A job description is the first interview.

Autistic adults are among the most under-employed groups in the workforce. UK research from the Office for National Statistics shows only around 30% of autistic adults are in any kind of paid work. The reasons are many — but a striking number of them begin before the first interview.

Vague language is a closed door

Phrases like "thrives in ambiguity", "wears many hats", "rockstar", or "culture fit" are read literally by many autistic readers. They translate to: this role has hidden expectations I can't see, and I'll be judged on something other than the work.

Long requirement lists exclude

Autistic candidates are statistically far less likely to apply for a role unless they meet every listed requirement. A list of 15 "must-haves" — most of which are actually nice-to-haves — filters out exactly the candidates you'd want to hear from.

Sensory and social demands matter

Open-plan offices, unpredictable schedules, mandatory after-work socials, surprise presentations — these can be the deciding factor. Naming them honestly in the job description lets candidates self-select with confidence rather than discovering them on day three.

Clarity helps everyone

The good news: writing a clearer, more concrete, more honest job description doesn't just help autistic candidates. It helps every applicant make a better decision — and it helps you hire the right person faster.