🌍 World Autism Acceptance Month: Let’s Make Recruitment More Inclusive

Only 30% of autistic people are in any form of employment.

Let that sink in for a second.

April marks World Autism Acceptance Month - a time not just for awareness, but for action. It’s about recognising, respecting and valuing the strengths of autistic individuals. It’s a powerful reminder to every employer that we must do better.

Why are so few Autistic adults in employment?

Despite many autistic individuals having valuable skills – such as strong attention to detail, creative thinking, and deep focus – they’re often excluded from the workforce. Barriers in recruitment processes, lack of understanding, and non-inclusive working environments play a big role in this.

The employment gap isn't just a diversity issue – it’s a missed opportunity for businesses. There’s an incredible talent pool being overlooked, simply because traditional hiring methods aren’t built with neurodiversity in mind.

How we can make a difference?

Many companies want to be more inclusive, but don’t know where to start. The truth is, you don’t have to overhaul everything overnight. By making small, changes to your recruitment process, you can start making a real difference straight away.

Here’s how to begin building a more neuroinclusive hiring approach:

✅ 1. Rethink Job Descriptions

Keep them clear and specific. Avoid corporate jargon and long wish-lists. Focus on the essential skills needed for success in the role. Many autistic jobseekers may not apply unless they meet every single criteria listed - so make it count.

✅ 2. Adapt Your Interview Process

Interviews can be anxiety-inducing and often favour those who thrive in social situations. Consider offering questions in advance, using work trials, or incorporating skills-based assessments. The goal is to assess ability - not social confidence.

✅ 3. Provide Clear, Consistent Communication

Transparency builds trust. Outline every stage of the hiring process, give clear timelines, and provide feedback. Structured communication helps autistic candidates navigate the process with confidence.

✅ 4. Make Small Adjustments, Create Big Impact

Simple workplace adjustments – like quiet spaces, flexible working, or communication preferences - can make a huge difference. Talk to your candidates about what support works best for them.

✅ 5. Foster a Culture of Inclusion

Inclusion doesn’t stop at hiring. Building a workplace where neurodivergent employees feel safe, valued and supported should be the long-term goal. Consider training for hiring teams, internal awareness campaigns, and peer mentoring.

Building an Inclusive Future of Work

At Outsource UK, we know that building inclusive hiring practices leads to stronger, more successful teams. This World Autism Acceptance Month, we’re standing with the autistic community and calling on the wider recruitment sector to make inclusion a priority – not just a policy.

By creating neuroinclusive hiring processes, we open doors to incredible talent, boost innovation, and build stronger, more diverse teams.

Visit our Inclusion and Diversity webpage for practical tips, resources, and guidance on building an inclusive recruitment strategy.

Looking to make your recruitment strategy more inclusive?

Our team can help you attract, engage and support neurodiverse candidates - and build a workforce that works for everyone.

📧 info@outsource-uk.co.uk | 📞 01793 430021