While April traditionally marks Autism Awareness Month, at the John Innes Centre (JIC), we believe in moving beyond mere awareness toward genuine affirmation and celebration of Autistic colleagues every day of the year. As part of our Understanding, Valuing and Celebrating Neurodiversity Project, we’ve been taking tangible steps to create a workplace where Autistic researchers and staff can truly thrive.

From awareness to affirmation

While awareness is a starting point, affirmation means recognising that Autistic minds aren’t “broken” versions of neurotypical ones – they’re different by design, with unique strengths, particularly valuable in scientific research.

As a plant science research institution committed to “Unlocking Nature’s Diversity” (as our institute’s tagline states), we understand that diversity, whether in plant genetics or human cognition, creates resilience, innovation, and adaptability.

The science behind autistic strengths

Autistic brains are physically structured differently from neurotypical ones. While neurotypical brains undergo extensive “synaptic pruning” during development, Autistic brains maintain a denser network of neural pathways. This creates what scientists call “hyperconnectivity”.

This neural architecture contributes to many Autistic strengths, including:

• Exceptional pattern recognition
• Detailed thinking and observation
• Deep, focused concentration on areas of interest
• Innovative problem-solving approaches.

These strengths are particularly valuable in scientific settings. While at least 20% of the general population is estimated to be Neurodivergent, research suggests this figure may be significantly higher in scientific environments. A 2024 study by ARC (Advance Research Clusters) and the University of the West of Scotland found that 48.1% of lab workers identify as Neurodivergent, compared to 20% globally. Notably, 25.5% of these individuals are Autistic, 25 times the UK average of 1%.

Autism and science: a natural connection

The connection between Autism and scientific excellence isn’t coincidental. In the complex world of plant research, we need minds that can:

• Identify subtle patterns in data
• Maintain unwavering attention to experimental details
• Think outside conventional frameworks
• Develop systematic approaches to complex problems.

One key insight from our research community is reflected in what Jared Carpenter, an Autistic PhD student at JIC, explains about Neurodivergent thinking: “The way I think and approach things is different to other people, but that is a strength in science because you need people who think outside the box, who can approach things from a different direction, otherwise problems won’t be solved […] Some of the greatest people to make scientific discoveries have very much been Neurodivergent.”

Creating an Autism-affirming environment

We’re taking concrete steps to build an environment where Autistic colleagues can contribute fully without the exhausting need to mask their true selves:

1. Sensory-considerate spaces

Lab and office workplaces can be overwhelming for those with sensory processing differences. We’ve begun adding sensory regulation tools and creating spaces where colleagues can decompress when needed. This includes:

• Fidget tools in meeting rooms to support focus and regulation
• Sensory regulation supports in our wellbeing space.

Also, following ongoing engagement with specialist consultants, we are incorporating inclusive design elements into our new main laboratory building such as consideration of lighting and sound, as part of our Next Generation Infrastructure programme.

2. Clear communication practices

We’ve developed a Neuroinclusive Communications Guide that promotes:

• Straightforward language with minimal jargon
• Clear, explicit instructions rather than implied expectations
• Written follow-ups after verbal discussions
• Meeting agendas shared in advance
• Options for virtual participation with cameras off.

3. Research-relevant training

We’ve designed and delivered tailored training programmes on Neurodiversity allyship and management practices specifically focused on supporting Autistic and other Neurodivergent colleagues. This training helps:

• Managers understand how to adapt their leadership approaches for different neurotypes
• Colleagues learn practical ways to be effective allies in everyday interactions
• Teams develop shared understanding of Neurodivergent communication styles
• The entire organisation moves beyond basic awareness to meaningful inclusion.

These e-learning and training courses have been rolled out across our fellow BBSRC institutes, creating a broader culture of understanding and support. This approach is already proving valuable, with one participant reflecting that “discussions about language and terminology provide greater understanding of Neurodiversity and how to communicate with others.” If you are an organisation and interested in knowing more about this training please contact clare.stevenson@jic.ac.uk

Hearing from Autistic voices

What makes our approach effective is that it is informed by Autistic colleagues themselves. Through interviews conducted for our new Neurodiversity e-learning, Autistic team members have shared insights about their experiences in scientific workplaces.

Their perspectives have helped us to understand that accommodations aren’t “special treatment” but essential conditions for success – just as we provide different experimental conditions to get optimal results from different laboratory processes.

The broader benefits of Autism affirmation

Creating an Autism-affirming environment benefits everyone. Just as universal design principles make spaces more accessible for all, practices that support Autistic colleagues often improve the workplace for everyone:

• Clear communication reduces misunderstandings for all staff
• Sensory-considerate environments reduce stress for everyone
• Flexible working arrangements increase productivity across the board.

We invite you to join us in moving beyond awareness toward affirmation, every day:

• Use Neuroaffirmative language: Embrace identity-first language (e.g. “Autistic person” rather than “person with autism”) and avoid deficit-based terminology.
• Create inclusive meeting environments: Share agendas in advance, offer multiple participation options, and consider sensory needs.
• Value different communication styles: Recognise that direct communication is not always rudeness but can be a different cultural approach.
• Advocate for systemic changes: Support policies and practices that enable Autistic colleagues to thrive without masking.

As a scientific community dedicated to innovation, we know that different perspectives drive discovery. By creating an environment where Autistic colleagues can bring their authentic selves to work, we’re not just supporting individual wellbeing – we’re enhancing our collective ability to solve the complex challenges of plant and microbial science.

If you’d like to learn more about our Neurodiversity initiatives or share your own experiences, please contact our Neurodiversity Project Officer, Leah Milner-Campbell, at Leah.Milner-Campbell@jic.ac.uk.

This blog is part of the John Innes Centre’s Understanding, Valuing and Celebrating Neurodiversity Project, funded by the BBSRC. We would like to acknowledge and thank Dr Clare Stevenson for her vision and leadership in securing funding and championing this initiative across our organisation.