Less Talk More Action To Support Autistic Jobseekers

Disability advocates are calling for an overhaul of traditional hiring processes, so they don’t disadvantage Autistic and neurodivergent jobseekers who could be the best person for the job.

Russell Thomas, Executive Manager of Employment at the Autism Association of WA, heads-up the only Autism specialist employment program in Australia and said more needs to be done to improve the employment rate of people with Autism.

“Overlooking Autistic talent is a missed opportunity for both employers and employees. People with Autism often have abilities and strengths well-suited to the workplace yet less than half of those with disabilities are employed, with Autistic job seekers having a higher unemployment rate than other people with disabilities.

“It’s often assumed that Autistic employees need complex support systems and may struggle with communication when, in fact, they bring valuable skills like reliability, attention to detail and out the box problem-solving.

“Autism is a spectrum, and support needs vary from person to person. With changes to everyday hiring practices, workplace environments, and ongoing education for employers - Autistic people can succeed in finding meaningful, long-term employment.

“We encourage more organisations across Australia to strengthen their workforce and lead the way in building inclusive, diverse teams.”

Mr Thomas is a Symposia speaker at the Asia Pacific Autism Conference 2025 (APAC 2025) along with other experts and people with extensive experience in working with people with Autism.

David Smith, Managing Director at Employ for Ability said employers often need to rethink their hiring practices to reach all the best candidates.

“Business-as-usual hiring often focuses on social communication and unspoken rules, which can exclude capable Autistic candidates,” Mr Smith said.

“When the hiring process is rigid, Autistic jobseekers can face anxiety and sensory overload, which means they lose their chance to show their skills and employers may miss the best candidate.

“Autism doesn’t limit potential – environments do. We think there’s a better way to ensure Autistic candidates have the best chance to showcase their abilities.

“Our Aurora and Apollo models cast aside the old rule book, by using a hands-on skills approach rather than interviews, structured employee coaching and manager training.

“The programs were developed with Services Australia and the Department of Home Affairs and are showing dramatic improvements, with retention rates between 90-100 per cent, more promotions among participants, and new inclusion practices that benefit all staff.”

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