This guide brings together what autistic people have told us helps them at work.

It’s not a checklist or a set of rules because there isn’t one approach that works for everyone.

Autistic people are individuals, with different strengths, preferences and support needs.

1. Simplify job descriptions

• Use clear language: Avoid complicated words or phrases. For example, say “must be able to explain technical processes clearly” instead of “must have excellent communication skills.”
• Focus on skills: Avoid asking for personality traits like “outgoing” unless they are essential for the role.
• Show flexibility: Say if the job offers flexible hours or remote work.

2. Make applying easy

• Offer choices: Let candidates apply in different ways, such as online forms, video, or audio recordings.
• Simplify forms: Make sure application forms are easy to follow with clear instructions.
• Avoid time limits: Don’t use timed tests; focus on tasks related to the job.

3. Adjust interviews

• Share questions early: Give interview questions in advance to help candidates prepare where possible.
• Use a set format: Ask the same questions to all candidates to keep it fair.
• Offer different options: Allow practical tasks, work trials, or video interviews instead of face-to-face meetings.
• Create a calm space: Use quiet rooms with minimal distractions. Allow candidates to use items like headphones or take breaks.

4. Be clear about the process

• Explain each step: Tell candidates what will happen at each stage and when they will hear back.
• Use simple language: Avoid phrases like “We’ll be in touch soon.” Instead, say, “We will call you by Friday.”
• Give updates quickly: Let candidates know the outcome as soon as possible.

5. Focus on skills

• Use practical tasks: Ask candidates to complete tasks they would do in the job, like solving a problem or completing a project.
• Think outside traditional qualifications: Consider skills and experience, not just degrees or past job titles.

6. Train hiring teams

• Provide autism training: Teach hiring teams about autism and how to avoid bias.
• Be empathetic: Encourage interviewers to focus on what candidates say, not how they say it.

7. Support new employees

• Tailor onboarding: Adjust training and support to suit each person. For example, provide extra training time or a mentor.
• Plan accommodations early: Offer tools like noise-cancelling headphones, flexible hours, or quiet workspaces.

8. Build an inclusive workplace

• Create support groups: Allow autistic employees to meet and share their experiences.
• Ask for feedback: Regularly check with autistic employees to see how things can improve.

Why it’s important

These steps help businesses:

• Find talented people: Autistic individuals can bring great skills and new ideas.
• Keep employees happy: A supportive workplace means people are more likely to stay.
• Build a good reputation: Showing you care about inclusivity can attract customers and partners.

By making recruitment autism-friendly, employers not only help autistic candidates but also create a better workplace for everyone.