Employment barriers for autistic people
The Big Issue has found that a significant barrier in the recruitment processes of major UK companies is the use of personality tests, particularly for entry-level positions, which inadvertently disadvantage autistic individuals. This practice contributes to the concerning statistic that only three in ten working-age autistic people are employed.
Autistic applicants often find these tests challenging due to their nuanced and abstract nature, which can be difficult to interpret. This not only discourages potential candidates but also leads employers to miss out on talented individuals who could excel in their organisations. Government guidance has said the use of personality tests makes finding jobs harder for neurodivergent people, while academics have found that autistic and neurodivergent people view the tests as a negative and inappropriate experience.
To foster a more inclusive hiring process, education professionals and career advisors should guide employers towards alternative assessment methods. Structured interviews, work trials, and practical assessments can provide a clearer insight into a candidate's abilities without the biases inherent in personality tests. Additionally, ensuring that online application platforms are compatible with assistive technologies and offering clear, detailed instructions can make a significant difference. By adopting more inclusive strategies, employers can tap into a diverse talent pool, benefiting both the organisation and the broader community.
