Just 2 in 10 autistic people have a job, the lowest employment rate of all disabled groups. But diverse ways of thinking can bring huge benefits to companies. That’s why Autistica is launching an ambitious but practical, research-led plan for doubling the number of autistic people in work by 2030. They are looking for funders and companies to make it happen.

Autistic people often struggle to get into jobs, but also to stay in them and progress. Just over a third of autistic graduates are in full-time employment. Autistic people do get jobs, are more likely to be in roles below their skill level or in unstable employment.

Being unemployed excludes autistic people from society. It limits their means to support themselves and plan for the future, and severely impacts their mental health. It is also a missed opportunity for employers. Many autistic people possess skills that are valued by employers. And having people that think differently can give organisations competitive advantage and improve their performance and innovation. Economic models suggest that the UK economy loses more than £14.5 billion every year because autistic people are unemployed.

Autistica has been carrying out research with companies and autistic workers and job seekers for a number of years. It is this research that has formed the Autistica Employment Plan launched today.

‘Now is the time for companies to question the way things have always been done. Too many businesses use outdated and inaccessible methods for recruiting, retaining and promoting staff, and they miss out on talent as a result. Our research shows that small changes can make a big difference – such as giving interview questions in advance. We need to get better helping every individual to perform to their best ability.’

Autistica has a proven record of collaborating with autistic people and families, academics, and the government. They have funded a four-year programme of research and evidence-based guidance on neurodiversity in the workplace on topics including recruitment practices, disclosure, barriers to employment, workplace adjustments, culture change, career progression, and retirement planning. They have also developed and piloted a graduate internship scheme with Deutsche Bank UK, then in Singapore, the US, and Germany.

I had a tough time getting a job when I left university. One particularly bad experience knocked my confidence and my self-esteem hit rock bottom. Seeing an internship aimed at autistic people gave me confidence to apply. The interview process was different to any interview I’d done before. It allowed me to prepare, relax and be myself so that I could really show off my skills.

Laurence, an intern on the Deutsche Bank and Autistica internship scheme

The Employment Plan to double the employment rate for autistic people has two elements:

Part one will empower autistic people to develop the skills they need. This includes an employment readiness programme, career support profiles to help autistic people to identify and request the support they need, specialist support programmes, and resources for career progression.

Part two will empower employers to build neurodiverse and inclusive workforces. Autistica will create a Neurodiversity employers index so that companies can measure and track their progress and will work with employers to change their recruitment practices and make workplace adjustments. They will continue to support and evaluate employment programmes (such as internships) to get more autistic people into work.

This is an ambitious plan and Autistica needs funders, advisors, and companies to make it happen. They are encouraging potential partners to get in touch to discuss the plan and how they can work together.

https://www.autistica.org.uk/news/employment-plan-launch