The employment challenges faced by autistic people have been discussed in public discourse for nearly ten years now, and the problem still remains unresolved. Early influential articles like “Why Interviews Exclude Autistic People: A Personal Perspective” published in 2016 by Will van Zwanenberg offered first-person insight into how traditional job interviews systematically disadvantage autistic candidates. Around the same time, The Economist published “Beautiful Minds Wasted”, spotlighting the vast untapped potential of autistic people in the workforce and how many are locked out due to outdated recruitment practices and workplace cultures.
Fast forward nearly a decade, and sadly, the problem hasn’t gone away. In fact, autistic people are still one of the least likely groups in the UK to be in work. According to The Buckland Review of Autism Employment (2024) supported by the charity Autistica, only around 3 in 10 autistic adults have a job, and even fewer are in full-time or long-term employment. That means a lot of talent is being overlooked, and many people are missing out on the chance to build a career and feel included.
So, why is this happening, and what can we do about it?
The gap between autistic people and others in employment is one of the biggest and most persistent in the UK. Even when autistic people do everything “right”- get qualifications, go to university, apply for jobs – they still face barriers. For example, only 36% of autistic graduates are in full-time work 15 months after finishing university, compared to over 60% of non-disabled graduates. That’s despite the fact that many autistic people achieve strong academic results and have the kinds of skills employers say they value, like attention to detail, creative thinking, and reliability.
So it’s clear this isn’t a question of talent or motivation. The issue lies in the systems and structures autistic people have to navigate, from inaccessible recruitment processes to rigid workplaces that don’t allow for different communication styles or sensory needs. Too often, autistic job seekers are overlooked not because they can’t do the job, but because the system isn’t designed with them in mind.
This employment gap has a serious impact, not just on individuals, but on society as a whole. Many autistic people want to work and have a lot to offer. But without meaningful change, we’re continuing to waste skills, limit independence, and deny people the chance to build a future.
There are a few key reasons why so many autistic people struggle to get into work:
Most interviews are based on making small talk, reading body language, and answering vague questions like “Tell me about a time you worked well in a team.” These things can be especially difficult for autistic people who may prefer clear, direct communication. As Will van Zwanenberg wrote in 2016, the interview process often tests the wrong things.
Some autistic people are sensitive to noise, lights, or busy environments. Others may find sudden changes stressful. Without support or flexibility, like a quiet space to work or clear instructions, many workplaces can be overwhelming.
There are still a lot of myths about autism. Some employers might wrongly assume that autistic people can’t work in teams, or don’t want to work at all. These false beliefs lead to fear and discrimination and stop employers from seeing what autistic people can offer.
Making workplaces more autism-friendly isn’t just the right thing to do, it also makes business sense. Research by The Times in 2022 shows that neurodiverse teams (which include people with different ways of thinking, like autism, ADHD, or dyslexia) can be more creative and productive.
In fact, it’s been estimated by the ‘The economic case for prioritising autism in policy and reform’ (2024) that if more autistic people were supported into work, it could add £1.5 billion to the UK economy each year.
Plus, work is about more than money. A good job gives people purpose, confidence and the chance to be part of a community.
There’s been some positive progress in recent years. Here are a few ways things are improving:
The Buckland Review of Autism Employment (2024) made 19 recommendations to help close the employment gap. One idea is a national “Neurodiversity Index” to help employers measure and improve how inclusive they are.
Some companies, like Microsoft and SAP, have special programmes to recruit autistic people. These focus more on practical tasks and less on interviews.
Charities and organisations like Exceptional Individuals and Enna help autistic jobseekers find work and support employers to be more inclusive.
Many autistic people don’t need huge changes, just a few key adjustments like:
The problem of low employment among autistic people isn’t new, and for those of us who work alongside them every day, it’s deeply personal. At Northern Healthcare, we support individuals with incredible minds and a genuine desire to contribute meaningfully to the world. Many of them have faced rejection, misunderstanding, or simply been overlooked, not because they lack the ability to work, but because the systems around them haven’t evolved to meet their needs.
We believe this isn’t just a statistic to be improved, it’s a matter of fairness, inclusion, and untapped human potential. Again and again, we see the determination of the people we support. They want to learn, to grow, to connect and to be given the same opportunities others take for granted. The reality is, when autistic people are supported in the right way, they not only succeed in the workplace, they bring unique strengths, creativity, and perspectives that benefit everyone.
But real inclusion doesn’t happen by accident. It takes commitment from employers who are open to adapting how they hire and support staff, from policymakers who prioritise accessible pathways to employment, and from communities that embrace difference rather than fear it.
We know the challenges are real, but so is the potential. It’s time to stop asking whether autistic people can work and start focusing on what we can do to make sure they’re given the chance. Because everyone deserves to feel valued, included and seen for who they truly are.
Why Interviews Exclude Autistic People: A Personal Perspective
Autistic people still face highest rates of unemployment of all disabled groups | Autistica
The Buckland Review of Autism Employment: Report and recommendations – GOV.UK
Neurodiverse Staff Well Suited to a Changing World — Accountancy Hub
Improving the employment prospects of autistic people – BM Insights – Blake Morgan
