Autistic individuals frequently encounter significant challenges during job searches, particularly when it comes to interviews. Recent research from Virginia Commonwealth University highlights the enduring benefits of neurodiversity training for employers, especially when candidates openly disclose their autism diagnosis during the hiring process. This approach has shown promise in bridging the employment gap for those on the autism spectrum, a group for whom less than 60% are employed full-time or engaged in higher education if they do not have an intellectual disability.

Christopher Whelpley, PhD, an assistant professor at VCU’s School of Business, has delved into this issue, motivated by reports of discrimination from autistic candidates during interviews. Despite the subjective nature of such claims, which makes them difficult to prove, Whelpley was determined to identify and quantify any potential biases. His research began by comparing the performance of autistic and neurotypical candidates in video interviews and interviews where only transcripts were reviewed. Surprisingly, autistic candidates were more likely to be selected based on the transcripts alone, suggesting a disparity in how they are perceived when seen versus when evaluated purely by their responses.

Further studies by Whelpley and his colleague, Cynthia May, PhD, from the College of Charleston, revealed that autistic candidates were more likely to be hired when they disclosed their diagnosis during the interview, but this only held if the interviewers had received prior neurodiversity training. This finding underscores the importance of such training, though it also highlights that training alone does not alter hiring outcomes. Whelpley suggests that providing universal interview accommodations, such as offering one-on-one interviews instead of panel settings, could reduce biases and make hiring more accessible to autistic applicants.

In their most recent study, Whelpley and his team recruited undergraduate students, half diagnosed with autism, to participate in video job interviews. These videos were then shown to students and U.S. adults undergoing neurodiversity training. This exercise aimed to measure whether the training’s effects persisted over time. Impressively, the researchers observed that the positive impacts of the training lasted for at least two months, enhancing the perceived trustworthiness of autistic candidates and equalizing their likelihood of being hired with that of neurotypical candidates.

This progress is vital, Whelpley notes, mainly as more children and adults in the United States are diagnosed with autism each year. He believes that employers stand to benefit significantly from recognizing the unique skills autistic individuals bring to the table, which is often overlooked due to misconceptions equating autism symptoms with awkwardness or antisocial behaviour. He advocates for a paradigm shift in hiring practices, urging organizations to consider what unique skill sets candidates bring and how these can be mutually beneficial.

The study, however, is not without its limitations. The mock interviews did not involve actual HR professionals or hiring managers, who might react differently to neurodiversity training and candidates disclosing their diagnoses. Moreover, while the research suggests that combining diagnosis disclosure with interviewer training can level the playing field, the exact mechanisms of this effect—potentially involving increased empathy and understanding—are not fully understood. Whelpley hopes that further research will clarify these dynamics, paving the way for more inclusive and equitable employment practices that recognize and value diversity in the workplace.

More information: Christopher Whelpley et al, How Long Does it Last? The Enduring Benefits of Neurodiversity Training and Diagnostic Disclosure on Hiring Outcomes for Adults with ASD, Journal of Autism and Developmental Disorders. DOI: 10.1007/s10803-025-06751-w

Journal information: Journal of Autism and Developmental Disorders Provided by Virginia Commonwealth University