Why we are committed to inclusive recruitment
Ensuring our recruitment processes are inclusive of autistic people is a significant change we’re proud of – but our work around inclusivity doesn’t stop there. We’re embracing neurodiversity as an asset to our organisation. Sarah Clark, Talent Acquisition Lead, at Progress Housing Group, explains why.
“In talent acquisition, we often pride ourselves on identifying and nurturing potential. Yet, a stark reality confronts us: the traditional recruitment process is inadvertently sidelining a significant portion of the workforce—autistic individuals. The recent findings in the Buckland Review of Autism and Employment that only 30% of autistic people are employed, compared to 53.6% of all disabled individuals, should not just be a statistic but a catalyst for introspection and action.
At Progress Housing Group, we have taken this challenge to heart. Our ethos revolves around inclusivity and recognising the unique strengths everyone brings to the table. We understand that the conventional one-size-fits-all approach to hiring can be particularly alienating for those on the autism spectrum, who may experience the world differently.
Ambiguity in interview questions and application forms can be a major hurdle. Autistic job seekers often thrive on clarity and structure, so we advocate for providing interview questions in advance. This simple consideration allows candidates to prepare thoroughly, reducing anxiety and enabling them to engage more effectively during the interview process. It is about giving everyone an equal opportunity to succeed.
What’s more, our commitment extends beyond the interview stage. As a host business for Project SEARCH internships for individuals with autism, in partnership with Runshaw College, we have witnessed the transformative power of tailored support and real-world work experience. This programme has won us awards and has been a springboard to meaningful employment within the Group. We’re extremely proud that four past interns are now integral members of our team, contributing their skills to our success.
Time for change
The Buckland Review's call to action is clear, and as employers, we must rise to meet it. It is time to re-evaluate our recruitment strategies and embrace neurodiversity as an asset. Doing so opens our doors to a pool of untapped talent. Autistic individuals often possess remarkable abilities in pattern recognition, attention to detail, and sustained concentration— all of which are highly valuable in the workplace.
Creating an inclusive hiring process means more than just adjustments to interviews; it involves a holistic approach to employment. From the initial job advertisement to onboarding and continuous support, every step should be designed with accessibility. For instance, offering alternative application methods, such as video submissions or skill-based assessments, can provide a more accurate representation of an applicant's capabilities.
Our experience with Project SEARCH has taught us that structured learning and hands-on experience can lead to outstanding outcomes. Interns develop job-specific skills and the confidence and social understanding necessary to navigate the workplace. This inclusion model has proven successful, and we encourage other organisations to explore similar partnerships.
Creating a supportive work environment where differences are celebrated is crucial. Regular training on autism awareness for colleagues ensures everyone can contribute to a culture of acceptance and understanding. Mentorship programmes can also play a pivotal role in helping new people integrate into their teams and the broader organisation.
As we look to the future, we must build on these foundations. The government's encouragement to adopt Sir Robert Buckland's recommendations is a positive step, but it requires a collective effort from all sectors. We should promote greater inclusivity by sharing best practices and success stories.
We must persevere with the journey towards an autism-friendly workplace. When we create environments where autistic individuals can thrive, we enhance their lives and bring diversity, creativity, and loyalty to our organisation. Let’s champion a recruitment revolution that values the unique talents of every individual! Together, we can shift perceptions and make the aspiration of equal employment opportunities a reality for the autistic community.”