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Staff training and culture

Improve hiring practices

Design quieter, calmer sessions with reduced sensory input so more people can comfortably enjoy events and experiences.

Man and woman talking at a desk

Why this matters

 

Autistic people are skilled and have valuable views yet are underemployed. When you include autistic people on your team, you gain diverse talent. You also show that your inclusion efforts are genuine.

A diverse team helps autistic customers feel welcome. If you'd like to make it easier for autistic people to join your staff, try these ideas. Make advertisements and job descriptions clear and easy to read. Offer different interview options. Create a workplace that supports diverse ways of communicating and working.

What best practice looks like:

 
  • Clear and accessible job ads that use direct and factual wording
  • Not expecting a perfect CV. Many people have gaps or find applications hard.
  • Allow extra time to apply where you can
  • An optional application section to request adjustments
  • Having options instead of interviews. Offer flexible assessments, such as written tasks, practical exercises, or relaxed interviews.
  • Interview adjustments, such as:
    •  Questions shared in advance
    • Detailed information about the process, timing and location
    • Details of who they will meet and the space (photos help)
    • Camera-off option for online interviews
    • Direct and clear questions. Avoid abstract ideas
    • The option of having a support person in the interview
  • Involving autistic staff in interviews where you can.
  • Knowing that eye contact is not easy for some people. Interest can be shown in different ways.
  • Clear application steps and multiple ways to apply, such as video, resume or portfolio
  • Support with the application process when needed
  • Clear and detailed job descriptions that explain job expectations
  • Using a range of recruitment channels
  • Sharing clear information about the workplace environment
  • Making interview or trial spaces accessible and predictable
  • Not requiring disability disclosure and being open to adjustments for anyone who asks

Example:

A bakery offers job applicants the option to do a paid trial shift instead of an interview. The bakery provides a clear guide to the workplace. The guide maps the space, describes the sensory environment, and how the roster works.