EUR ING Professor Dr Larissa Suzuki and Dame Stephanie Shirley DistFBCS highlight the causes and impact of the underdiagnosis of autism in women, as well as setting out how the problem can begin to be tackled.
When the television presenter Melanie Sykes was diagnosed with autism at the age of 51 she described it as a ‘life changing, or rather life-affirming’ moment. ‘I now have a deeper understanding of myself, my life, and the things I have endured’, she said.
For the journalist Sue Nelson, a former BBC science correspondent, being told at the age of 60 that she was autistic was both ‘revelational and unnerving’. It gave her a new understanding of why she behaves as she does.
For the writer and naturalist Emma Mitchell, being diagnosed at the age of 49 allowed her to see for the first time that, despite the many ways in which she failed to behave in a manner that society considers ‘normal’ thanks to her autism, she was in fact ‘a valuable human. I’m OK.’
All three women had spent their entire lives ‘masking’ — from others and perhaps from themselves — the fact that they had Autism Spectrum Disorder (or ASD). For years they had concealed or downplayed their autistic traits, mimicking neurotypical behaviours to blend in. While their ability to adapt might seem like a strength, it often came at a significant cost: exhaustion, anxiety and depression. Their masking also helps to explain why women’s autism is so frequently overlooked or misdiagnosed.
Hidden autism and the loss to the tech sector
Autism in women remains a hidden issue, and its impact goes far beyond causing personal struggles — it’s an issue for society as a whole, and one that has profound implications for women pursuing careers in technology and engineering. These fields, which could benefit immensely from the unique strengths of autistic women, are losing out due to systemic biases and a lack of understanding.
Fields like technology and engineering put a high value on problem solving and analytical thinking, and rely on skills like logical reasoning, attention to detail and pattern recognition. They should be natural homes for autistic women — these are precisely the abilities that autistic individuals often possess.
Professor Simon Baron-Cohen’s team at the University of Cambridge has conducted significant research into the prevalence of autism in STEM. His team’s findings highlight the fact that autistic individuals as a whole are overrepresented in these fields, but that autistic women are underrepresented. The disparity is not due to a lack of ability but rather to systemic hurdles; thanks to underdiagnosis and barriers in the workplace, many autistic women in STEM find themselves sidelined or burnt out. Educational environments often fail to identify or nurture autistic girls with STEM potential, and workplace cultures similarly unintentionally alienate autistic women through rigid social expectations and a lack of accommodations.
Unpacking the problem
Women in STEM already contend with gender biases that hinder their career progression. For many autistic women, this challenge is compounded by the invisibility of their neurodivergence. To address this, we need to unpack why autism presents differently in women, explore its impact on careers, and spotlight research and initiatives taking place in the UK to drive change.
Firstly, invisibility. Traits commonly associated with autism, such as social communication challenges, repetitive behaviours and sensory sensitivities, often show up differently in women and men. Yet historically, diagnostic frameworks have been based on male-centric studies, and as a result painted an incomplete picture of how autism manifests. The fact that girls too might be autistic was often missed.
Studies from UK organisations like the National Autistic Society have highlighted this disparity. A 2018 paper in the Journal of Autism and Developmental Disorders noted that many women are underdiagnosed or face long delays in receiving a diagnosis. Improving that diagnostic process is critical; early and accurate diagnoses could ensure autistic women receive the support they need during their educational and professional journeys. Dr. Sarah Cassidy at the University of Nottingham has called for the development of gender sensitive assessments to close this ‘diagnostic gap’ and improve both identification and access to support. Dr. Cassidy’s work at the University of Nottingham is focused on creating diagnostic tools that better capture the nuances of autism in women.
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Secondly, workplaces can be alienating for autistic individuals. Social interaction in the workplace often relies on unspoken rules and subtle cues which can be challenging, and autistic women may find it especially difficult to network, advocate for promotions, or navigate office politics — all skills which are crucial in competitive tech and engineering environments.
In a 2022 report by Autistica, the leading autism research charity in the UK, autistic women reported difficulties accessing workplace accommodations such as flexible hours or sensory-friendly environments. Without these adjustments, many faced burnout or job dissatisfaction, or left their roles entirely.
Employers in STEM fields often lack the cultural and structural inclusivity to properly support female autistic employees. The irony is that many autistic women make exceptional programmers, data analysts or engineers — but without recognition or tailored support, these strengths are often overlooked.
The good news is that there is growing awareness of the need to address the problem, and the UK has been taking steps to drive change in diagnosis and workplace inclusion.
Improving employment practices
Several initiatives are paving the way for more inclusive work environments. Tech giants like Microsoft and SAP have introduced autism hiring programmes, but broader action is needed to ensure these initiatives address the particular needs of autistic women.
In the UK, Autistica has launched the Employ Autism programme, which offers training to employers and provides resources to autistic jobseekers. This initiative aims to foster greater understanding and support for neurodivergent employees across industries.
To unlock the potential of autistic women, we need to:
- Improve diagnosis: develop gender sensitive tools and train professionals to identify autism in women earlier
- Raise awareness: challenge stereotypes and educate employers about the unique strengths of autistic women
- Foster inclusion: create workplaces that accommodate neurodivergent needs, from flexible schedules to sensory-friendly spaces
By recognising and supporting autistic women, we not only empower individuals but also enrich fields like technology and engineering. Diversity drives innovation, and addressing the challenges faced by autistic women can help create a future where everyone’s potential is realised.
