In the realm of employment, individuals on the autism spectrum face unique challenges that often go unrecognized. According to a UN study conducted in 2015, autistic adults encounter some of the highest rates of unemployment and underemployment, with figures soaring at around 80%. In Australia, government reports paint a similarly concerning picture, revealing that the workforce participation rate for autistic individuals stands 40.8% lower than that of people with other disabilities. Even with impressive qualifications, securing employment remains an uphill battle for many autistic individuals. A study involving 2424 participants found that a staggering 76.8% struggled to gain employment, despite 47.8% holding Bachelor’s degrees or higher qualifications.

The obstacles autistic individuals face when looking for, finding and maintaining meaningful employment include:

  • Low-paid or below-minimum-wage jobs that fail to utilise their qualifications and skill sets.
  • Difficulty in finding suitable and fulfilling work that offers fair pay.
  • Misunderstandings or communication issues leading to termination of employment.
  • Stigma, discrimination, and a lack of understanding of how autistic individuals function best in the workplace.
  • The struggle to write job applications and navigating interviews.
  • Co-occurring conditions such as anxiety, depression, or OCD exacerbated by job-related stress.
  • Sensory sensitivities found in open plan office environments that interrupt concentration and flow which then impact work productivity.
  • Not being able to navigate the recruitment process effectively, therefore missing out on opportunities.
  • Reluctance to disclose neurodiversity (ND) diagnosis due to fear of stigma, lack of support or discrimination.
  • Insufficient or overly basic training that fails to engage or support autistic employees.
  • Negative work experiences which lead to emotional distress and low self-esteem.

There is a growing recognition of the need to shift from a challenging to an affirming and strengths-based approach in the workplace. Autistic individuals thrive in environments where managers and colleagues exhibit an understanding and awareness of autism and neurodiversity. Support from coworkers who empathise with the unique challenges faced by neurodivergent individuals can make all the difference.

To foster a more inclusive work environment, several key strategies can be implemented:

  1. Offer equity in the job application process to level the playing field for all applicants.
  2. Provide staff training to enhance understanding of social and communication challenges, reducing misunderstandings and conflicts.
  3. Adopt a strengths-based approach that recognises and capitalises on the unique talents of neurodivergent employees.
  4. Be open to discussing accommodations and adjustments to optimise productivity and well-being.
  5. Remove environmental barriers that impede the success of autistic employees.

Understanding and support in workplaces can literally transform a neurodiverse person’s world as they go to work, breathing a sigh of relief knowing they feel culturally safe and are valued for who they are and what they can contribute.


  • Harvery, M., Froude, E. H., Foley, K. R., Trollor, J. N., & Arnold, S. R. (2021). Employment profiles of autistic adults in Australia. Autism Research14(10), 2061-2077.
  • Hedley, D., Spoor, J. R., Cai, R. Y., Uljarevic, M., Bury, S., Gal, E., Moss, S., Richdale,A., Bartram, T., & Dissanayake, C. (2021). Supportive employment practices: perspectives of autistic employees. Advances in Autism7(1), 28-40.

To learn more – ADULTS AND AUTISM – Courage Unravelled

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