Employment Interventions for Persons with Autism Based on Recent Research
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Note: The Canadian Association for Supported Employment (CASE) uses person-centred language that focuses on the person first. For this article, we are using “persons with autism.” We respect people’s choice to self-identify as they wish, and we acknowledge that some people prefer using “autistic person.”
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In Canada, an estimated 50,000 youth with autism spectrum disorder (ASD) reach adulthood each year, with many wanting to enter the workforce [1]. Persons with autism can face challenges and discrimination in workplaces, leading to an employment rate of only 33% for those 20-64 years old, which is significantly lower than that for the general population (72% in February 2025).
Recent research suggests that job seekers and workers with ASD can reach successful employment outcomes when they guide their own job search and when they are assisted by families, service providers, and employers.
The Strengths of Workers with Autism
While every individual with autism brings a wide range of skills and abilities to the workplace, studies suggest that many strengths are shared, which can include:
- attention to detail that helps to spot errors and efficiently performing tasks, which allow a high standard of work
- pattern recognition, good memory, and ability to work logically and systematically
- creativity and finding effective solutions, like out-of-the-box ideas and designs and more efficient processes
- organizational skills that enable complex planning
- intense interest in subjects that can lead to learning more about their area of work
- a strong work ethic and a strong sense of social justice and fairness [2]
Access to career support can help persons with autism identify their strengths and the kind of work they would enjoy.
Workers with autism have reported increased empathy for people with autism and persons with similar challenges. This empathy can make them good choices as mentors and contributors to a safe space [2].
Employment Interventions Based on Recent Research
Family Involvement
Long-term family advocacy and encouragement have been found to improve vocational engagement over time and help to foster independence. Adaptive support or scaffolding can be used to incrementally reduce parental or caregiver assistance, as needed, with tasks such as job seeking and financial management.
A promising practice is parent-to-parent support to build social support systems, like parent mentor programs, to reduce caregiver stress and feelings of isolation [1].
Pre-Employment Training
Pre-employment training or work-related experiences can support successful employment outcomes for people with autism. People with ASD who hold part-time jobs or volunteer positions as students are more likely to be employed after graduation [1].
Several studies show that individuals with ASD are more likely to lose their employment due to issues related to behavioural and social interactions than their ability to perform tasks.
Programs that focus on the social and behavioural aspects of acquiring and maintaining employment have shown success. For example, Project SEARCH Plus ASD Supports in Australia consists of interdisciplinary supports and a combination of time spent in a community business setting, classroom instruction, and an internship [4].
Programs that focus on the social and behavioural aspects of acquiring and maintaining employment have shown success.
Job Development
Customized employment that includes job development can work very successfully for job seekers with autism. In one program in which employment specialists engaged in job development with on-site support and job retention techniques, 98.4% of job seekers with ASD secured competitive employment in unique positions. Of those, 77% had never worked before. In all cases, the job seeker directed the job search and, ultimately, the job selection [3].
Employers play a key role in job development by assessing their labour needs and helping to develop roles that match both organizational needs and workers’ strengths. While job development may require more effort than the status quo, it can be a win-win-win for the job seeker, for supervisors and colleagues, and for the business.
Employer Considerations
Psychological Safety in the Workplace Is Essential
Many adults with autism fear disclosing at work due to stigma and discrimination [1]. As mentioned above, workers with ASD are more likely to lose their employment due to issues with behavioural and social interactions. Some may face communication challenges that inhibit them from asking for help on the job.
Establishing psychological safety is an important step to creating a safe workplace that encourages disclosure and that helps workers to feel secure in communicating with co-workers and when they need assistance [5].
Workplace training for all staff on inclusion and autism awareness can:
- Help colleagues understand the challenges of persons experiencing disability and the strengths of workers with autism.
- Encourage workers with autism to disclose and self-advocate.
- Assist supervisors in offering relevant support for staff who disclose.
Training has proven effective in promoting tolerance, reducing conflict, and building acceptance [1].
Refer to the free online course at UBC under Additional Resources below.
Modifications Can Benefit All Employees
Given the complexity, long wait times, and potential out-of-pocket expense to obtain an ASD diagnosis, many people may remain undiagnosed and some may not be aware they have ASD. Employers are encouraged to integrate accessibility throughout their organization to maximize inclusion for all workers, for instance through the following modifications and practices:
- Sensory-friendly workspaces with dimmer lighting and quiet spaces for breaks
- Clearly communicating instructions and offering to repeat them if needed
- Video modelling to teach certain tasks
- Assistance with task and time management, like check-ins and task organizers
Autism-Specific Accommodations
The Autism Alliance of Canada and the Canadian Council on Rehabilitation and Work, with a working group that included self-advocates, developed a comprehensive Accommodations Checklist for Autistic Employees. The checklist can support discussions between employers and employees with autism around accommodations and changes in the workplace.
Employers, remember to reach out to supported employment service providers in your community for assistance. Find an employment professional near you on CASE’s National Service Provider Registry.
Supported employment service providers, don’t forget to add yourself to the National Service Provider Registry. There is no cost and all you have to do is fill out a form (CASE Members are automatically added).
Additional Resources
Autism and Neurodiversity in the Workplace: A Free Self-Paced Online Program (UBC Centre for Interdisciplinary Research and Collaboration in Autism)
This asynchronous, self-paced, online course is designed to assist HR and career development professionals, employers, supervisors, co-workers, autistic employees, parents, students, and anyone interested in inclusive employment. In about 3.5 hours, learn practical strategies to support all employees, including those with autism, to be successful on the job.
Access the course on the UBC website.
Related CASE Resources
References
1. Zhou, K., Alam, B., Bani-Fatemi, A. et al. Autism spectrum disorder in the workplace: a position paper to support an inclusive and neurodivergent approach to work participation and engagement. Discov Psychol 4, 39 (2024).
2. Cope R, Remington A. The Strengths and Abilities of Autistic People in the Workplace. Autism Adulthood. 2022 Mar 1;4(1):22-31.
3. Wehman P, Brooke V, Brooke AM, et al. Employment for adults with autism spectrum disorders: A retrospective review of a customized employment approach. Res Dev Disabil. 2016;53–54:61–72.
4. Fong CJ, Taylor J, Berdyyeva A, McClelland AM, Murphy KM, Westbrook JD. Interventions for improving employment outcomes for persons with autism spectrum disorders: A systematic review update. Campbell Syst Rev. 2021 Jul 3;17(3):e1185.
5. Ezerins, M. E., Simon, L. S., Vogus, T. J., Gabriel, A. S., Calderwood, C., & Rosen, C. C. (2023). Autism and Employment: A Review of the “New Frontier” of Diversity Research. Journal of Management, 50(3), 1102-1144.