Unlocking Opportunities for Job Seekers on the Autism Spectrum

For many adults with autism, finding a job can feel like an uphill battle. In fact, unemployment rates for this group are significantly higher than for the general population; while estimates range, some put it higher than 50%. But it doesn’t have to stay that way.

This week, in honor of National Disability Employment Awareness Month, Get Hired with Andrew Seaman is shining a spotlight on strategies to help job seekers on the autism spectrum overcome barriers and land fulfilling roles.

In this episode, Andrew Seaman sits down with Dr. Helen Genova , Associate Director for the Center for Autism Research at the Kessler Foundation , to explore actionable advice for navigating interviews, identifying strengths, and building confidence. From transforming special interests into workplace assets to managing social anxiety, Dr. Genova offers research-backed job search tips that empower neurodivergent individuals and can benefit all job seekers.

This episode also covers what employers can do to embrace neurodiversity and create inclusive workplaces. Whether you’re a job seeker or a hiring manager, this conversation offers valuable lessons on the power of recognizing and leveraging unique talents.

A transcript of the conversation is below. You can also listen to the episode above or on your favorite podcast platform by clicking here.

TRANSCRIPT: Unlocking Opportunities for Job Seekers on the Autism Spectrum

Andrew Seaman: The unemployment rate for adults with autism is known to be much higher than the general population. Some estimates put it higher than 50%. While that's a sobering statistic, it's one that we have the power to change. So as we celebrate National Disability Employment Awareness Month, we're exploring practical strategies job seekers on the autism spectrum can use to tap into their unique strengths, navigate interviews, and get hired. We're also talking about what employers should be doing to help. That's all coming up after this short break.

Andrew: From LinkedIn News, this is Get Hired, a podcast for the ups and downs and the ever-changing landscape of our professional lives. I'm Andrew Seaman, LinkedIn's Editor-At-Large for jobs and career development. Bringing you conversations with experts who like me, want to see you succeed at work, at home, and everywhere in between.

Today I'm joined by Dr. Helen Genova, Associate Director for the Center for Autism Research at the Kessler Foundation, one of the leading nonprofits advancing disability research and inclusion. Helen's work focuses on helping people on the autism spectrum transition into adulthood and build fulfilling careers. She's here to share research-backed strategies that help those job seekers identify their strengths and manage the emotional ups and downs of any job search. But first, I wanted to know how Helen got started in this field. Here's Helen.

Dr. Helen Genova: So back at Seton Hall, I got a degree in psychology. And after college, I was really fascinated by the brain and got a Ph.D. in neuroscience. And started my work at the Kessler Foundation where I was studying adults with different neurologic disabilities, so individuals with traumatic brain injury, multiple sclerosis, different disabilities like that. But I became really fascinated by how they interacted with the social world around them. And that led me to the field of autism, because that is characterized by challenges in the social domain. And actually a very close family member is on the spectrum. So, those personal and professional things were all kind of coming together. And I was able to completely focus on this area, which I really love.

Andrew: Yeah. And also, it's such an important area because people with disabilities, they have a higher unemployment rate than the general population. But that's especially true for people who are on the autism spectrum. Right?

Dr. Helen: Absolutely. So there are some estimates, they range, but some estimates say it's as high as 80% unemployment in autism, meaning one in five autistic adults will be employed, which is really very scary. And many of them have a very strong desire to be employed, and there's just certain obstacles get in their way. But a lot of them can be very capable employees, exceptional employees, even. They have special talents and strengths and skills that they would love to share with the world. So, we're trying to address those obstacles.

Andrew: And can you go into what some of those obstacles are? Because I'm sure for people with autism who are listening, they're probably like, "Well, I could give you 50 of them." But for people out there who may not have to face that, what are some of those obstacles?

Dr. Helen: So, one of the first obstacles that we started to study is the job interview. You can be a really exceptional employee, but that first meet and greet. And I think anybody who's been on a job interview knows that it can be incredibly nerve wracking. You're trying to sell yourself to a person for the first time, someone you've never met. So then when you consider a person on the spectrum who could have, for example, high levels of social anxiety, could have difficulty in communicating, difficulty in selling themselves, this can be really big issue for them that they have trouble getting past. So, that's the area that we really focus on the most.

The area that I would say that we focus on is once they get the job, how to maintain it. So a lot of individuals on the spectrum, they get the job, everything's going well, and then something unexpected happens. And that can either be maybe negative feedback from a boss or an unpredictable schedule change or something, something that raises stress level. Then something happens. They either become embarrassed, they maybe have an emotional reaction to it that is embarrassing. And sometimes that results in the end of their employment, which is a real shame.

Andrew: Yeah. Whenever I talk about people who are facing systemic barriers, I always like to sort of use the caveat of, okay, we do have to address the systemic issues. But at the same time, we also have to give people the tools to operate in the current ecosystem. Because unfortunately, we can't flip a switch and just make everything better. So for people who say, "Okay, I do have social anxiety, I have social cues that are particular to me, or there's a specific way that I communicate.", how do you suggest people approach that? Because I can't imagine the anxiety to go through that to basically say to an employer for your first interview, "Hey, I need special accommodations."

Dr. Helen: Yeah, it's a good question. It's difficult because there's a lot of research that indicates that you should advocate for yourself and sort of be upfront and sort of ask for the things that you need. And then I think that on the flip side, there's also this fear that you're telling people that you have a disability by asking for those accommodations, which can feel really intimidating. So you're not sure, is the employer going to feel differently about me if I start asking for accommodations? So, probably a lot of people don't end up asking for them. And you really don't know until you get on the job interview who that other person is, who is the person asking the questions and how they are going to react when you ask for accommodations.

So, we end up trying to help people who are neurodiverse, either with autism or some other sort of neurodiverse condition, that there are lots of ways that we can help them prepare for the job interview. So for example, social anxiety is a big one. And a lot of that is just helping them to feel comfortable through repeated practice. So, getting them to answer some common interview questions over and over again to just help them practice so that social anxiety goes down. So that by the time they get into the interview, they just are feeling a little bit more confident.

And one of the things that we also try to do is to help them know themselves better. So, one of the things that we noticed when we first started doing this work is that when you ask someone on the spectrum, "So, tell me about yourself.", a lot of times, they simply didn't know what to say. So they might give you details that were truly telling you about themselves, such as, "Well, my pet's name is this, or I can play this instrument really well." However, the things that they were saying, while they were truthful and really interesting facts, they weren't quite things that were selling themselves to an employer. So, one of the first steps that we do with them is we try to help them identify what their employable strengths are, what kinds of things they truly do bring to the table, what's unique about them, and how to really showcase them in that first conversation.

Andrew: Even though obviously we're talking about ways to ease the process for people on the autism spectrum, this really applies to everyone. We have strengths, we have weaknesses. And for people on the spectrum, they tend to have very defined things that they like, they dislike, they're good at, they're not good at. So sort of tapping into that, and then when you start interviewing for those jobs, they're like, "Wow, you're perfect for this.", right?

Dr. Helen: Yeah, absolutely. And one of the things that we do is we try to make those interests that they have and those passions that they have relevant to any job. So for example, if you have someone who loves to learn everything they can about let's say, the Titanic. So I'm obsessed with this historical event, I have every book in the world. That's not something you would want to speak to an employer about. However, the fact that you are a person who can research something to that detail and to that depth, that is something that you'd want to talk to an employer about. So you'd want to take whatever it is that's your interest and your passion, and you'd want to say, "How can I relate those passions back to any job?"

Andrew: If you do those things, and hopefully you'll get another interview, what happens down the road for someone with autism? What are some of the challenges that they face? Because every company kind of does the interview process differently. So, what else should people expect?

Dr. Helen: I think it's really the time to exercise patience. A lot of people, especially people with anxiety, anxiety can be something that's common in individuals on the spectrum, you want to seek reassurance. Did I get the job? When will I know when I get the job? And initially after you're done with an interview, writing back to just check in and say, "Hey, thank you so much. We had such a wonderful conversation today and I appreciate the opportunity." And I would always just say, end it on something like, "I look forward to hearing the next steps." And then leave it there.

I think you could probably check back in within a reasonable amount of time. If there's an HR department, you can check in with them specifically as opposed to the person you interviewed with. You could always phrase it as a question, "Just wondering if you needed any more information from me and hope to hear from you soon." I would just hesitate to seek reassurance during that time, asking sort of like, "How did I do? Is there anything that you're waiting on?" Because that can come across as sort of needy and turn off the employer, unfortunately. So exercising patience, I think, is crucial in that period of time.

Andrew: Good advice for everyone too.

Dr. Helen: Exactly. And then also manage expectations. And if there's a rejection, to not let it completely destroy you. To see that interview as a practice for the next one. And you're going to get better. You're perfecting your pitch to the next person. So, not to let a rejection shatter your dreams. There's always another opportunity around the corner.

Andrew: We'll be right back with Dr. Helen Genova.

Andrew: And we're back with Dr. Helen Genova, Associate Director for the Center for Autism Research at the Kessler Foundation. At least in the United States, there are protections when it comes to people with disabilities and the interview process itself and reaching out to employers. But we also know that no protection is perfect. So are there resources out there where they say, "Hey, listen, this is an employer who is used to working with people on the autism spectrum." Does that exist either in a formal or informal capacity?

Dr. Helen: I'm most familiar with the state of New Jersey. We're really blessed in our state to have a lot of employers who have sort of taken it on as their life's mission to successfully employ people on the spectrum. Google is really helpful just to figure out who those people are. A lot of them you'll find are run by parents of individuals on the spectrum, who there was no opportunity for their child, so they created opportunities for their child.

Andrew: You mentioned your parents, and really that network capacity is important. Because I think no one likes to be a job seeker and say, "Hey, I need help." But it really does work because the more you ask for help, the more that puts a bug in their ear to say, "Hey, Bob is looking for something, and is looking for an employer that will work with him.", and stuff like that.

Dr. Helen: Yeah. And I think also one, the best things that you can do as a family member, either a parent or just someone who loves someone on the spectrum, is to try to help them open those doors. So for example, if you see a help wanted sign and you're the parent of an adult on the spectrum, go in and say, "Hey, my son is really good at such and such a thing." If you felt that it would be helpful, you could disclose and say, "He is on the spectrum. He has these qualities. We're really proud of him. Would you be willing to see his application?" And so, you're kind of creating what they call these soft introductions or soft openings. And you'll find out right away if that person is open and going to be tolerant of that opportunity. So, parents can really play an important role there.

Andrew: And I know it's always that difficult sort of acceptance where you have to realize that you're going to encounter some employers that are just jerks.

Dr. Helen: Absolutely. Yeah.

Andrew: And even though it is painful, it's one of those things where it's if you encounter them, then it shows it's really probably not going to be a good situation if you even did get hired. Right?

Dr. Helen: A hundred percent. Just move on. I mean, if you suspect that someone has a negative attitude towards this population of people, then it's just not a good fit. And it's not your role to fix them and their knowledge on this topic. Just go on to the next person who does know and is appreciating of different types of abilities and ways of thinking.

Andrew: And obviously, I think the thing that is important when you're interviewing and your job searching is not to give up. Because for even neurotypical people, especially now, it's tough to get a job. So if you're out there saying, "It's been four months and I'm still looking or I graduated.", you're actually just like everyone else right now because it's tough to get a job. So, it does just take persistence. You just have to have the wherewithal to keep going.

Dr. Helen: Yeah. And I would say sometimes motivation can be a little bit difficult, especially in adolescents, any adolescent. And then adolescents on the spectrum, sometimes parents will say they want to get a job, but they're not doing anything to get a job. So I think setting very smart goals, the ones that you can measure them, they have a date. So putting on your calendar, will fill out three applications by Friday. Setting very concrete goals is very important in individuals on the spectrum. Being more abstract with, get a job, it's not going to be helpful. That becomes unmanageable 'cause there's just too many steps.

Andrew: And also I think too, the grace of like, "Hey, I'm going through this big transition." Either maybe I had a job and I lost it, or I'm graduating from college, because it's a huge change in your life to go through that. Especially if you're very wedded to routines or things like that, it's you sort of have to give yourself grace to say, "Okay, I'm going to have to get back into this, but I also have to sort of navigate this transition period." Right?

Dr. Helen: Yeah, definitely. And like you said, giving yourself grace, realizing that we're trying to find the right job for you. And that that's going to take a little bit of time and that we can't get discouraged, and that also going on the interview is a success in itself. It takes so much sometimes to get there in terms of that anxiety, in terms of the prep. Just getting to the interview is a success. So sometimes even when one of my kids fails at something, like going on an audition for a play and not getting the role that they wanted, I say, "Just going on the audition and getting up in front of those people and singing, that was the success." Going on the interview, applying for the job, those are the little successes. And they're going to pay off in the end.

Andrew: And then on the employer side, what is your message to them? Because I assume you talked to maybe some employers over the years. How do they start saying, "Okay, how do we move toward inclusivity?"

Dr. Helen: I would say some of the biggest obstacles that they may begin with are just a lack of knowledge about being autistic, about neurodiverse individuals, like, I don't know what to expect. Is this person going to be able to speak with me? Is this person going to have sensory issues that I couldn't accommodate? What is this going to mean for the building? Am I going to have to make structural changes? So, they probably have all sorts of doubts. And then to say to themselves, "You know what, it's just not worth it."

However, I would just plead the case to be open-minded for a number of reasons. Number one, autistic individuals can have just a different way of thinking that neurotypical people don't experience. And that may be thinking outside the box. Temple Grandin is a perfect example, Temple Grandin being a scientist and autism self-advocate, where she was able to think of solutions to problems that the people around her couldn't, and was a real asset to her field. And so, you don't know. You could have someone who's interviewing with you that even though they may have the autistic label on them, they're able to help you in ways that the neurotypical individuals on your team are just unable to.

Number two, that I think you're teaching the rest of your team a very important lesson in just being human. That we're all different, that not everybody acts the way that we expect them to. And you're going to come across that in all avenues of your life. And so, why not start here and make this team even stronger for having people on it that maybe don't act the way that we all do or that we expect them to? And so, I think that there's so much value in hiring someone who's on the spectrum that maybe they're not thinking of when they have those first doubts that come to their mind.

Andrew: And also, I think, what a great message to send to your team. Because over the years when I've talked to people with disabilities who are advocates, it comes down to the idea that even if you don't have a disability now, you might. And what a comforting thought to say, "Oh, my employer actually cares and will make those accommodations for me." And also, I know that obviously employers, they do sort of sometimes shy away from being inclusive because they're like, "Oh, this might cost me money. I might need to put in a ramp or something." But actually when analyses are done, typically the cost of actually making your workspace more inclusive is negligible at most.

Dr. Helen: Yeah. Also, you don't know. Because the spectrum, everybody on it is so different, has very different needs, you don't know what that person actually needs. We all think of things like lights. Everybody always says, "Well, I have to change all the lights in the building." And it may not be... The person in my life who is on the spectrum, has no issue with lights. It's not a problem. But for them, maybe it's something like they need a quieter space or they need a place where they can head to and just kind of clear their mind when they get stressed out. So sometimes these things may be negligible in cost, and then just worth it in the end to be inclusive.

Andrew: Yeah, it was great to even have you because it's difficult to find places dedicated to it. Does the Kessler Foundation have resources online for people?

Dr. Helen: So, our curriculum is available online. It's called Kessler Foundation Strength Identification and Expression, or KF-Stride. It is a web-based online program. It features animated videos and interactive activities, role play practices with feedback. So, that's one of our biggest resources. That program is specific for job interviewing, but then we also have a program that teaches those emotional coping skills that we talked about in the beginning. If something happens on the job that's either embarrassing or stressful and you don't quite know how to cope, we teach them some real concrete coping skills.

Everything that we teach is strength-based. So whereas traditionally, people on the spectrum have been treated with a very deficit based lens, how to fix them, how to treat them for their weaknesses. One of the things that we've done with our research is to come at it from a different angle, which is to say, "We know you may have some challenges, but what are the things you're doing well? Let's do more of that."

Andrew: That's so wonderful. And I completely agree. And it's so interesting because so much of what we've talked about is just applicable to everyone. And especially the idea of, listen, we all operate a little bit differently. And it really is about tapping into those differences and accentuating your strengths in the hiring process. Because that's what makes people stand out in the workplace and also in the hiring process. So, viewing those differences as strains and not necessarily just a weakness.

Dr. Helen: Absolutely.

Andrew: Well, thank you so much for your time.

Dr. Helen: Yeah, thank you so much for having me. This was really fun.

Andrew: That was Dr. Helen Genova, Associate Director for the Center for Autism Research at the Kessler Foundation. If you'd like to learn more about the Kessler Foundation's resources for job seekers, check out the links in this episode's show notes. And while you're there, we launched an audience survey to help us understand what you want to hear on the show. You can find a link to the short survey in the show notes for this episode. I'd love it if you could fill it out.

Get Hired is a production of LinkedIn News. The show is produced by Emily Reeves and Ava Ahmadbeigi. Assaf Gidron engineered our show, Tim Boland mixed our show. We get additional support from Alexandra Kuznietsova and Mujib Mehrdad. Sarah Storm is our Senior Producer. Dave Pond is Head of Production and Creative Operations. Maya Pope-Chappel is Director of Content and Audience Development. Courtney Coupe is Head of Original Programming. Dan Roth is LinkedIn's Editor-in-Chief and Vice President of Content Development. And I'm Andrew Seaman. Until next time, stay well and best of luck.