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'Autism is superpower': How autistic professionals in UAE are redefining strength in workplaces
Their journeys also underscore the need for society to create an environment where autistic people can truly thrive
- PUBLISHED: Sat 26 Apr 2025, 11:03 AM
Thirty-three-year-old Emirati Jawaher Abdulla has become a powerful voice for autism advocacy in the UAE. Diagnosed with Asperger’s Syndrome at the age of 30, her journey is one of self-discovery, resilience, and an unwavering commitment to helping others understand the often-misunderstood world of neurodiversity.
“I was diagnosed late,” Jawaher told Khaleej Times. “Growing up, I always sensed I was different, but I didn't have the language or support to understand why. When I was finally diagnosed, everything started to make sense — my sensitivities, my way of thinking, my exhaustion in certain social settings. It was like finding the missing piece of a puzzle.”
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Her first professional role as a cultural guide revealed how well her natural inclinations could align with meaningful work. “I really enjoyed that job. I was excellent at it,” she said with pride, adding: “I’m practical and introverted at work, and I thrive when I can focus on delivering quality.”
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She consistently produces high-calibre work and brings a strong sense of ethics and responsibility to every task she takes on. “People know me for my eye for detail, creativity, and initiative. I perform well under pressure and always honour my duties.”
Recognising strengths
Jawaher’s story is just one of many. Across the UAE, more autistic individuals are quietly transforming workplaces with their unique perspectives, strengths, and determination.
One such example is 23-year-old Chris Casper Dimal, a communications associate at The Butterfly, a UAE-based advocacy organisation. Born in India, Chris was assessed for autism in infancy, but never received a formal diagnosis due to relocation and cultural stigma. Raised as neurotypical (not displaying autism), he spent over a decade masking his traits.
“I lived the next 13 years as if I were neurotypical,” he recalled. “Eventually, that led to serious mental health challenges. That’s when I rediscovered my autism and began to understand why I was struggling so much.”
His first internship — with The Butterfly — marked a turning point. Initially assigned to editorial duties, he found the workload overwhelming, especially while juggling university demands. But rather than labelling him a poor fit, the organisation recognised his strengths.
Founder Marilena Di Costa restructured his role, assigning him as an advocate — a position better aligned with his strong communication skills. “Chris adds tremendous value to our team,” said Di Coste. “He brings a high level of integrity and is deeply committed to his work. Once the right supports were in place—routine, clear instructions, notice of tasks—his performance and confidence soared.”
Chris has since hosted events, led training sessions, and spoken on radio programmes. He credits his success to a supportive environment that respects his needs and celebrates his strengths.
Autism as superpower
For 14-year-old Emirati pianist and composer Ahmed Al Hashemi, autism is not a barrier — it’s his superpower. Diagnosed with Asperger’s Syndrome, Ahmed has already earned global recognition for his talent.
Armed with a professional diploma in music composition, he holds the distinction of being the first Emirati and Arab child to receive accolades from both Unesco and the Mother Teresa Foundation. His perfect pitch allows him to replicate melodies after a single listen — an ability he showcases on stages around the world.
“My talent isn’t just playing music — it’s feeling it,” Ahmed shared with Khaleej Times. He also shared his dreams of attending college, owning a home, and getting married— and he’s saving every dirham he makes in pursuing them.
“Autism gives him perspective and focus,” said his mom Eiman. Yet, behind his accolades lies a painful reality: discrimination. “Some event organisers are initially excited by his videos,” she shared, “but once they learn he’s autistic, they cancel. They say they’re afraid he might do something wrong. It’s heartbreaking.”
While these individuals represent extraordinary success, they also highlight the broader challenges that neurodivergent people face in gaining understanding and inclusion.
Embracing diversity
Jawaher shared that there are global challenges for neurodiversity at work, particularly when it comes to understanding and accommodating neurodivergent needs.
“There’s still a global gap in awareness,” Jawaher said. “People often don’t realise how much the environment matters. Things like quiet spaces for sensory regulation, flexibility for remote work, and social support systems make a massive difference.”
True inclusion, she added, goes beyond mere awareness — it requires cultural change. “The UAE has published a national strategy to protect People of Determination in Abu Dhabi. Implementing tools like accountability measures, anti-bullying policies, burnout prevention, and protection from isolation can truly support neurodivergent professionals, whose nervous systems are more sensitive to stress.”
Chris echoed her sentiment. “Neurodiversity is not something to be “managed,” but rather something to be embraced and celebrated,” he said, noting there should be a workplace culture where honesty and vulnerability aren’t punished, but encouraged.
What unites Jawaher, Chris, and Ahmed is not just their autism, but their refusal to be defined by it. Each one brings extraordinary strengths to their work: unwavering focus, creativity, detail orientation, and dedication.
Their journeys also underscore the need for society to create an environment where autistic people can truly thrive. So, what can employers do? De Coste provides a few pointers:
Promote psychological safety so that employees feel safe to disclose needs and challenges.
Design sensory-friendly environments with quiet spaces and remote work flexibility.
Offer clear communication, routines, and expectations, which are critical tools for autistic success.
Educate teams about neurodiversity to reduce stigma and foster compassion.
Champion talents, not limitations. Autistic people are not broken versions of neurotypical employees. They are individuals with different operating systems, capable of extraordinary innovation.