Applying for work: A story of persistence

An autistic employee shares her personal experiences in applying for a new job. She applied for more than 40 jobs in the administration and disability sector, hoping to find a role that suits her skills and interests.

Barriers

She talks about the barriers she faces during the recruitment process.

“I find the whole process very, very stressful, in particular the phone calls from people asking for interviews,” she explains, noting that the unscheduled nature of these calls makes her feel anxious and unprepared.

She mentions that in-person and phone interactions can be challenging because her body language and tone of voice may be perceived differently from her intentions.

“Interviews and phone calls require constant masking, trying to be bubbly and friendly. I try my best to give eye contact and be aware of my body language,” she says, “but this can be hard.”

Despite these challenges, she has experienced some inclusive practices.

“I had a company email me, (instead of a phone call) to ask me for an interview. This allowed me to pick a time and respond when I felt prepared,”

However, she notes that this was not the case for most of the jobs she applied for.

Inclusive recruitment tips

She believes there are inclusive recruitment practices that could help reduce her anxiety about the uncertainty.

“I really wish there were access guides provided to people to help explain what is going to happen in the process. It’s hard not to know where to go, who is going to interview you… the uncertainty of the situation you are walking into adds an extra layer of mental load.”

“Also, I would really appreciate if I got the interview questions prior to the interview,” she says. “Sometimes I feel caught out by questions and then I just stumble… it really shakes my confidence.”

Disclosure

She also talks about her decision not to disclose that she is autistic during the recruitment process.

“I usually do not disclose my autism diagnosis, not at any stage. I would only disclose if it was a disability-specific role or the organisation had made it really clear they value neurodiversity. I just know that autism is highly stigmatized, and it’s quite likely that disclosing could give people negative ideas about me.”

Persistence

Despite the barriers, her persistence helped her secure a new position in the administration and disability sector. She hopes that by sharing her experiences, she encourages employers to implement inclusive recruitment practices to make the process more inclusive and make workplaces more diverse.

Share this page

Other case studies

Neuro-inclusive hiring practices

Interviews often focus on social skills rather than practical abilities, making it hard for neurodivergent candidates to show what they can do.

Inclusive workplace accommodations at Autism SA

For Max, the typical office environment posed certain challenges that could potentially impact his performance and comfort at work.

From disclosure to understanding

Interviews often focus on social skills rather than practical abilities, making it hard for neurodivergent candidates to show what they can do.

Alternative inclusive recruitment process in agriculture

Sun Pork Group: An autism and agriculture initiative

Disclosure in the workplace: Enhancing inclusion by building trust

Disclosure of a neurodivergent status in the workplace is a deeply personal decision.

What does inclusion look like in the workplace?

Inclusion in the workplace is more than just a buzzword.

View all

“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”