Understanding the barriers to hiring autistic people as perceived by employers in the United Kingdom.

Supporting more autistic people into employment is a major priority of the United Kingdom's National Autism Strategy (2021-2026). However, little is known about the barriers employers perceive to hiring autistic people. A pre-registered cross-sectional survey study was conducted on a nationally representative sample of 1212 individuals with recent hiring experience. The Capability, Opportunity, Motivation - Behaviour framework and the Theoretical Domains Framework were used to identify perceived barriers to hiring autistic people. Results indicated that intentions to hire autistic people and to make adjustments to the hiring process were high. However, barriers existed in relation to knowledge about autism and how to make adjustments, as well as perceived limited opportunities to hire autistic people. Intentions to hire autistic people were higher for younger participants, men, people with higher levels of autism knowledge and those with more experience of previously hiring autistic people. Analysis of qualitative responses revealed employer concerns about workplace relationships, productivity and the need for training and adjustments to hiring processes. This study demonstrated that important targets for intervention are improving employer knowledge of autism and building more inclusive hiring practices. Practical suggestions for implementation are provided. These findings are significant for development of policies aimed at improving employment outcomes for autistic people.Lay abstractIn the United Kingdom, autistic adults struggle more to find jobs than non-autistic adults, which is a big concern to the government. To help more autistic people get jobs, hiring processes need to be better. By understanding what employers find challenging about hiring autistic people, we can come up with solutions to improve autistic people's employment chances. A survey of 1212 employers and employees who hire people was conducted to find out what affects employers' decisions to hire autistic people. Most people said they were open to hiring autistic applicants. This was particularly true for younger employers and men. People who had hired autistic people before were more likely to intend to do so again. However, key barriers to hiring were (1) not knowing enough about autism and (2) problems with how hiring is usually done in organisations. Employers also reported worrying about whether autistic employees would fit in at work, their productivity and the need for better training and changes to hiring methods. Our results indicate that it is important to educate employers about autism and make hiring practices more inclusive.