Access to employment: A comparison of autistic, neurodivergent and neurotypical adults' experiences of hiring processes in the United Kingdom.

This study asked autistic people, other neurodivergent people, and neurotypical people about their job application experiences in the UK. Autistic people faced extra challenges like feeling they had to hide their autism and worrying about discrimination. All groups wanted employers to use more practical ways to show their skills (like work trials) rather than just interviews. The researchers suggest employers should offer different ways to apply for jobs and learn more about autism.

This UK survey study compared employment hiring experiences among 225 autistic adults, 64 other neurodivergent adults, and 64 neurotypical adults. All groups expressed frustration with social skill-focused recruitment and preferred practical assessment methods like work trials. Autistic and neurodivergent participants emphasized the importance of appropriate interview environments. Autistic participants faced unique barriers including feeling pressured to mask autistic traits and concerns about disclosure-related discrimination.

Participants recommended that employers offer diverse recruitment methods, provide clearer process information, and improve understanding of autism and hidden disabilities to enhance hiring experiences for neurodivergent candidates.

Results suggest need for employer education about autism and implementation of diverse, practical recruitment methods. Environmental accommodations and clear process information could reduce barriers. Findings support development of autism-friendly hiring practices and highlight importance of addressing disclosure concerns to improve employment outcomes for autistic individuals.

Study design not specified in abstract. Sample sizes varied between groups (225 autistic vs 64 each for other groups). No details provided about participant demographics, recruitment methods, or statistical analyses. Self-report survey data may be subject to response bias.

Autistic people are less likely to have a job than non-autistic people. One reason for this may be that hiring processes (e.g. job applications, interviews) can be challenging for autistic people. To better understand the experiences of hiring processes in the United Kingdom, we asked 225 autistic, 64 neurodivergent (but not autistic) and 64 adults with no reported area of neurodivergence questions about their experiences using an online survey. We found a range of similarities and differences in responses.

For example, participants in all three groups were frustrated with the focus on social skills in recruitment and said they wanted more practical methods (e.g. work trials) that help them show their skills and abilities. Autistic and otherwise neurodivergent participants discussed the importance of the environment (e.g. the interview/assessment room) in improving experiences. Participants also discussed how employers can impact whether somebody decides to disclose their diagnosis or needs - or not. Autistic people experienced some barriers to successful recruitment that non-autistic people did not.

For example, autistic people felt they had to hide their autistic traits to gain employment and many autistic people were worried about being discriminated against if they disclosed that they were autistic during the hiring process. To make experiences better, our participants said that employers should offer candidates different recruitment methods and give them more information about the hiring process. They also said employers should improve their understanding of autism and other hidden disabilities so they know the challenges that people might face during recruitment.