Coming out autistic at work: A review of the literature.
Coming out autistic at work can unlock accommodations yet expose workers to stigma, so plan each disclosure step with the client.
01Research in Context
What this study did
McQuaid et al. (2024) read ten studies about autistic workers who tell others they are autistic. They wanted to see what happens after someone comes out at work.
The team looked at why people disclose, what they gain, and what bad things can follow. They did not run new experiments; they combined stories already published.
What they found
Disclosure is a double-edged sword. Workers may get needed accommodations and feel free to self-advocate. Yet many face stigma or lost promotions.
No study gave exact numbers, but the pattern is clear: telling can help and hurt at the same time.
How this fits with other research
Solomon (2020) showed that employer bias, not skill gaps, blocks autistic adults from jobs. A et al. add that even after hiring, bias shows up when workers disclose.
Finn et al. (2023) found that hiding autism during job interviews is exhausting. A et al. explain why workers keep hiding after they are hired—fear of stigma.
Cruz-Montecinos et al. (2024) saw autistic college students using selective disclosure to dodge peer stigma. The same careful dance continues in the workplace, confirming the pattern across settings.
E et al. (2016, 2018) tested disclosure cards that lower public stigma. A et al. agree simple tools help, but note workplace disclosure is riskier than a quick card hand-off.
Why it matters
You can’t push every client to come out. Instead, write a disclosure plan that lists possible benefits—like getting noise-canceling headphones—next to real risks—like being passed over for team lead. Rehearse how and when to tell, and identify a trusted ally at work. Update the plan yearly so the client keeps control of their story.
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02At a glance
03Original abstract
Research consistently documents the poor postsecondary outcomes of autistic individuals. It is important to identify supports that help autistic individuals get and keep jobs to improve postsecondary outcomes. Autism diagnosis disclosure at work may serve as a support (e.g., receiving accommodations) or as a barrier (e.g., discrimination) to getting and keeping employment, but little is known about the lived experiences of autistic individuals on diagnosis disclosure at work. To better understand why individuals on the spectrum choose to pursue disclosure or choose not to disclose at work, how they disclose, and the consequences of that disclosure, a state-of-the-art literature review was conducted. Ten studies met the final inclusion criteria and were synthesized to provide guidance to autistic individuals, families, and professionals who support their transition to employment. Findings from the review indicate that diagnosis disclosure is a highly complex decision. Across reviewed studies, participants chose to pursue disclosure for specific reasons, including access to accommodations or support, increase understanding, and advocate for self or others. Autistic individuals participating across reviewed studies shared they chose not to disclose primarily due to fears of discrimination and experience of stigma. Both the hopes (access to accommodations and supports) and fears (bullying and discrimination) were validated in the experienced consequences of disclosure. More research is needed on the contextual experiences of how individuals on the spectrum disclose their diagnosis at work.
Autism : the international journal of research and practice, 2024 · doi:10.1177/13623613231206420