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If you’re a person with autism, then chances are at some point you’ll have struggled with a thing called hierarchy blindness at work.
You might start by asking the question, “Do we really need hierarchies at work these days? And why do I even need a boss”?
Hardly surprising, because those of us with autism tend to see other people as equal – as our peers – and sometimes it means we can get in trouble for not showing enough deference to our ‘superiors’.
So why does this matter, and what can we do about it?
The reality is that in any workplace (or any human environment for that matter) where progress needs to be driven or goals need to be achieved, we naturally establish hierarchies to clarify the roles of those in charge and those in supporting roles, the so-called “thinkers” and the “doers.”
Yes, there are some so-called ‘flat’ companies out there, like W.L. Gore and Associates and The Morning Star Company, which pride themselves on minimizing traditional hierarchies, but if you look closely enough you’ll see there’s still a leadership structure in place.
So if hierarchies are essential for doing businesses, then you might conclude that it makes sense for the most experienced and knowledgeable person to lead the group.
Well, unfortunately for autistic individuals, this isn’t always how it works, and we’ll explore why that can be a challenge shortly.
For anyone not at the top of a hierarchy at work (i.e. most of us), it’s important to recognize the key players and know how to keep them on side.
On top of hierarchy blindness, this can be another challenge for people with autism, because interpreting social cues, managing small talk and navigating group settings can all feel difficult.
In this article we’ll take a closer look at what a hierarchy at work looks like, the impact of them on autistic people with hierarchy blindness, then offer some practical strategies for managing the often-complex dynamics.
The Importance of Hierarchies in Modern Workplaces
First things first, and without delving too deeply, it’s useful to understand that there are generally seven different types of workplace hierarchies that exist in the corporate world.
They each look very different on paper but the purpose of all of them is to streamline decision-making processes and provide clear definitions around roles and responsibilities.
The typically recognized structures are:
- Functional structure
- Divisional structure
- Matrix structure
- Team based structure
- Network structure
- Hierarchical structure
- Flat organization structure
The majority of these structures adopt a ‘top-down’ approach to business where the decisions filter down from the top and the role of managers and employees is to turn them into tangible deliverables.
So why do we all go along with it?
Well, the reason that hierarchies are generally more favored is because of the perceived benefits they bring for all of us: those at the top, those in the middle and those at the bottom.
The most obvious of these is a clearly defined chain of command where each employee understands their position within the organization, who they report to, and who reports to them.
This clarity gives everyone a strong sense of stability and certainty and, you might argue, that when the environment is predictable and secure it allows people to thrive.
On a much larger scale you only have to look at countries like Afghanistan and Somalia – that lack stability and security – to see what happens without it.
If you know anything about Maslow’s pyramid of needs then you’ll understand that these things are fundamental to our human requirements for existence.
How Hierarchies Can Impact Career Growth
In many respects, the pyramid structure of a hierarchy is similar to the pyramid of our own personal needs according to Maslow.
Once our basic need to feel safe has been met, then we can begin to consider our other less important needs.
At work, the structure of a hierarchy affords this possibility, by enabling employees to advance their careers by climbing the ‘corporate ladder’.
When executed properly, it guarantees that managers are present to inspire and assist employees in developing their skills and progressing in their careers, which ultimately flows back to benefit the business in the long term.
But while hierarchies can provide clear organizational and individual benefits, they also present significant drawbacks.
Their rigid structure can hinder flexibility and the ability to adapt to rapid changes. This presents a particular threat in the 21st century, where technology is advancing rapidly through the use of AI, and traditional working practices have been turned upside down by the pandemic.
Another limitation of the corporate hierarchy is that is creates an automatic barrier to communication.
Typically, messages move up and down the chain of command in a systematic fashion, with a layer of middle management shielding the people at the top from the people at the bottom. This can result in a disconnect between both sides which can in turn lead to dissatisfaction and resentment building.
So now we hopefully understand that there are benefits and drawbacks to a hierarchy at work and that it’s not all bad.
Challenges of Autism and Hierarchy Blindness at Work
Social Communication Differences
OK, so now let’s look at why it can be difficult for people with autism to survive and even thrive in a hierarchy.
The first thing to know is that in any human hierarchy, your reputation is everything.
This is what’s going to determine whether you get thrown out of the hierarchy, whether you get to stay where you are, or whether you start to climb up it.
How do you manage your reputation? Mainly, it’s about communication.
There’s a subtle art of communicating in a hierarchy that starts with an appreciation of where exactly you stand in the structure. You need to understand this and play by the rules accordingly.
Remember though, that you can move up or down the hierarchy, which in turn means you have the power to change the rules.
Maybe you disagree with me on this, and you take the view that hierarchies really don’t matter and that hierarchy blindness won’t affect you in some way.
I understand this point of view, but unless you’re self-employed, or unemployed and want to stay that way, I say, good luck!
Your position in the hierarchy will determine when it’s your turn to speak and when you need to remain silent. It can shape what’s acceptable for you to say out loud, and to whom, and what you need keep to yourself.
You may very well work for a boss who encourages completely open communication and two-way feedback, but would they really appreciate it if you were honest about everything?
The likelihood is that there will be certain things that need to be held back and not said, ever.
It is generally a good idea to avoid talking about certain topics at work such as politics, religion, intimate details about your family life and relationships, or anything related to money.
And in a hierarchy, sometimes the most powerful action you can take is to say nothing at all. It’s the old adage that less is more.
Silence often reveals the true meaning of an interaction and by choosing not to speak, the answers can sometimes emerge on their own.
This allows you to avoid the traps you might have encountered if you felt the need to communicate in order to discover answer. Let the answer come to you instead.
This nuanced dynamic can be difficult for people with autism to understand and apply strategically.
We have a strong sense of social justice and will question why someone should have an unwritten authority over us to determine when we can speak or what we can say.
We tend to take things literally and struggle with abstract concepts. We especially find it tricky when our colleagues say things that they don’t actually mean.
On the whole, the complexity of social interaction needed to thrive in a hierarchy can be incredibly taxing for us, leading to increased stress levels and the potential for us to burnout.
Difficulty with Authority vs The Need for Structure
I’ve spent most of my adult life working in organizations that value hierarchies and I’ve come to appreciate the strange dichotomy that exists between my need for structure and routine and my attitude towards authority.
Like many people with autism, I feel safe and comfortable with structure and routine, both at work and in my personal life. I suspect this way of being is almost fundamental to our existence.
Every day, I drive the same route into work and follow the same path through the building to reach my office. I generally attend the same meetings, and at lunchtime, I walk a mile or so around the shopping mall to reset for the afternoon ahead.
I know some people might see this as a bit unusual, but I’m at my best when I know what to expect.
It would therefore seem to make sense for my attitude towards authority and hierarchy to reflect my need for structure and routine, but it doesn’t.
I tend to resent those in positions of power whose tenure I perceive as not being earned by merit or ability. I struggle to respect people who I don’t feel deserve to be there.
On the contrary, I tend to perform very well when working for those I see as competent and knowledgeable and who in my eyes have deserved their position.
Unfortunately for me though, life isn’t always this simple.
I’m not sure why this is exactly – and I don’t know if it’s common among autistics – but I believe it could have something to do with my passion for social justice and the need to know that the system I’m working in only promotes the most capable candidates based on merit.
Autism and Hierarchy Blindness at Work: Suggested Coping Mechanisms
Now we’ve outlined the challenges, here are four effective coping strategies for thriving in a hierarchy with autism.
These relate specifically to our hierarchy blindness, our social communication differences and the problems we experience with unearned authority.
Set Personal Boundaries for Sensitive Topics
Remember what I said about the importance of reputation?
To stop yourself from accidentally putting your foot in it, you might want to draw up a list of pre-defined topics that you feel are best avoided during conversations at work.
Having a list already prepared in advance and then rehearsing it enables you to recognize any off-limit topics before you accidentally stray into them. It also eases the pressure of trying to filter them in real-time conversations.
If defining a list feels a bit too challenging for you, then consider working with a trusted mentor or coach to help you understand and articulate your personal boundaries.
Develop Structured Responses to Ambiguous Situations
Like I said, many of us with autism really struggle to grasp abstract and indirect forms of communication.
One technique for overcoming this is to develop structured responses that are ready to deploy during certain types of interactions, with aim of preventing you from having to interpret social cues or read between the lines on the hoof.
With these developed responses to hand, whenever you encounter a situation that feels uncertain, you can deploy a stock sentence along the lines of “Could you clarify that?” or “That’s an interesting point, give me a moment to think about it”, or “That’s useful, tell me a bit more”.
If this sounds basic, it’s because it is, but practicing it will naturally promote the flow of further information and can help you to manage ambiguity.
Use Silence as a Deliberate Tool
Sometimes in a hierarchy less is more when it comes to communication. If you’re not sure what the right response to something is, then let someone else make the mistake for you.
Watch, observe, listen.
Even though you’re likely to feel uncomfortable with silence you can use it strategically when communicating in a hierarchy.
Silence allows you to pause for thought without feeling pressured to respond and as we’ve already established, the answers to a problem can sometimes emerge on their own, with you having to reveal your hand first.
Try practicing the use of ‘silent strategies’ at work.
Whenever a question is asked, take a short but deliberate moment to think about your answer before you speak.
If you find it uncomfortable, then try deploying a non-verbal sign of engagement first, like slowly nodding your head, while you remain silent and gather your thoughts before responding.
Identify and Partner with Competent Mentors
One way to overcome the perceived unfairness in how authority is delegated within hierarchical structures is to seek out mentors and coaches who are competent, knowledgeable, and, of course, fair.
This can help to create a positive association between your workplace hierarchy and the authority of the people around you, who may or may not have been promoted on merit.
If possible, try and find mentors and coaches who understand what it means to be autistic and can provide you with a framework that is structured, clear and direct.
By setting up regular one-to-one meetings, you will have a safe space to discuss any concerns and gain valuable insights into how to navigate the workplace hierarchy more effectively.
Conclusion
In this article, we’ve explored hierarchy blindness, the nature of workplace hierarchies and the challenges faced by autistic employees when navigating social expectations and authority.
We’ve outlined a number of effective strategies that can help autistic individuals not only cope but thrive in these environments.
With a preference for routine and structure, it’s more than possible for autistic individuals to succeed with hierarchy blindness, provided we can recognize and embrace the key nuances involved.
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