A Deep Dive on the Buckland Review of Autism Employment: Report and Recommendations

 In the latest in our #NDVoices article series, guest contributor Jim Hoerricks, PhD breaks down the Buckland Review of Autism Employment. You can skim the surface view or get cozy with a cuppa and read the full dive into what the report says, why it matters, and what we need to watch for. Jim is an educator and advocate for those who learn language differently. This article originally appeared on his Substack. All opinions are the author’s own.

“The Buckland Review of Autism Employment: Report and Recommendations” tackles the critical issue of enabling more autistic individuals to secure and retain fulfilling work.

Led by MP Sir Robert Buckland, this extensive review explores the barriers autistic people face in employment and sets out recommendations across 19 themes to drive transformational improvements. 

With only around 30% of working-age autistic adults currently in work in the UK, compared to 50% of disabled people and 80% of the general population, this report represents a watershed moment – a chance to catalyse real change through measures focused on changing employer behaviour. In assessing the findings, it is clear that careful consideration has been given to feasibility and acceptability of proposed solutions to raise awareness, adjust hiring practices, support employees, and encourage career progression.

The creation of a dedicated task group promises oversight on implementation. Whilst further research must track impact, this review lays vital foundations from which to build momentum towards equal employment opportunities for all.

Getting a surface view

This expansive review puts the lived experiences of autistic individuals at the forefront. It confronts the fact that only 3 in 10 autistic adults are currently in work in the UK, despite research showing the vast majority wish to have a career. Work is repeatedly highlighted in the report as critical for mental wellbeing, financial stability and independence – key pillars for quality of life. Autistic people themselves testify they face a lack of tailored preparation for employment, unfair and confusing hiring processes, inaccessible workplaces, and insufficient support and accommodations to fulfil their roles.

In response, the report sets out recommendations for each barrier area to radically transform autistic people’s experiences in accessing and sustaining work. For example:

• The creation of industry-wide autism employment support groups providing volunteering and shadowing opportunities is advised to build skills and confidence.
• Changes to standard recruitment procedures, like replacing ambiguous interviews with practical job trials, have potential to make roles more attainable.
• Ongoing assistance through measures like mentors, autism workplace design guides and strength-based career development training aim to promote retention and progression for those already employed.

The solutions proposed indicate careful thought has been given both to effectiveness for autistic individuals and feasibility for employers. Crucially, the review promotes “inclusion by design” – the idea that adapting environments and processes to enable any staff member to succeed should negate the need for separate disability adjustments. This has potential to reduce stigma. Collaborative working with employers, software suppliers and other stakeholders threads through the recommendations.

In centring solutions around transforming workplace culture and employer behaviour, this review puts tangible actions behind political rhetoric on empowering vulnerable groups. If realised, its vision promises to unlock vast reserves of untapped potential within the autism community and wider society. It is the necessary first step on a long road towards autistic people having equal opportunities to access the self-sufficiency and dignity employment can provide.

Taking a deeper look

Reconciling the overall unemployment rate in the UK, which indicates “full employment” at 3.8%, with the significantly higher estimated unemployment rate of 70% for autistic individuals actively seeking employment, highlights a critical issue: the disparity in employment outcomes for different groups within the labor market.

1. Labour Market Barriers

As we well know, autistic individuals often face unique barriers to employment, including workplace environments not accommodating neurodiversity, difficulties in traditional recruitment processes, and a lack of understanding or awareness from employers about autism. These challenges can make it significantly harder for autistic people to secure employment, even in a labour market that is generally robust. 

This report confronts the labour market barriers making work so inaccessible for autistic adults head-on. It does not shy away from harsh statistics showing only 3 in 10 autistic people of working age succeed in gaining employment. Behind these numbers lies the reality of workplaces too often designed without neurodiversity in mind – from loud, bright open-plan offices overwhelming sensory systems to ambiguous instructions relying on intuitive social interpretation. Equally, traditional one-size-fits-all recruitment processes disadvantaging those who communicate, think and focus differently.

The report maps out targeted recommendations to dismantle each systemic barrier. For example:

• It proposes working with software suppliers and adaptive technology providers to transform office environments through autism-friendly design of furnishings, equipment and IT systems tailored to autistic cognition. Partnerships with industry bodies would share case studies of modifications benefiting companies universally.
• Similarly, engaging recruitment agencies to modernise biased hiring practices aims to make roles themselves more accessible. This includes replacing woolly job specifications with focused, jargon-free descriptions and trial shifts demonstrating competence over stressful interviews.

Critically, the report spotlights how employer behaviour must adapt to capitalise on unique strengths autistic individuals can offer. It suggests an awareness campaign challenging stereotypes about perceived “problems” with concrete examples of enhanced autistic productivity – significantly higher in some vocations.

Coupled with measures improving understanding of legal duties around reasonable adjustments, the foundations are laid for workplaces welcoming neurodiversity rather than perceiving it as an obstacle. In spotlighting misconceptions hindering autistic potential, the report signals this wasted human capital should spur us to action.

2. Skill Mismatch and Underemployment

Even when employed, autistic individuals may face underemployment or employment in roles that do not fully utilise their skills. This mismatch contributes to the high unemployment rate within our community, as traditional employment metrics may not fully capture the extent of underemployment or job dissatisfaction among autistic workers.

The report sheds light on the unseen epidemic of autistic underemployment – where roles fail to harness exceptional talents. It confronts how even employment rates hide dissatisfaction, with autistic graduates the most likely group to be overqualified or on precarious contracts like zero-hours. Likewise, the disability pay gap analysis reveals autistic people earn a third less than non-disabled counterparts, indicating concentration in more junior positions.

Several review recommendations aim to end the waste of human potential this skills mismatch represents.

• It suggests actively promoting apprenticeships and supported internships to showcase competencies and develop confidence.
• Strength-based training for line managers would match existing aptitudes to responsibilities better within teams too.
• Most critically, the report calls for improved data capture, including tracking underemployment and job satisfaction metrics. This intelligence is vital to propel policy and convey the true extent careers are being stunted.

Underpinning causes of skills mismatch are also tackled. Poor careers advice, lack of work experience opportunities, and interview formats favouring social presentation over competence all contribute to roles not matching strengths.

Recommendations suggest modernising each area – from advisor autism training to practical job trials demonstrating ability over ambiguous questions. Likewise, highlighting self-employment and social enterprise routes provides alternatives where traditional employment has failed. 

This multi-pronged approach promises to unlock vast reserves of untapped potential within the autism community.

3. Economic Indicators and Hidden Unemployment

The overall unemployment rate is a broad economic indicator that does not capture the nuances of employment for specific groups. The rate of 3.8% in the UK reflects the general health of the labour market but does not account for the underemployment or the significant barriers to employment faced by certain groups, including autistic individuals.

The review cautions reliance on headline employment statistics masking the true state of play for vulnerable groups. It confronts the reality that whilst the overall UK unemployment rate of 3.8% may signal a robust labour market, this masks catastrophic exclusion in disabled communities. Specifically, 70% of working-age autistic people lack work – over 18 times the national average. Yet the report equally warns against seeing this as an unchangeable status quo.

Several recommendations aim to improve data capture on the nuances of autism unemployment.

• It calls for better tracking of underemployment, job satisfaction, workplace culture and employers’ disability confidence.
• With improved metrics, policymakers can be jolted by the human cost of “hidden unemployment” among overlooked groups.
• Likewise, enhanced intelligence would allow benchmarking of progress over the coming years as solutions are implemented.

Beneath these economic indicators, the report also strives to tell real-life stories. Case studies showing enhanced autistic productivity aim to challenge assumptions employment is unobtainable or undesirable for this community. Equally, shining light on graduates struggling with unstable roles or duties not matching their skills counters stereotypes of the “high-functioning autistic”. In giving unequivocal evidence this group wishes to work, the report signals this pool of talent should spur us to action if current systems fail them.

In bridging the gulf between positive headline employment figures and the harsh reality for many, this review sets up a pivotal opportunity. With creative but feasible changes to employer behaviour, environments, and processes, an untapped workforce waits in the wings. If appropriate support unlocks their vast potential, this would simultaneously improve quality of life for the autism community and our shared economic prosperity.

The report’s pragmatic recommendations represent the first step towards a fairer and more inclusive labour market - one which judges on aptitude, not preconceptions. Its vision demands we confront the true scale of talent going to waste, using this burning injustice as motivation to deliver change.

4. Policy and Practice Gap

The disparity between the general unemployment rate and that of autistic individuals underscores a gap in employment policies and practices. It suggests a need for targeted interventions, such as inclusive hiring practices, workplace accommodations, and support programs, to bridge this employment gap.

The report unflinchingly confronts the yawning gap between broad policy visions and on-the-ground reality for excluded groups. It reiterates national strategies aiming for “equality of opportunity” and “levelling up” economic outcomes. Yet the catastrophic difference between overall UK unemployment at 3.8% and the 70% of workless working-age autistic adults makes a mockery of such aspirations. Likewise, brutal pay gap and job stability figures underscore that our community still awaits economic justice.

Closing this chasm underpins all 19 tailored recommendations to central and local government, employers and other stakeholders. Each solution focuses on bridging barriers to convert principles into meaningful change for autistic lives. Targeted interventions feature heavily, spanning workplace reasonable adjustments, modernising biased recruitment practices and improved monitoring to expose when environments need adapting. Likewise, enhanced individualised support through Access to Work, strength-based training and dedicated internships aim to give practical assistance rather than hollow sentiment.

This step-change relies on collaboration, from small employers to industry bodies. But the economic arguments for diverse workforces and the moral ones for inclusion resonate widely. With coordinated effort on achievable actions, rather than vague strategies, we might close the credibility gap between rhetoric on “equality of opportunity” and the inequality hard-wired into our systems. Though long overdue, this report forms the blueprint to write policy promises into lived experience for overlooked groups at last. It is the catalyst we need to bridge fine words and harsh deeds.

5. Awareness and Inclusion Efforts

Raising awareness about the capabilities of autistic individuals and the benefits of a neurodiverse workforce is crucial. Employers can play a significant role in reducing this employment gap by fostering inclusive workplaces that accommodate the needs of autistic employees and recognise their potential contributions. 

The report issues an urgent call-to-action for a nationwide awareness drive to spotlight autistic potential amid ignorant attitudes barring workplaces. It confronts how less than 1 in 3 employers recognise legal responsibilities around reasonable adjustments for disabled staff. Damaging stereotypes like autistic people lacking communication abilities or being unsuitable for management compound barriers further. Countering misinformation is critical.

Several pragmatic recommendations urge spreading stories of enhanced autistic productivity and team innovation to challenge stale preconceptions. A major public campaign led by autistic role models would highlight achievable good practice for employers large and small. Meanwhile, benchmarking tools would allow all organisations to measure progress on accessible, inclusive environments that bring out the best in diverse talent.

The report signals well-intentioned words without culture change only pays lip service to unlocking potential. Instead, it promotes tangible steps embedding acceptance across workplace norms. From autism training for line managers to strength-based development policies rewarding different skillsets, the path is clear to value unique attributes over conforming to exclusionary standards.

With coordination, these awareness and inclusion efforts promise to transition fine pledges into liveable reality. We each have power to determine whether autistic people occupy their rightful place as innovation leaders or remain locked outside boardrooms undermining collective progress. This report hands us tools to build that just future.

Thus, whilst the UK's unemployment rate suggests a healthy labor market overall, the estimated 70% unemployment rate for autistic individuals actively seeking work points to significant inequalities. Addressing these requires targeted policies, greater awareness, and a shift towards more inclusive employment practices.

What now?

With this landmark report now published, outlining in stark detail the injustice of the autism employment gap, the real litmus test lies in tangible change to autistic lives. After years “hidden in plain sight,” our community rightly expects more than lofty visions that fail to penetrate workplace realities. The duty now falls to a newly-created task group to steward recommended actions into implementation that unlocks doors and potential.

Crucially, oversight sits with an independent chair vocal on centring autistic inclusion, supported by voluntary sector and government ties. This structure balances lived experience with influence to drive culture change. Already we see national initiatives like Disability Confident gearing up to amplify guidelines supporting employers to make reasonable adjustments. Meanwhile, the winds of a major public re-education campaign blow, poised to tackle stigma and convey achievements of autistic workers benefitting forward-thinking companies.

Of course, government promptings can only achieve so much without business buy-in. But the economic arguments stack up - with swathes of skills wasted and billions lost annually, diversity and productivity walk hand-in-hand. Within five years, we could witness the fruits of seeds planted today if sprouting innovations like “autism design guides” for accessible workplaces take root across key industries.

For autistic individuals and their families, hope and impatience jostle within this new dawn. After lifetimes locked outside the workplace or underemployed, rapid change can't come soon enough.

Though the journey stretches far, this report signals the first step onto a path threading disabled talent into an economy needing their gifts now more than ever. We owe it to past and future generations to make that vision real.