Understanding the workplace needs of autistic adults in Singapore: insights to inform inclusive AI support

Autistic adults face persistent challenges in obtaining and sustaining meaningful employment. Despite growing attention to workplace inclusion, research on autistic adults' employment experiences in non-Western contexts remains scarce. The potential of emerging technologies, such as large language models (LLMs), to support workplace integration is also still largely unexplored, yet off-the-shelf models may reflect neurotypical norms that risk reinforcing masking or overlooking neurodivergent needs. This qualitative, participatory study therefore centered autistic adults' perspectives to understand workplace experiences and identify potential LLM affordances that could facilitate integration.

Twenty autistic adults with at least 3 months of work experience were recruited in Singapore. Data was collected through semi-structured group discussions. Using reflexive thematic analysis, we identified workplace challenges, needs, and potential support LLMs can provide. We had a multidisciplinary team of autistic and non-autistic researchers, and autistic perspectives actively shaped the design, conduct, and interpretation of the research.

Two overarching themes emerged: (1) assumed neurotypicality of the workplace, evident in work processes and social participation, and (2) need for workplace inclusivity, supported through both individual accommodations and systemic change, including identity-affirming support, alignment of work design and tools with neurodivergent working styles, empowered access to supports and accommodations, and shared responsibility for workplace integration. Potential LLM functionalities involve supporting executive functioning, encouraging self-reflection, and fostering mutual understanding between autistic employees and their coworkers.

Workplace barriers for autistic employees often stem from assumed neurotypical norms rather than individual deficits. Participants reported challenges related to ambiguous work processes, implicit social expectations, and executive functioning demands, which reflect a mismatch between workplace structures and neurodivergent ways of working. Crucially, inclusivity cannot rely solely on individual accommodations; meaningful workplace inclusion requires systemic change. Designing LLM tools that align with neurodivergent working styles can complement systemic inclusivity efforts and empower autistic employees. Implications and future directions are discussed.