Approaching training efforts in the workplace with an understanding of employees’ learning preferences, and providing training in multiple formats, is essential for creating an environment where employees feel empowered to contribute their unique talents to an organization.

Up to 20% of the global population is neurodivergent. These numbers are greater when the number of neurodivergent individuals who do not choose to or have not disclosed are considered. This is a significant portion of the workforce, and it is critical that we design training and management approaches that support a variety of learning needs.

One of the ways that managers can support this initiative is considering neuroinclusive factors in the design and delivery of training and development programs — specifically for autistic employees. Autism spectrum disorder (ASD) is a neurodevelopmental disorder that is characterized by persistent deficits in social communication and social interaction across multiple contexts, including deficits in social reciprocity, nonverbal communicative behaviors used for social interaction, and skills in developing, maintaining and understanding relationships. Given the social communication challenges that individuals with autism often face, it is essential that learning leaders customize their approach to training and development in order to foster an inclusive and supportive workplace environment.

Here are several ways they can do this effectively:

Designing Multimodal and Inclusive Training

Learning and development (L&D) professionals should consider employees’ delivery modality preferences when designing training programs. This can be achieved by gathering information through surveys or conversations. However, it’s important to note that employees may not always have accurate insight into their own learning preferences or the most effective ways they learn. Because of this, survey responses should be supplemented with training metrics and other data to assess what drives learning outcomes.

Rather than tailoring training to individual preferences, using a mix of delivery modalities — such as providing written materials in advance, incorporating visual aids like graphs or videos and applying concepts through case studies — can help reinforce learning and improve retention. The goal is to create a rich learning experience by presenting key concepts in multiple formats, which enhances memory formation and knowledge application.

Regardless of what modality is used, it is important to deliver the training with clear and direct instruction. A useful strategy for teaching a new task is called modeling. This involves the trainer demonstrating a task while the employee observes. The employee then performs the task following the demonstration and the trainer provides constructive feedback until the task is learned.

Another way to make training more effective is by previewing information. Sending the agenda ahead of time that includes details about what is to be expected and when will help provide structure. This is especially helpful for autistic individuals because it creates predictability which in turn reduces anxiety. It is particularly effective if the training is addressing a completely new topic or subject area.

Consideration of the environment in which the training is being delivered is also important. Sensory triggers such as fluorescent lights, loud noise, or high traffic areas or spaces, which can overwhelm some autistic individuals. Delivering content in a quiet, dimly lit space will help them stay focused and avoid distractions.

Be Flexible and Offer Open Communication

Providing flexibility is also a key component to effective training. If the employee is working on a larger scale task, break it down into smaller chunks so that it is more manageable. It’s also beneficial to consider the pace; some autistic individuals may need additional time to process information. After presenting information, it will be beneficial to allow extra time for them to process, form a response and then respond. Check in frequently to check progress and confirm understanding. If an employee is struggling with certain aspects of the training, provide flexible deadlines or alternative ways to demonstrate learning, if possible.

Another essential part of the training and development for autistic workers is to create a safe and respectful environment that promotes inclusivity. Setting these expectations up front is key to setting the tone. Before the training begins, it will be beneficial to research and participate in training to create awareness and address any biases that might exist. Another practice that can be used to foster this type of environment is providing mentor or peer support throughout training to facilitate collaboration and support.

Provide Feedback and Check-Ins

Lastly, provide regular check-ins to allow for questions and to give feedback throughout the training process. Providing intentional feedback that is specific and direct is effective while communicating with autistic employees. If it appears the employee is oversharing in meetings, provide structure by reviewing the meeting agenda and telling them how much time should be spent sharing on a particular topic. When offering feedback, it is sometimes helpful to provide insight into context as to why something is important and how it fits into the bigger picture and goals of the company. This helps with understanding and in turn can also help with motivation.

Consider incorporating a strength-based approach to help boost confidence and motivation. Conversely, if there are areas that need improvement, help the trainees identify specific areas of growth together and set goals accordingly. By keeping open lines of communication, this will enable employees to feel comfortable discussing challenges and addressing concerns throughout all phases of the training.

An Important Note About Disclosure

The last important point to note is to never disclose or discuss an autistic employee’s specific needs, differences or diagnosis in the workplace without their consent. Before the training starts, have a conversation with the learner to see how they feel about disclosing. Always wait to receive consent from the person before sharing with other people within the organization. This will help in building trust, helping them feel understood and supported.

Tailoring training programs focused on employees’ strengths, delivering training in multiple modalities and being intentional about providing open lines of communication, are the first steps to delivering effective training programs to employees with autism. These practices create an inclusive and equitable environment for employees; the benefits are experienced simultaneously by employers.

Organizations of all sizes in all industries can benefit from supporting neurodiversity at work and tapping into the skills and talents of neurodivergent workers. Neurodivergent workers can give organizations a competitive advantage, often resulting in significant financial and cultural benefits.