Autism in Local Government: Understanding Strengths, Supporting Success

Autism Spectrum Disorder (ASD) is a lifelong neurodevelopmental condition that affects how individuals perceive the world, communicate, and interact with others. In the context of local government where diverse thinking, public accountability, and service innovation intersect recognising and supporting autistic staff is not only ethical, it’s strategic.

Understanding Autism in the UK Workplace

There are an estimated 1 million autistic people in the UK, with around 680,000 of working age . However, due to underdiagnosis particularly among women and ethnic minorities the true figure is likely higher. A 2023 government review found that only 3 in 10 autistic adults are in employment, compared to 5 in 10 disabled people and 8 in 10 non-disabled people .

The same review revealed that autistic graduates are twice as likely to be unemployed 15 months after graduation compared to their non-disabled peers, with only 36% securing full-time work . Autistic people also face the largest pay gap of any disability group, are more likely to be overqualified for their roles, and are least likely to hold permanent contracts .

“Autistic people have a huge amount to offer employers, and more businesses are now recognising the benefits of having a diverse workforce full of people who offer a variety of skills and different ways of thinking.” Mel Merritt, Head of Policy, National Autistic Society

“Autism isn’t a ticket to failure. You don’t have to protect us just ask us what we can do and what we need.” Helen Jeffries, Deputy Director, UK Cabinet Office

Despite these challenges, autistic employees often outperform their peers when supported appropriately. Studies show they can be 90% to 140% more productive in roles that align with their strengths .

“When you’ve met one person with autism, you’ve met one person with autism.”   Tia Shafee, Civil Service Disability Inclusion Team

The Cross-Government Autism Network (CGAN) is one example of inclusive practice in action. It supports autistic civil servants and allies, promotes autism-friendly spaces, and won the Government’s Project Delivery Award for Diversity and Inclusion in 2023 .

Local government has a unique opportunity to lead by example. By embedding autism awareness into recruitment, workplace adjustments, and leadership development, councils can unlock the full potential of autistic staff and build more inclusive public services for all.

Strengths of Autistic Employees

Autistic individuals bring a wealth of strengths that can significantly enhance local government teams. These strengths are not incidental they are often directly linked to the way autistic brains process information, perceive patterns, and engage with the world. When recognised and supported, these traits can lead to exceptional performance, innovation, and reliability in public service roles.

1. Pattern Recognition and Analytical Thinking

Autistic people often excel at spotting inconsistencies, trends, and anomalies skills that are invaluable in data analysis, compliance, policy development, and service design. Their ability to detect patterns others may miss can lead to more accurate forecasting, better risk management, and improved decision-making.

“We know that autistic people have certain strengths that can help them outperform their non-autistic peers, particularly those requiring attention to detail, focus and information processing.” Buckland Review of Autism Employment

2. Deep Focus and Special Interests

Many autistic individuals can concentrate intensely on topics of interest, often for extended periods without distraction. This deep focus can result in high-quality work, deep subject matter expertise, and a level of commitment that is rare in fast-paced environments.

“Autistic people can hold high levels of expertise in their given topic.” Positive Psychology Autism Centre

This trait is especially valuable in roles requiring technical precision, research, or long-term project delivery areas where local government often struggles to retain talent.

3. Attention to Detail

Whether reviewing contracts, managing budgets, or auditing services, autistic staff often demonstrate exceptional precision and thoroughness. Their ability to spot errors, inconsistencies, or overlooked details can improve service quality and reduce risk.

“Autistic employees are often associated with skills such as being honest, reliable, punctual and highly productive.” Employment Autism

4. Creative Problem-Solving

Autistic thinkers frequently approach problems from unique angles, offering innovative solutions that others may overlook. Their ability to think laterally and challenge assumptions can be a powerful asset in transformation programmes, digital innovation, and policy reform.

“Autistic people bring different perspectives to bear when problem-solving.” Alison Worsley, Ambitious About Autism

5. Loyalty and Consistency

Autistic employees often value routine, clarity, and fairness traits that translate into high levels of loyalty, consistency, and integrity in the workplace. When supported appropriately, they are less likely to job-hop and more likely to remain committed to their role and organisation.

“Autistic people are hugely diverse, but many bring particular strengths to a workplace, such as an excellent ability to focus, diversity in thought, efficiency and loyalty.” Autistica Report

6. Truthfulness and Precision

In high-pressure environments, autistic staff may excel due to their dedication to facts and clarity. As Helen Jeffries, Deputy Director at the UK Cabinet Office, shared:

“An absolute dedication to facts and precision is a boon when an emergency is unfolding, nothing is more important than accurate and truthful information.”

Challenges Faced by Autistic Staff

While autistic employees bring valuable strengths to the workplace, they may also face barriers that require thoughtful and proactive support. These challenges are not due to a lack of ability, but rather a mismatch between traditional workplace environments and the needs of neurodivergent individuals.

1. Social Communication Differences

Autistic people may interpret language literally, struggle with small talk, or find it difficult to read tone, facial expressions, and body language. This can lead to misunderstandings, especially in environments where communication is informal or ambiguous.

“I find it hard to know what people mean when they say things like ‘we’ll circle back’ or ‘touch base’. I need clarity, not corporate metaphors.” Civil Servant, National Autistic Society Forum

Clear, direct communication preferably in writing can make a significant difference.

2. Sensory Sensitivities

Sensory processing differences are common among autistic individuals. Bright lights, loud noises, strong smells, or crowded spaces can be overwhelming and even painful.

A recent NHS report found that up to 90% of autistic people experience atypical sensory processing, with many describing open-plan offices as “unbearable” .

“The kitchen was in the middle of the office, and colleagues would microwave their lunch. The smell, the noise, the lighting it was too much. I had to leave the building.” Kelly Grainger, autistic workplace advocate

Reasonable adjustments like noise-cancelling headphones, quiet zones, and flexible seating can help mitigate these challenges.

3. Resistance to Change

Autistic individuals often rely on routine and predictability to manage anxiety and maintain focus. Sudden changes in schedules, team structures, or expectations can be deeply distressing.

“I was happy in my role until everything changed new manager, new hours, new systems. It felt like a different job. I couldn’t cope and had to leave.” Martine, autistic employee

Advance notice, clear explanations, and phased transitions can help autistic staff adapt more comfortably.

4. Mental Health and Burnout

Autistic people are significantly more likely to experience mental health challenges. According to the National Autistic Society, up to 50% of autistic individuals also live with anxiety disorders, and many experience depression, PTSD, or autistic burnout .

Burnout is a state of physical and emotional exhaustion caused by prolonged masking, sensory overload, and unmet support needs. It can lead to withdrawal, shutdowns, and long-term absence.

“Autistic burnout is real. It’s not just stress it’s a complete collapse of functioning. And it’s preventable with the right support.” Mind UK

5. Workplace Culture and Misunderstanding

Many autistic employees report feeling excluded or misunderstood. A recent study found that 34% of UK employers believe an autistic person would not fit into their team, despite evidence to the contrary .

“I don’t need to be protected I need to be understood. Ask me what I need, not what you think I need.” Helen Jeffries, Deputy Director, Cabinet Office

Inclusive cultures that value neurodiversity, provide training, and encourage open dialogue are essential for retention and wellbeing.

Supporting Autistic Staff in Local Government

Creating an inclusive workplace for autistic employees is not just about meeting legal obligations it’s about unlocking talent, improving retention, and building teams that reflect the communities councils serve. Local government has a unique opportunity to lead by example in embedding autism-friendly practices across recruitment, management, and workplace culture.

1. Reasonable Adjustments

Under the Equality Act 2010, autistic employees are entitled to reasonable adjustments that help remove barriers to their success. These adjustments should be tailored to individual needs and reviewed regularly.

Common examples include:

• Written instructions and clear communication: Autistic staff may prefer direct, unambiguous language and written follow-ups to verbal instructions.

• Noise-cancelling headphones or quiet zones: Sensory sensitivities can make open-plan offices overwhelming.

• Flexible hours and remote working options: Autistic employees may work best during quieter times or from home.

• Visual planners and task breakdowns: Tools like Trello, Gantt charts, or colour-coded calendars can help with executive functioning and time management.

“These changes may seem small but they can make a huge difference.” Outsource UK

Adjustments should be co-designed with the employee and documented in a “Workplace Passport” or similar tool to ensure consistency across teams.

2. Access to Work Scheme

The Access to Work programme is a government-funded initiative that provides practical support for disabled employees, including those with autism. It can be a game-changer for councils looking to support neurodivergent staff.

Support available includes:

• Job coaching: Specialist support to help autistic employees navigate workplace expectations and build confidence.

• Specialist equipment: Tools such as speech-to-text software, ergonomic furniture, or sensory aids.

• Travel support: Assistance with commuting, including taxi fares or travel buddies.

• Communication assistance: Support workers or interpreters for meetings and training sessions.

Applications are made via gov.uk/access-to-work, and funding is available for both new and existing employees.

“Access to Work helped me stay in my role. Without it, I would have had to leave.” Anonymous autistic civil servant

3. Manager Training and Awareness

Managers play a pivotal role in creating inclusive environments. Training should include:

• Understanding autism and its workplace implications.

• Recognising signs of distress or burnout.

• Communicating clearly and respectfully.

• Co-creating support plans with staff.

“The biggest barrier is not autism it’s misunderstanding. When managers are trained, everything changes.” Helen Jeffries, Cabinet Office

Examples of Successful Inclusion Programmes

Local government and public sector organisations across the UK are increasingly recognising the value of neurodiversity and implementing programmes to support autistic staff. These initiatives demonstrate how thoughtful policy, training, and collaboration can create inclusive workplaces where autistic employees thrive.

1. East Sussex All-Age Autism Action Plan

East Sussex County Council has developed a comprehensive three-year action plan co-produced with autistic residents, carers, and professionals. The plan focuses on:

• Improving health and wellbeing.

• Supporting transitions into adulthood.

• Sustaining employment for autistic people.

It includes 26 actions, such as employer training, inclusive recruitment, and workplace adjustments. The council also works with NHS Sussex and local charities to deliver neuro-inclusive services .

“This plan is informed by the voices of autistic people and aims to deliver meaningful change despite funding challenges.” East Sussex Autism Partnership Board

2. The Buckland Review of Autism Employment

Commissioned by the Department for Work and Pensions and led by Sir Robert Buckland KC, this landmark review sets out 19 recommendations to improve autistic employment outcomes. These include:

• Signing up to the Autistica Neurodiversity Employers Index.

• Creating autism design guides for inclusive workspaces.

• Developing training packages for managers.

• Improving recruitment and career progression pathways .

“We must make sure autistic people get the work opportunities they want and deserve.” Mims Davies MP, Minister for Disabled People

3. Ambitious About Autism Covenant for Employers (ACE)

This cross-government initiative, developed with the DWP, encourages employers to pledge support for autistic jobseekers and employees. Participating organisations receive:

• Access to webinars and training.

• Employment resources and toolkits.

• Guidance on inclusive recruitment and retention .

“Only 30% of autistic people are in paid work. We’re working to change that by educating employers and supporting autistic young people.” Ambitious About Autism

1. Civil Service Neurodiversity Network (CSNN)

Founded by autistic civil servant Tia Shafee, the Civil Service Neurodiversity Network is a cross-departmental initiative that provides resources, events, and peer support for neurodivergent staff. It now has over 170 members and collaborates with departments to improve workplace adjustments and culture.

The network has helped shape inclusive recruitment practices, promote autism-friendly workspaces, and influence policy development across Whitehall. It also supports Neurodiversity Celebration Week and contributes to the Government’s wider inclusion agenda .

“Without this initiative, neurodivergent staff would remain underserved by evidence-based policy and practice.” HMRC Neurodiversity Network Project Team

2. Autism Exchange Programme

Run by Ambitious About Autism in partnership with the Civil Service, this programme offers paid internships to autistic young people across government departments. Since its launch in 2015, it has supported over 170 interns, with placements in the Cabinet Office, Department for Education, and Department of Health and Social Care .

Interns receive mentoring, training, and career development support, while departments benefit from increased autism awareness and inclusive practice. Many interns have gone on to secure permanent roles or further education.

“Given the right support and often very small adjustments, autistic young people thrive in the workplace and add huge value.” Jolanta Lasota, CEO, Ambitious About Autism

3. National Autism Strategy (2021–2026)

This cross-government strategy sets out a five-year plan to improve the lives of autistic people in England. It is the first strategy to cover children, young people, and adults, and includes key actions for councils:

• Improve public understanding of autism through training and awareness campaigns.

• Support autistic people into employment through inclusive recruitment and workplace adjustments.

• Commission autism-friendly services in health, education, and social care.

• Engage autistic people in service design and policy development.

The strategy was informed by over 2,700 responses from autistic people, families, and professionals, and includes guidance for local authorities on identifying demand and developing appropriate support .

“With the right support, there are no limits to what autistic people can achieve.” Councillor Andrew Hensman, Local Government Association

Tips for Manager Training

Effective manager training is essential to embedding autism inclusion. The Oliver McGowan Mandatory Training is now a legal requirement for CQC-registered providers and is recommended for all public sector staff. Best practices include:

1. Co-Produced Training

Training should be co-designed and co-delivered with autistic people to ensure authenticity and relevance.

“Training must be shaped by lived experience not just theory.”   Oliver McGowan Code of Practice

2. Tiered Learning

Offer different levels of training based on roles from basic awareness for all staff to advanced modules for line managers and HR professionals.

3. Practical Application

Include case studies, role-play, and scenario-based learning to help managers apply knowledge in real-world settings.

4. Ongoing Support

Training should be part of a continuous learning journey, supported by:

• Peer networks.

• Mentoring programmes.

• Access to neurodiversity champions.

“The biggest barrier is not autism it’s misunderstanding. When managers are trained, everything changes.” Helen Jeffries, Cabinet Office

Call to Action for Councils

Local government has the power to lead the way in building inclusive workplaces that reflect the diversity of the communities they serve. Autism inclusion is not a niche issue it’s a workforce imperative. We encourage councils to:

• Review and update HR policies to include autism-specific guidance and reasonable adjustments.

• Invest in manager training that is co-produced with autistic people and tailored to public sector environments.

• Join or establish neurodiversity networks to support autistic staff and share best practice.

• Collaborate with national programmes like the Autism Exchange and Access to Work to improve employment pathways.

• Celebrate neurodiversity through internal communications, events, and leadership role modelling.

“Inclusive councils don’t just serve better they lead better.”

By taking these steps, councils can unlock the full potential of autistic employees, improve retention, and build more equitable public services. The future of local government is neurodiverse let’s make it inclusive.