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It is estimated that over five million adults in the US have autism spectrum disorder—the fastest-growing disability in the country.
The figure comes from a Centers for Disease Control and Prevention (CDC) study published in 2017, commissioned to “fill a gap” in data on adults living with ASD in the United States.
Eight years on, further authoritative figures are few and far between. Even less data about the number of autistic employees in the US workforce is available. It is widely reported that 85% of US adults with autism are unemployed, but the accuracy of this figure somewhat shaky.
It is perhaps more pertinent to say that there is evidently a dearth of meaningful research or investment into understanding the specific barriers currently facing autistic adults in the US.
However, the limited research that is available, combined with first-hand insights from experts and organizations working tirelessly to improve the lives and livelihoods of autistic people, reveals three key issues:
People with autism suffer misconceptions and biases during hiring processes that limit their ability to access employment opportunities
Those misconceptions and biases also create specific challenges for autistic people to sustain meaningful, long-term employment
Employers and HR teams therefore have a vital role to play in driving autism awareness, understanding, and inclusion among their workforce
The key challenges facing employees with autism
To get a clear understanding of the challenges facing employees with autism, and to determine what meaningful action from HR teams and employers must look like, HR Grapevine spoke to Autism Speaks, a body dedicated to creating an inclusive world for all individuals with autism.
Keith Wargo, President & CEO at Autism Speaks, shared a first-hand perspective on the pressing need for employers to tackle the barriers preventing autistic people from finding and sustaining meaningful employment.
His son, AJ, is a young adult with autism. Navigating the job search process together, they quickly witnessed how a lack of resources and limited understanding from hiring teams shape that journey for autistic people.
“Watching AJ struggle made me think about the estimated 70,000 teens with autism who transition into adulthood each year – many of whom face similar challenges and limited opportunities,” Wargo told HR Grapevine.
The experience inspired the creation of the Autism Speaks Workplace Inclusion Now (WIN), a program that uncovered the common barriers autistic people face with employment:
Application submission problems: The overemphasis on traditional written and verbal communications can make it harder for autistic job seekers to make it past the early stages of the interview process.
Biased & non-inclusive interviews: Interview questions that typically assess a job seeker’s abstract and analytical thinking skills may induce anxiety for an autistic person, even when they have the necessary qualifications to perform the actual job.
Lack of colleague awareness: Many workforces receive no training on autism inclusion, leading to a lack of awareness about preferred communication styles during interviews and more broadly during day-to-day work, and unconscious bias that can lead to people with autism being overlooked for promotions or career opportunities.
Inflexible work practices: Employers failing to consider accommodations requested by people with autism for flexible working may negatively impact their mental and physical wellbeing, as well as their ability to most productively complete their work.
Insufficient role modelling: The above challenges have historically left people with autism underrepresented in leadership roles, meaning a lack of visible role models that could support, inspire, and champion other employees with disabilities such as autism.
How HR teams can become more inclusive in hiring
There are several critical steps employers and HR teams must take to tackle the misconceptions, biases, and barriers to employment and retention for autistic adults.
To begin, Wargo said, employers must reassess their hiring practices. “An example of this is allowing employees to communicate in their preferred format (face-to-face vs. email, Zoom video vs. Zoom chat) and consider using technologies such as AI to identify and eliminate bias in hiring,” he suggested.
Arianna Esposito, Vice President of Services & Supports, Lifespan Programs, at Autism Speaks, gave the example of a case study with Comprehensive Billing Consultants, a business recognized with Autism Speaks’ Autism Friendly Designation, and the training that led to hiring professionals on the team becoming more capable at adapting to different communication styles during job interviews.
“Throughout their interview processes, they have learned to approach different communication styles with a more open mindset, while also extending the interview process to find the best candidate for the role,” Esposito explained.
The VP also suggested employers consider revising job descriptions against accessibility criteria, and explore diversifying content beyond text-based outlines.
Georgia School Nutrition Association, for example, recently revised job descriptions and introduced hiring videos to give candidates an alternative way to learn more about the roles and responsibilities on offer in the organization.
Beyond hiring: How to retain individuals with autism
Esposito and Wargo emphasize it is vital for HR departments and people leaders to think beyond simply hiring autistic talent and consider how to foster an inclusive environment capable of “successfully retaining individuals on the spectrum.”
“While recruiting talent is a critical first step, equal attention must be given to retaining and supporting autistic employees throughout their careers,” Esposito explained. “Taking a more holistic approach helps break down stereotypes, reduce stigma and discrimination, and promote inclusion – creating lasting impact in the workplace and the broader community.”
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Awareness building can take many forms, including employee and business resource groups (ERGs/BRGs), periodic reviews of the employees’ accommodations, additional coaching, and engaging employees on the spectrum in recruiting and training activities.
“Normalizing the fact that some employees are autistic can go a long way toward creating an inclusive environment,” Wargo added. “This involves education about what autism is and can look like in the workplace. Ideally, this training should be conducted in collaboration with autistic people.”
Autism Speaks’ chief exec also highlighted the need for flexible work accommodations.
“As companies begin to determine their return-to-work policies, flexibility and control over hours and working conditions may be especially important for autistic employees,” he continued. “For example, working from home provides a break from draining social demands (such as workplace bullies and small talk) and sensory overstimulation (including background noise, harsh lighting, and uncomfortable clothes). Employees who work from home are often more focused and productive.”
HR can be a ‘powerful force for positive social change’
Esposito’s final recommendation was for employers to spotlight and role model cases where employees with autism progress through the organization, and to tell those stories proudly.
“When autistic individuals or those with other disabilities see people like themselves succeeding and being recognized, it can give them the confidence to step outside their comfort zones and accomplish great things,” she said. “That visibility can be a powerful force for personal growth and positive social change.”
There are undoubtedly broader systemic issues threatening the livelihoods and employment prospects of people with autism across America, not least with the overwhelming lack of meaningful research into the challenges they experience.
While employers cannot fix all of those issues alone, Esposito rightly concluded by stating that HR teams have a critical role to play: “HR teams have a powerful opportunity to lead this change, and in doing so, they’re not just supporting autistic talent – they’re building a stronger, more welcoming workplace for everyone.”
