Autism is a neurodevelopmental difference that shapes how people communicate, interact socially and experience the world. According to the National Autistic Society, more than 1 in 100 people in the UK are autistic, and the real figure may be much higher. Despite this, there are still plenty of misconceptions about what autism is and what the spectrum actually looks like.
The linear spectrum vs the multidimensional spectrum
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When you search for “the autism spectrum” online, the most common image that appears is a linear spectrum, with someone ‘less autistic’ at one end and ‘more autistic’ at the other. You may also see ‘high functioning’ or ‘low functioning’ labels. While this image gives a general overview, it is not an accurate illustration of autism.
In reality the autism spectrum is more like a puzzle with dozens of colours and shades, all mixed together.
Take the linear spectrum first. It has two endpoints: ‘less’ autistic at the white end and ‘more’ autistic at the red end. In between are various levels of autism that increase in severity as you move to the right. It’s easy to see why this suggests someone on the left has fewer difficulties than someone on the right.
The second image looks much more like a circular rainbow. The different colours represent different characteristics of autism. The stronger colours on the outside of the circle represent characteristics that are more pronounced, and as we move towards the centre, the lighter colours represent a characteristic that is less noticeable or not present at all.
Many of these characteristics are intertwined and show up in different combinations. For example, my Dad has a clear need for routine but finds communication straightforward. This is one reason autism can be difficult to diagnose: no two people have the same combination of traits. Our guide to how autism can present in the workplace shows what this variety looks like day to day.
Labels to avoid
Each autistic person has their own combination of characteristics, strengths and needs. No two autistic people are alike, so placing them on a linear spectrum doesn’t work. As a result, some labels are best avoided when describing autistic people. Our guide to neurodiversity key terms explains the language many people prefer instead.
‘Higher’ and ‘lower’ functioning
Functioning labels can be stigmatising and lead to discrimination. People labelled ‘lower functioning’ may be seen as less capable and have their abilities underestimated. People labelled ‘higher functioning’ may be dismissed as not needing support or adjustments at work. You can read more about why the autistic community are rejecting the terms high and low functioning.
‘More’ or ‘less’ autistic
Describing people as ‘more’ or ‘less’ autistic is outdated and can create a hierarchy within the autistic community, as people given the ‘more’ autistic label may be seen as harder to understand or support. A related phrase to steer clear of is “everybody is a bit on the spectrum”, which we unpack in our article on why that comment is a microaggression.
No two autistic people are the same
Getting your head around the spectrum matters, and so does knowing which terms can hurt autistic people, especially at work. There is a well-known saying, ‘if you have met one person with autism, you have met one person with autism’, and it’s completely true.
For teams, this means support works best when it is built around the individual rather than a label. Simple, tailored reasonable adjustments for autistic employees help people do their best work, and our page on autism in the workplace is a good starting point for managers.
Written by Emily Banks, CEO and Founder of Enna Global.
How Enna can help
For employers, understanding the spectrum is the first step to getting the best from autistic talent. Our Neurodiversity Deep Dive workshop goes beyond the basics so managers and teams can support people as individuals, and our workplace needs assessments pinpoint practical adjustments for specific employees. You can also try our free neuroinclusion maturity assessment or book a call with our team.
If you’re autistic and looking for your next role, browse the Enna jobs board for employers who value different ways of thinking. Our resources for neurodivergent employees cover disclosure, adjustments and getting on at work.
