According to The Buckland Review of Autism and Employment, autistic graduates are twice as likely to be unemployed 15 months after graduation. What’s more, only 3 in 10 autistic people of working age are in employment. It’s clear that employers are missing out on the wide range of skills autistic people bring to the table.

But why is this? Half of all disabled people are employed, compared to 8 in 10 for non-disabled individuals. This means autistic people are proportionately less likely to have a job than non-disabled individuals as whole. These are humbling statistics which indicate there are other things going on in the recruitment process preventing autistic people from becoming employed. As someone with autism and lived experience applying and interviewing for jobs, here’s what I think is going wrong:

Falling at the first hurdle: The job spec

Jobs specs can be notoriously ambiguous. The use of jargon, buzz words, and company-specific terms make it impossible to understand what the job actually entails, What do they mean by “implement”, “organise”, and  “deliver”? I know exactly where my skills lie, but if a job isn’t clear about what skills they need, how can I know if I am a good fit? What’s more, job specs like this, along with ones which fail to accommodate reasonable adjustments are showing a clear lack of awareness around neurodiversity. As someone with AuDHD, that’s not an environment I would want to walk into – I’d only burnt out in my attempt to “fit in” with the company culture.

Unconscious (or conscious) bias around disabilities and reasonable adjustments 

An uncomfortable truth we have to acknowledge. Lack of knowledge around disabilities and the legal responsibilities around reasonable adjustments make it easier to lean into the misconception that employing people with autism is a burden. It’s a shame, because most of these productivity concerns are unfounded (given the right environment), and accommodations can be easy to implement with the right guidance.

Autism  and abruptness

You want the truth? Not everyone can handle the truth. Our difficulty with operating in the grey area means we often struggle with certain aspects of the workplace.  We’re not great at bluffing or pretending. Whilst this can be an admirable trait, it can also be viewed by colleagues and bosses  as being “too blunt”, “too direct”, or “too abrupt” for a workplace. Believe me, we’ve already been given feedback on this. We’ve been advised on delivering our message in a more socially appropriate way. But empathy cuts both ways.  Perhaps we could all benefit from a good-faith approach to work relationships. Maybe then our colleagues could receive the truth as it was intended – as a marker of trust and respect.

Interviewing autistic people

Being unsure about what answers people are really looking for is a constant struggle.  Open-ended or hypothetical questions during interviews are often challenging for people who interpret questions literally. It can mean that the subtext or reasoning behind the question gets lost, resulting in a direct answer that may seem less reflective than a typical answer.       

Understanding autistic body language 

A big issue often encountered during interview situations is traditional neurotypical notions around body language and respect. We’ve often taught to look people in the eye, sit or stand still, and hold a steady gaze. These social communication cues can be a challenge to some autistic people, who may also ‘stim’ (make repetitive movements) naturally. The pressure to cover up these communication challenges can impact a person’s ability to perform at their best in interview situations. Sensory challenges like flickering lights, pinging notifications, cold draughts and creaky pipes can compound the issue and lead to sensory overload. And if they did manage to overcome them and get a job? When does it end? They’ll be on high alert in their new job making sure the mask doesn’t slip, which over time may take it’s toll and lead to autistic burnout.      

Making your recruitment process autism-friendly 

Keeping disruptions at a minimum and making small tweaks to the interview environment gives space for your interviewees to perform better at interviews, and be themselves. Overhauling your recruitment process to make it more autism-friendly will open the way for a different type of employee, with unique skills and capabilities, which is what every workplace needs. What’s more, allowing people to be their authentic selves (with no masking) at the interview stage will ultimately work out better for everyone in the long run if the successfully get the job.

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