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One of the common issues that autistic people struggle with is whether and how to disclose their diagnosis in the workplace.

It’s disturbing that 85% of autistic adults are unemployed even though 69% of them want to work (National Autistic Society, 2016).

A company’s size influences whether it is likely to be able to successfully employ and integrate savants into their workforce.

Autistic jobseekers are more likely to be hired when employers read transcripts of video interviews compared with viewing the videos, a US study has found.

Adapting the question structure and providing a printout of job interview questions can help autistic jobseekers answer questions better in a job interview, according to a UK study.

Here are some best practices for minimising workplace conflict in neurodiverse teams:

Here are some best practices for employers to respond to disclosure of accommodation needs from neurodivergent individuals.

Employers must take a more proactive role in identifying, suggesting and implementing adjustments for their autistic employees as opposed to placing the burden solely on the employee, a UK study has found.

Autism employment programs may not be the most inclusive framework for autistic employees to integrate into the workplace, according to an Australian study of one such autism employment program.

Disclosing an autism diagnosis can be a difficult decision for autistic employees who are seeking workplace accommodations and may find disclosure of a diagnosis crucial to obtaining those work accommodations.

Despite completing autism training and spending years working with autistic people, neurotypical bosses are still more likely to blame the autistic person for their social challenges instead of their workplace environment.

A range of terms are used to describe members of the autistic community. Some of these labels tend to be preferred over others, and some of these labels can feel exclusionary and disempowering.