c12Ratcliffe A, ed. Our Autistic Lives: Personal Accounts from Autistic Adults Around the World Aged 20 to 70+. Jessica Kingsley Publishers, 2019. Part "Our 30s", chapter "Nicki".
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