Inside the Autistic Workforce: A New National Survey on Masking, Managers, and What Actually Helps

<p>A new national survey from NEXT for AUTISM puts hard data on what autistic and AuDHD employees have been describing for years — and the findings challenge most of what workplaces assume about disclosure, accommodations, and what actually drives retention.</p><p>I sat down with Candi Weaver-Dowds, Senior Manager of Strategic Initiatives at NEXT for AUTISM and the lead on this research, and Abigayle Jayroe, SVP of Strategic Operations, to walk through the data and what employers need to do differently.</p><p>We cover:</p><p>• Why 79% of autistic employees describe masking and emotional exhaustion as a workplace challenge — and what that costs </p><p>• The 73% disclosure rate, and why most went to their direct manager rather than HR </p><p>• Why nearly 7 in 10 autistic employees are building their own support systems outside of work </p><p>• What the data shows about autistic women carrying a disproportionate burden </p><p>• Why AuDHD employees — 40% of the sample — may be the largest and most strained subgroup in the autistic workforce </p><p><strong>About the report</strong> <em>Inside the Autistic Workforce: A National Survey of Autistic Employees on Their Workplace Experience — and What Employers Need to Know.</em>  </p><p>Completed in 2026, this mixed-methods study was developed and led by NEXT for AUTISM, in partnership with Sago, a global research firm, and funded by the Anita Bhatia Foundation for Tomorrow. Read the full report: <a href="https://nextforautism.org/inside-the-autistic-workplace/" target="_blank" rel="ugc noopener noreferrer">https://nextforautism.org/inside-the-autistic-workplace/</a></p><p><strong>Chapters</strong> </p><p>00:00 What the data finally proves </p><p>02:12 The strengths-based research approach </p><p>03:00 High job satisfaction, hidden cost </p><p>04:22 Masking is a second job running in the background 06:06 Why the manager relationship matters most </p><p>07:29 What 73% disclosure really means </p><p>10:09 The accommodations gap 11:34 Building support outside of work </p><p>12:46 The disproportionate burden on autistic women </p><p>14:13 Late diagnosis and the workplace </p><p>15:21 AuDHD: two operating systems competing </p><p>17:47 What workplaces need to do differently </p><p>20:27 The neurodivergent manager effect </p><p>20:47 Autistic feedback as operational intelligence </p><p>23:37 The report, the grants program, and how to take action</p><p><strong>About AuDHD Boss</strong> </p><p>I&#39;m Brett Whitmarsh — late-diagnosed AuDHD, former corporate people manager, and host of AuDHD Boss. This show is about what work actually looks like for neurodivergent professionals, and what managers, HR teams, and leaders need to understand to stop losing this talent.</p><p>Free Accommodations Prep Guide: <a href="https://payhip.com/b/j0rvk" target="_blank" rel="ugc noopener noreferrer">https://payhip.com/b/j0rvk</a> </p><p>Work with me or book a corporate training: <a href="https://audhdboss.com/" target="_blank" rel="ugc noopener noreferrer">https://audhdboss.com</a></p>