For four long decades, Sarah masked her autistic identity in professional settings, believing that requesting accommodations would mark her as difficult or incapable. Like many neurodivergent individuals in UK workplaces, she adapted herself to fit neurotypical expectations, often at significant personal cost.
The Breaking Point
The turning point came unexpectedly during a team restructuring. "I realised I'd spent 40 years trying to contort myself into a workplace mould that was never designed for my brain," Sarah explains. "The constant effort of masking my autism was exhausting me both mentally and physically."
A New Approach to Workplace Inclusion
What changed? Sarah discovered that asking for reasonable adjustments wasn't a sign of weakness but a practical solution for better performance. Simple changes like:
- Quiet working spaces away from open-plan distractions
- Clear, written instructions instead of vague verbal briefs
- Advanced notice of meetings and agenda items
- Permission to use noise-cancelling headphones
These accommodations transformed her work experience. "Suddenly, I wasn't spending all my energy trying to cope with sensory overload. I could actually focus on my job," she notes.
The Wider Impact on Neurodiversity at Work
Sarah's story highlights a critical issue in modern employment practices. Many autistic professionals remain undiagnosed or choose not to disclose their condition due to fear of discrimination. Yet when supported appropriately, neurodivergent employees often demonstrate exceptional skills in pattern recognition, attention to detail, and innovative problem-solving.
The lesson is clear: Creating genuinely inclusive workplaces isn't just about compliance—it's about unlocking the full potential of every employee. As Sarah concludes, "I wish I'd known earlier that asking for what I needed wasn't admitting defeat. It was claiming my right to contribute effectively."
