Can I come at this from the opposite position, as a manager with autism?
Career development / review meetings aren't things that should be done to you, but something that you define and control.
For example, people management is not my favourite part of my job, but I recognised that, in order to get to the stage in my career that I wanted to get to and to build out my function within my firm, it was something I would have to take on.
So I reframed my thinking and took control - I wrote a short business case outlining what I was going to do and how I was going to it (write my own job specs and control internal and external recruitment for specific roles), supported with a cost benefit analysis.
My director agreed with the direction I proposed, and essentially let me get on with it.
(I'll be honest, it helps that I am the sole subject matter expert / function owner, so I kind of get to do what I like a lot of the time 
).
I would recommend pulling together a brief overview of yourself, highlighting your strengths and trying to identify opportunities where you can play to your strengths (you can then also conveniently hide or sack off the stuff you don't like!).
If you feel RA would help you, then it's worth pursuing, but tbh, I am not 'out' at work and I am okay (it helps that I really like my job and the people I work with, and I work in IT - an historically ND-friendly area).
Trust me, managers HATE doing these things - to my ND mind, they feel like a box-ticking exercise half the time - so if you can be proactive about it, you will get a good reception!