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Lisa Smart (Hazel Grove) (LD)
I beg to move,
That this House has considered employment opportunities for autistic adults.
It is a real pleasure to serve with you in the Chair, Mr Turner. This is an important issue, and one which has risen in prominence with the increased awareness and diagnosis of autism. We have also seen extensive press coverage of the case of Tom Boyd, an autistic man who has been working at Waitrose in Cheadle Hulme, near my Hazel Grove constituency. I could not ignore the many variations of the same conversation I have had with constituents about the problems that they or their family members, like Tom, have faced getting or keeping work or thriving in their career. That so many people are facing the same issues means we are getting something wrong as a society. As the National Autistic Society says,
“Autism influences how people experience and interact with the world. It is a lifelong neurodivergence and disability. Autistic people are different from each other, but for a diagnosis they must share differences from non-autistic people in how they think, feel and communicate.”
An autism diagnosis should not be a barrier; it should help autistic people find how to be the best version of themselves.
Rachel Gilmour (Tiverton and Minehead) (LD)
I thank my hon. Friend for securing this important debate. In my constituency, I recently held a roundtable discussions on the state of special educational needs and disabilities education—which we know is dire. Does my hon. Friend share my belief that we should be promoting opportunities in employment for autistic people —who we know can be among the sharpest minds—so that those in education have roles to work towards?
Karl Turner (in the Chair)
I remind Members that interventions are meant to be very short.
Lisa Smart
I very much agree with my hon. Friend about the importance of getting the right education suited to each young person to enable them to flourish in their lives and contribute meaningfully to our community.
Clearly, the issues that my constituents have faced are not the same as every autistic person’s experience. When someone has met one autistic person, they have met one autistic person—that is a key point. All too often, autism is viewed in just one way, and it can be seen as a burden that employers have to overcome to employ that person, rather than as a range of differences and strengths.
Anna Dixon (Shipley) (Lab)
My niece successfully secured a place on a civil service internship. She was then able to go on and train as a work coach and is helping people who face similar challenges with neurodiversity or health conditions to get back into work. Does the hon. Lady agree that it is important that other employers set up these bespoke internship schemes, particularly to give opportunities to young people?
Lisa Smart
People with lived experience are often the best trainers and best able to explain a situation and enable employers to adapt to get the best out of their employees. I very strongly agree with the hon. Lady’s point.
I see it in my own area of Stockport, where the council delivers training for employers on how best to welcome neurodiverse employees into their workforce. That training is delivered by those with lived experience. Stockport council also provides adapted spaces at inclusive job fairs. That enables it to support attendance by those for whom busy, noisy spaces do not necessarily bring out the best in them.
As a Liberal, I want to ensure that people are viewed as individuals; that they are given a platform to be the best version of themselves; that we give our fellow citizens opportunities and not barriers; and that we ensure they are not limited by someone’s view of a category in which they happen to fit.
I thank my constituents who have shared their experiences with me and who have very different lives, needs and experiences, but who have faced very similar problems when entering the world of work. My constituent, Bradley from Marple, has had several voluntary jobs in the past. He has done them well and he now volunteers as a digital champion in the local library. Bradley is autistic and has a speech and language condition. He is capable, reliable and determined. I was really pleased that he and his mum came to see me at my advice surgery a few weeks ago, and that they are here today. He is now on universal credit, including the disability element, but tells me that what he wants is the independence and dignity that comes with having a paid job.
For Bradley, the problem he faces is getting over the hurdle of having a chance to prove his worth. He has applied for over 100 jobs. He has been given interviews and has passed tests, and yet is never given the job. All too often he tells me he hears the same refrain: “We have another candidate who we feel best suits the post.” Although that is said to anyone who applies for a job and they hear it from time to time, Bradley hears the same thing every time, after every interview and every successful test. That is what stings.
Another constituent has had two jobs with the same organisation. He has been diagnosed as high functioning with attention deficit hyperactivity disorder. He has a master’s degree and a range of awards and accolades that attest to his brilliance. He also struggles to know what day of the week it is or how to cook a pizza. He fits many of the stereotypes that people have about autism. In the first job, although he was given support to help him, it did not take account of the way he processed information. Instead, he was put on a performance improvement plan, which gave him no time to embed the enabling strategies that his mentor had helped him with. Instead of being supportive, it fed into his anxiety, and such was the stress it caused that he ended up with autistic burnout and on medication.
Fortunately, with support from his parents and some courses of cognitive behavioural therapy, he was able to start again. However, such was the lack of confidence in his own abilities that his first experience caused, he applied for a much less senior role. This time around, though, the experience was a world apart. He had a structured induction that gave him all the information he needed to settle into a new role. Similarly, when he starts a new project or task, he is introduced in a way that gives everyone the information they need to work well with him, such as sharing with any new colleagues how he prefers to receive information related to the task. He is now a valued high-performing member of staff ready to step back up the career ladder, and his mental health is in a completely different, far more positive place.
Those two wildly different experiences are with the same organisation, the civil service, which shows the need for best practice to be implemented much more consistently. My constituent is someone who has the potential to do things that few other people can, and when his job is built to get the best out of him, he flies. When it fails to take account of his needs, he crashes. I suggest that in a world where we hear all too frequently from some politicians demeaning descriptions of the lives that autistic people will have, we instead need to work on removing barriers that stop them living the right life for them.
A Stockport council officer working in this area reports interesting conversations with employers about the fact that adapting the business to be more inclusive is really, in his words,
“about looking at what skills a person can bring to the role and that isn’t as difficult as people first think. It’s about listening and understanding. It certainly doesn’t stop you being successful and profitable and it might actually help you!”
Two of my constituents faced challenges when starting and running their own businesses. Both of them set up their own companies—one supporting people with autism and ADHD and the other a small business selling games and toys. In both cases, their efforts to run their companies were undermined when they were in what we could term an irregular part of running a company. In the first case, it was going through the set-up of the company, which took longer than expected. In the second, it was when they missed an email they were not expecting from Companies House. In both cases, my constituents struggled with the sorts of activities that too often people and processes take for granted: making calls, sending emails and completing documents.
Katie, who joins us today, was allocated funding for a virtual assistant through Access to Work payments. But when her caseworker retired, her case was not reallocated and she was left facing mounting bills. To resolve it, she was forced to pursue her funding through a labyrinthine process. Were it not for her fantastic mum advocating on her behalf and further support from my superstar casework team, she would not have got it sorted out. As her mum said,
“The process to claim completely failed to recognise her disability. It was like asking someone in a wheelchair to get out and walk up the stairs.”
When someone has communication issues, layering inaccessible processes on top causes a struggle that is cruel. The irony is that Katie was caught out by this when she was setting up a company helping people with neurodivergent conditions. In a further twist, it was systems designed to help people like Katie into work that failed to take account of her autism.
Those are just four examples of people’s lived experience of trying to get into or on with work. Disabled people with autism are among the least likely to be in employment of all disabled people; 34% of disabled people with autism are in employment, compared with 55% of all disabled people and 82% of non-disabled people. The Buckland review of autism employment found that adjustments for autistic employees are highly variable, and that the onus is normally on the autistic employee to identify and advocate for the adjustments that they need. That is why the Liberal Democrats have campaigned for there to be obligations on employers and local authorities to provide appropriate care assessments and support. To repeat the words of Katie’s mum, not doing this is
“like asking someone in a wheelchair to get out and walk up the stairs.”
All too often we are building employment practices and processes that are one size fits all, but that size is too small. People are different, and we need to take account of that. It is only by recognising the differences between people, and by allowing for them and working with them, that we will get the future workforce that we need. I look forward to the Minister telling us what more the Government plan to do to make employment work for autistic people more easily, whether that is businesses employing autistic people, who can bring so much to a workplace, or changing processes so that autistic people can work in a way that suits them and gives them a platform to thrive.
Schemes such as Access to Work, Connect to Work or Disability Confident certainly exist, but my inbox suggests that too many people with skills and talents are falling through the gaps. I am particularly keen to hear when the Minister expects to publish a response to the recommendations made by the independent panel of academics led by Professor Amanda Kirby.
I really want to thank my constituents who have taken the time to share their experiences. Some of them are here today, and others are watching online. I hope that this place will change things for the better, so that we can do real justice for all the autistic people who just want the same opportunities as everyone else—to work, to live their best life and to thrive.
Several hon. Members rose—
Karl Turner (in the Chair)
I remind Members that they should bob if they wish to be called to speak in the debate.
Mike Reader (Northampton South) (Lab)
It is a pleasure to serve under your chairmanship, Mr Turner. I am very grateful to the hon. Member for Hazel Grove (Lisa Smart) for securing this debate, and to her constituents for joining us today in Westminster Hall.
I am proud to be a member of the Labour party—it is the party for workers; it recognises the dignity that we get from work, and that work is the foundation for independence, confidence and wellbeing. I have heard many stories in my constituency about how stable and secure employment has transformed the lives of people with autism and other disabilities. The key words there are “stable” and “secure”; to unlock people’s potential, we must ensure that work is consistent, meaningful and fulfilling.
Baggy Shanker (Derby South) (Lab/Co-op)
When given the right tools and support to succeed, we know that members of the autistic community can thrive in the workplace. Despite research showing that the majority of working-age autistic people want to work, the reality is that only about three in 10 do so. Local to me, Autism West Midlands champions autistic communities and supports service users into work, both by providing coaching and by making workplaces better for them.
Karl Turner (in the Chair)
Order. This is supposedly an intervention. If you want to ask him a question, please do so, but do not read a speech.
Baggy Shanker
Thank you, Mr Turner. Does my hon. Friend agree that services such as those are vital in building the skills and confidence that help these people work?
Mike Reader
I agree that those services are critical—we are seeing that at first hand in Northamptonshire; when placements and employment opportunities collapse, when local provision disappears, and when funding dries up, people lose trust in the system.
The reality is that, across the country, the support network available to autistic adults is fragile. We rely on a patchwork of charities, specialist employers and often the good will of large organisations to make the investments needed to open up the opportunities that the hon. Member for Hazel Grove spoke about. When part of that network collapses, the impact is immediate and devastating, and that is exactly what we are seeing in Northampton.
For over 40 years, Workbridge has been a lifeline to many in my community. It is a place where people with autism, learning difficulties and mental health challenges are able to build confidence, learn new skills and contribute to our community through meaningful employment and volunteering. It provides a café, garden centre and workshops for many. But it is all set to close. Last week we found out that St Andrew’s Healthcare had withdrawn funding from it to try to patch up its main business, which is rated inadequate by the Care Quality Commission. I have been contacted by residents—by email, by letter and, actually, quite a lot on Remembrance Sunday—who are shocked and, frankly, devasted that this community institution will be closing. It is quite unforeseen.
The former Secretary of State, my right hon. Friend the Member for Leicester West (Liz Kendall), visited Workbridge in July and described it as a shining example of how social prescribing programmes work and of what we need across our country. There are many questions, including: how can the organisation go from promoting itself to the Government as best in class to closing within six months? I am meeting the chief executive officer next week to ask the questions that constituents are asking me about how this has happened and why Workbridge is being sacrificed to prop up the rest of the business.
Before I finish, I will highlight a positive example from Northampton. Nordis Signs, a business supported by Kier Group and Kier Highways, is a local employer that has operated in my constituency for the best part of 50 years. It provides work for adults with disabilities, including autism, by providing signs for the highways network right across the country. It is a great example of how secure work has enabled people to create careers. When I visited this summer, I met people who had worked there for over 30 years and were so proud of the work that they deliver. To have a business like that making such a positive contribution to our community is fantastic. It is a great example of how being both commercially sound and socially responsible can make sure that businesses deliver.
The lessons are clear: when we invest in supported employment everyone benefits, but when that support disappears, the fragile system will struggle to replace it. I stand by to support those who will lose their jobs or volunteering opportunities through the closure of Workbridge, and my office is working hard with West Northants council and local groups to try to re-provide that provision in Northampton. I hope the Minister will make time to meet me to discuss this issue, particularly as her Department visited and praised the work of Workbridge in July. I thank the hon. Member for Hazel Grove again for securing this critical debate, and I thank her constituents for joining us in the Public Gallery.
Shockat Adam (Leicester South) (Ind)
It is a pleasure to serve under your chairship, Mr Turner. I thank the hon. Member for Hazel Grove (Lisa Smart) for securing this important debate. Like many other Members, I have met many neurodivergent adults and their families in my constituency who are desperate to contribute to society and really do want to work but are still struggling to access the same opportunities as their neurotypical peers.
As other Members have said, it is heartbreaking to hold roundtables and hear of autistic individuals who, having volunteered for five years with some of our corporate chains and been told that it would build their experience, find that there was really no pathway to paid work. On the very day that their work experience finishes, after five years, they are told to go home. That leaves them with a real sense that they do not belong anywhere. They thought they were working and did not realise that, after five years, they would simply be told to go home. That is not equality. Our companies need to do much better and show a sense of responsibility.
Across the UK there are approximately 700,000 autistic adults of working age, yet only three in 10 are in employment. Only 15% are in full-time paid work. Just 35% of autistic graduates find work within the first 15 months, which is half the rate among non-disabled graduates. This is not just an autism issue; for people with learning disabilities, the picture is even starker. Of the 950,000 working-age adults with a learning disability, only 27% have a paid job.
Anna Dixon (Shipley) (Lab)
Does the hon. Gentleman agree that closing the disability gap—indeed, the specific employment gap for people with neurodiversity—will mean opening up opportunities in different ways, so that autistic people do not have to go through interviews and other barriers that a normal application process requires of neurotypical people?
Shockat Adam
I wholeheartedly agree. We have to think expansively and not follow the rigorous rules that we have for abled individuals.
Some 77% of unemployed autistic people say they want to work. They are not unwilling; what is unwilling is the system, which creates barriers at the crucial first step, the transition into work. Many of them have never had any work experience at all. We need a structured supported internship and greater flexibility. The minimum 420 hours required by the current Access to Work scheme is simply too rigid and too difficult for many people, and unrealistic for small employers—and employers, too, need support. The Keep Britain Working review identified a culture of fear among managers and staff, which discourages open conversations about disability.
Many people from autism and disability backgrounds find that a lack of visible role models affects their transition into work, and there is inconsistent guidance for employers trying to make reasonable adjustments. That is why I agree with Mencap, which is urging the Department for Work and Pensions to go further and create a central online hub of best practice for employers, provide training and peer-to-peer support for businesses, and ensure that autistic people themselves are consulted. Currently, two thirds say they have never even been asked what support they need.
We also have to look at the benefits system, because for many autistic people it remains an obstacle to work, not a bridge. People fear losing their safety net if they cannot meet their job recommendations and commitments due to a lack of reasonable adjustments. We need a system that rewards their effort rather than punishing their vulnerability.
Helping autistic people and people with learning disabilities into meaningful employment reduces welfare costs, raises living standards and unlocks enormous economic potential. It gives people purpose, dignity and belonging. There are great examples in my constituency of what can be done when we get things right. Leicestershire Cares is a fabulous organisation that assists people with autism and learning challenges into the workplace. Eyres Monsell Club for Young People gives young autistic adults real-world experiences in community pantries and food banks. Café Neuro, which is specifically but not exclusively for people from ethnic minorities, offers supported placements where participants learn teamwork, customer service and confidence. Millgate school is developing leadership and life skills through student-led committees, creating the role models of tomorrow. Finally, charities such as Jamila’s Legacy are showing how conditions like autism intersect with anxiety and mental health, reminding us that holistic pastoral support in schools is essential to preparing young people for employment.
Sir Julian Smith (Skipton and Ripon) (Con)
It is great to hear of these commercial companies doing so much good work. I think of FinTrU in Derry, which is actively recruiting autistic people because of the skills and values they have. Does the hon. Gentleman agree that we have to much more effectively match those companies with people with an autistic background?
Shockat Adam
I wholeheartedly agree, and the companies will be rewarded for it.
The evidence is clear: we have the talent and we have the will; now we need the systems, the flexibility and the leadership to make employment truly inclusive for autistic people.
Tom Gordon (Harrogate and Knaresborough) (LD)
It is a pleasure to serve under your chairship, Mr Turner. I congratulate my hon. Friend the Member for Hazel Grove (Lisa Smart) on securing the debate. She outlined some fantastic best practice in Stockport, where I know she was a local councillor for many years. I am sure some of that work is down to her powerful advocacy for her constituents—those who are here today and those who are not.
I thank all the families, campaigners and organisations who fight every day for change, not least because those in my own constituency, including our local branch of the National Autistic Society, who I meet regularly, have told me time and again about the sheer exhaustion that comes from trying to get a system that is supposed to help people to actually do what it is meant to do and what it promises. Many people face a broken path from school to work, with the journey from childhood from adulthood a series of locked doors. We hear of many families waiting for months—often years—for autism assessments, and we hear about teachers, undertrained and underfunded, struggling to provide the right support. One mother in Harrogate told me that by the time her son was finally diagnosed he was already told he was lazy, disruptive and difficult. How is any child meant to come back from that? That line has stuck with me because if we get things wrong in school, we do not just risk a bad exam result; we risk shaping how young people see themselves for years to come, into adulthood.
That is why the Liberal Democrats believe fixing SEND is not just about education; it is about setting children up for life, too. We need early identification, we need properly funded support plans that do not depend on parents shouting the loudest, and we need schools to be judged on how inclusive they are, not just on pupils’ grades. If we want autistic adults to thrive in work, we have to start by helping autistic children thrive in school.
Mike Reader
Does the hon. Gentleman agree that, while we do need that reform, we should recognise the brilliant organisations in our communities that are working so hard to support people—particularly, in Northampton, SEND Mummas, West Northants SEND Action Group and SENDS 4 Dad?
Tom Gordon
I am sure the hon. Gentleman is highlighting some fantastic work. I completely agree; there are great examples out there. What we need is a system that holds those up and champions them, and encourages people to do the same and do better across our country.
That brings me to Access to Work, a system that is currently shutting people out. This is another part of the broken pipeline, and I want to be really clear: it is not fit for purpose. Everyone I speak to tells me that it is failing them. It was designed to support people but simply falls short. It is also failing the employers who want to do the right thing but cannot navigate the red tape. I have heard examples of businesses that reached out to try to secure training for staff, but that fell on deaf ears and was never taken up. And it is failing the economy by wasting talent that we desperately need.
Dr Al Pinkerton (Surrey Heath) (LD)
My constituent John has experienced prolonged periods of unemployment —he has been employed for only four of the past 14 years—and I think his experience is redolent of that of many other people with autism who feel that they are not getting the support that they need. Does my hon. Friend agree that not only do potential employees need support, but employers need education to help them facilitate economic independence for adults with autism?
Tom Gordon
I completely agree. This comes back to one of the systemic barriers that people face throughout the Access to Work system, and the barriers to employment for autistic people.
Access to Work sounds good on paper. In practice, it has become a bureaucratic maze that far too many autistic people simply cannot navigate. I have spoken to constituents who waited six months, nine months and even more than a year for applications to be processed. It is simply not good enough. I have heard from people who have lost job offers because the scheme could not provide basic adjustments in time, from others whose support was suddenly cut back without explanation, and from employers, especially small ones, who gave up trying to help because the process was so unclear and too slow.
Let us be honest: if Access to Work was a business, it would have gone under years ago. It is inefficient, unaccountable and detached from the lived reality of the people it is meant to serve. There is no consistency, no urgency and seemingly no understanding of autism. Many of the assessors have had little to no training in neurodiversity. Applicants are repeatedly asked to prove their condition and justify basic needs, and to fill in complex forms that would test the patience of anyone, let alone someone who suffers from communication or executive function issues that are daily challenges. It is not empowering; it is humiliating.
The worst part of all is that people’s lives are on hold while they wait. I met one man who was offered a job by a local company. He was up front about his needs, honest, open and hopeful, and the employer was supportive, but trying to get adjustments in place through Access to Work took so long that he ended up losing the job offer. His confidence was shot. There is nothing about that that is acceptable, in any way, shape or form. Worryingly, that is not an isolated story. This is happening up and down the country, and it is something that people regularly email me about. What makes it worse is that we have known for years how to fix it. Backlogs can be cleared with proper staffing and resourcing. Delays can be reduced by digitising the system and simplifying forms. Training can be improved so that assessors actually understand neurodiversity. But the Government are seemingly sitting on their hands.
The Buckland review made sensible suggestions and recommendations: awareness campaigns, better recruitment practices, inclusive workplace design and real career progression support. None of that requires new legislation. What did we get instead? Nothing. A review was launched and delayed, and now we are told that we might not get a proper Government response at all. It is really frustrating. Autistic people, who have waited long enough for change, are seemingly left out in the cold again.
I have heard about recruitment processes that are commonly exclusionary and job adverts with open-ended interview questions that just make it impossible for people. When I met the Harrogate branch of the National Autistic Society, we spent about an hour and a half talking through these barriers. What really resonated with me is the desire and passion of people with autism who want to contribute, and we are simply not letting them.
People’s fear of disclosure was also raised. They do not want to explain or even talk about their autism because they are not convinced that employers will help. One constituent of mine had been happily in employment for seven years, with the support of a really helpful line manager. When that manager left, there was seemingly a breakdown in the relationship with the workplace, which left her without the necessary adaptations and support. She ended up losing the job and has now been struggling to find alternative employment for two years.
What needs to happen? We need a complete overhaul of Access to Work—not tweaks or new guidance, but a root-and-branch rebuild. That means clear targets for processing times, so that people are not left waiting for months; dedicated neurodiversity teams who actually understand the conditions that they are assessing; transparency, so that applicants can track their progress and appeal decisions easily; automatic continuity of support, so that when people change roles, they are not thrown back to square one; and, above all, trusting autistic people that they know what they need. If we did that, we would not only help thousands into work, but restore faith in a system that currently does the opposite.
This is not meant to be about schemes and structures; it is about people. A woman in Harrogate told me that she had recently given up looking for work altogether—not because she does not want to work, but because the last time she tried to get support, she was made to feel like a fraud. She said:
“I can cope with being autistic. I can’t cope with being disbelieved.”
That sentence should haunt this Government. We talk endlessly in this place about productivity, growth and getting more people into work, yet we actively exclude people who want and are ready to work, because our systems are so rigid and slow.
Fixing Access to Work will not solve everything, but it is one of the easiest, quickest and most practical steps that could make employment fairer for autistic people. If we linked that together with a proper SEND strategy that captures early need, supports families, trains teachers and equips young people with confidence, we would finally have a joined-up system that might be better at supporting people with autism from childhood into adulthood. That is what inclusion really means.
I will end with this thought. Another constituent told me that what makes work hard for them is not being autistic, but the world around them not understanding what they need to thrive. There is a thread running through everything we have heard today. Autistic people do not need to change who they are. It is the systems, services and structures that need to change. Access to Work could be a bridge between ability and opportunity, but right now it is a barrier. Until that changes, we will keep on losing potential, wasting talent and letting people down. I urge the Minister to fix Access to Work and SEND, and to start building a society that sees autistic people not as a problem to solve, but as part of the solution.
Rebecca Smith (South West Devon) (Con)
It is a pleasure to serve under your chairmanship, Mr Turner. I congratulate the hon. Member for Hazel Grove (Lisa Smart) on securing this afternoon’s very important debate, and I likewise welcome her constituents to the Chamber.
It is clear that we all have the privilege of representing autistic adults and children. The debate has brought to mind one particular gentleman in my constituency, Alistair, who I have known for a couple of years. He likes to tell me that he enjoys campaigning for the Labour party, which is fine—I am still very kind to him, obviously—and he sends me little tweet messages every so often, asking me very direct questions, to which I give very direct answers. He is brilliant.
Alistair had been volunteering at the Box—for those hon. Members who have not been, that is Plymouth’s award-winning art gallery and museum. The other day, I bumped into him at work in the Grayson Perry exhibition, and I said, “Oh, are you still volunteering, then?”. He said, “No, I’m actually now working here.” That was a really great example, bumping into him a couple of Saturdays ago and seeing what he is doing.
As Conservatives, we believe that meaningful work is the surest route to success. We believe in the power of aspiration and are committed to ensuring that everyone in this country gets a chance to pursue purposeful employment. Having a job means more than earning a wage; it means that we have somewhere to belong, a place where our contribution matters and a route to financial self-sufficiency. I am proud of our Conservative record of supporting people into work. We oversaw the creation of millions more apprenticeships and cut youth unemployment by nearly 44% between 2010 and 2023, but right now autistic people continue to face especially high barriers to entering and staying in work, leaving them unable to fulfil their potential, as we have heard time and again this afternoon.
Concerningly, only 16% of autistic adults in the UK are in full-time employment, compared with 31% of neurodiverse people and 55% of disabled people overall, according to the National Autistic Society. That is despite the fact that three in four unemployed autistic people would like to be employed, according to Autistica. An estimated 40,000 people with autism said that they were looking for full-time employment in 2024-25.
We have already heard about the Buckland review of autism employment, published under the Conservative Government in February last year, which painted a sobering picture of the daily challenges that autistic people face in seeking to access and thrive in work. It found that autistic people face the largest pay gap of all disability groups, receiving on average a third less than non-disabled people. Autistic graduates are twice as likely to be unemployed after 15 months as non-disabled graduates, with only 36% finding full-time work during that period. When they do find employment, autistic graduates are most likely to be over-qualified for the job they have, most likely to be on zero-hours contracts, and least likely to be in a permanent role.
Many of those problems stem from employers’ misunderstandings about autism and neurodivergence more generally. Sadly, 59% of line managers did not know how to make a reasonable adjustment to support a neurodivergent employee, according to ACAS. One in five neurodivergent employees have experienced harassment or discrimination at work. The possibility of such discrimination is one reason why around only 35% of autistic employees are even fully open about being autistic. As the Buckland review highlighted, during many interview processes, where the focus is on social rather than job skills, autistic people
“feel they must mask their autistic traits to succeed.”
To complicate matters further, many people with autism do not have a formal diagnosis, due to a fear of negative reaction from others, long NHS waiting times and so on. The current situation means that everyone loses out. Autistic jobseekers are being denied the opportunity to contribute their valuable skills to the workplace. When they do find a job, they often feel unable to bring their whole selves to work. Employers, on the other hand, are missing out on that wider talent pool we have discussed this afternoon, which comes from creating an inclusive environment for autistic employees.
Autism remains an untapped asset in the UK workforce. Autistic people often have remarkable cognitive abilities, including pattern recognition, sustained concentration and exceptional attention to detail. When matched with suitable roles, autistic employees can deliver productivity improvements ranging from 45% to 145%. As the Buckland review notes, many reasonable adjustments intended for autistic staff tend to benefit the wider team, such as noise-cancelling headphones and a designated quiet space if a co-working area becomes too noisy.
The number of autistic people out of work is also contributing to the overall unemployment rate, which is set to reach 5% by 2026, at a time when the Chancellor is facing immense financial pressure in the upcoming Budget. Obviously, getting as many people as possible into work at this point will help with the growth challenges she faces.
As has been mentioned, the Buckland review identified 19 key recommendations for ensuring that autistic people receive the support they need at work. Those include creating autism-friendly workplaces, via design guides for a range of industries; improving recruitment processes and career advice for autistic jobseekers; encouraging employers to join the autistic and neurodiversity employers’ index; and enhancing IT systems to meet autistic employees’ needs. I welcome the bipartisan nature of this challenge. I do not think anyone here would disagree with the hon. Member for Hazel Grove that it is about the individuality of each individual. I do not think that is just a Liberal thing; I think it is something we could all agree on.
In the Government’s response to the Public Services Committee’s October 2024 report on transitions to work for disabled young people, many of the successes listed included work that had already been started under the previous Government. For example, this Government are on track to double the number of supported internships, originally a Conservative Government initiative announced in 2023. It is good to see that almost 800 employment ambassadors have now been recruited to advocate for supported internships within businesses.
I look forward to scrutinising the findings of the Government’s independent panel on neurodiversity in the workplace, to ensure that it adequately addresses autism specifically. The Secretary of State for Work and Pensions has already confirmed that the panel’s conclusions will build on the Buckland review, which is encouraging. However, I look forward to hearing from the Minister on how she plans to take forward the Buckland review more fully.
I finish by paying tribute to programmes that serve my constituents, providing a vital bridge into work for many autistic people across Devon. Project SEARCH Derriford is an award-winning scheme, enabling young people with autism or learning disabilities to complete work placements at the University Hospitals NHS trust’s Plymouth sites over the course of an academic year. Nationally, Project SEARCH has seen more than 60% of its interns enter full-time employment after completing the scheme, creating a win-win situation: the interns gain real-life employability skills and an enormous confidence boost, while employers gain committed, well trained staff, helping to reduce hiring costs and improving retention.
More broadly, Pluss in Plymouth and elsewhere across the country delivers specialist employment support for people with autism or learning difficulties, including work trials and ongoing mentoring, something I have been able to witness over the past 10 years or so. These organisations are brilliant examples of how effective job coaching can be.
To conclude, we must ensure that autistic people are not sidelined from the workplace. They are disproportionately out of work. Most of them want to be in work, yet many employers are poorly equipped to create inclusive environments. The Buckland review was a much-needed start in identifying areas for improvement, and I look forward to hearing how things might progress over the coming weeks and months. We must continue breaking down barriers to opportunity. Every individual deserves the chance to contribute their talents; when we unlock their potential, workplaces become richer in every sense.
The Minister of State, Department for Work and Pensions (Dame Diana Johnson)
As a fellow Hull MP, it is a real pleasure to serve under you today, Mr Turner.
I congratulate the hon. Member for Hazel Grove (Lisa Smart) on securing this important debate. I thank her and all hon. Members who have spoken or intervened for their thoughtful contributions, and of course I also welcome her constituents who are with us today in the Public Gallery.
The hon. Lady made a very powerful case, talking about how a one-size-fits-all approach does not work. She referred to some of her constituents, Bradley, who is volunteering but rightly wants paid work, and Katie, who has to navigate a system that is supposed to help her, but has found that sadly it did not help her at all.
We also heard from my hon. Friend the Member for Northampton South (Mike Reader) about Workbridge. I was really disappointed to hear what he said, and of course I will meet him to discuss what, if anything, I can do to assist. However, we also heard about the very positive example of Nordis Signs, which has been providing careers for people for more than 30 years in some cases. That is excellent.
The hon. Member for Leicester South (Shockat Adam) spoke about the need for businesses to be supported in working with and employing autistic people or other neurodiverse people, and how important that is. The hon. Member for Harrogate and Knaresborough (Tom Gordon), who spoke for the Liberal Democrats, talked about the importance of getting SEND issues right, and I absolutely agree with him on that. He also talked about Access to Work, which I will make some comments about in a moment.
The hon. Member for South West Devon (Rebecca Smith) spoke for the Conservative party and it was really good to hear from her about Alistair—it is excellent that he now has paid work. However, she was perhaps wearing rose-tinted spectacles when she described what had happened for 14 years under the previous Government and what they had actually achieved.
As the Minister with responsibility for employment, every day I see how good work can transform people’s lives. It gives people purpose, independence, pride and, crucially, a sense of belonging. We have been really clear that we want to achieve an overall 80% employment rate and that that is the key to delivering economic growth and prosperity for all of citizens. To achieve that ambition, we must address low employment rates for disabled people and people with health conditions. Until we do so, disabled people who wish to work will be denied the opportunities to participate fully in society. That has to change.
If we look more closely at the employment prospects of neurodivergent people, the picture worsens. For example, only 34% of autistic people are in any sort of employment, compared with around 55% of disabled people overall. We need to understand the workplace barriers that neurodivergent people face, and the support that employers require to create workplaces that are inclusive for neurodivergent people.
We need to do all this for those people who are currently being denied the opportunity to work and to enjoy all the benefits that we know work can bring. As has been said, there are benefits for employers, who are missing out on a significant source of talent at a time when there are over 700,000 vacancies in the United Kingdom, and there are benefits for our economy, because a more inclusive labour market, with more people in good work, is vital to delivering this Government’s No.1 mission, which is growth.
The hon. Member for Hazel Grove referred to the case of Tom Boyd, which has received quite a lot of media attention and coverage. I will say again that people such as Tom are vital to the UK’s workforce, and volunteering can play a vital role in preparing people for work. I imagine that Waitrose is regretting the way it handled the situation with Tom, and I hope it might consider progressing on its Disability Confident journey, which I will talk about in a moment. It is important to recognise the valuable role of volunteering, and how it can play an important part in getting people ready for paid work, but that should not be at the expense of finding sustainable paid employment for everyone who wants to work. I hope that is something that Waitrose, and all employers, will reflect on.
We want to ensure that neurodivergent people, disabled people and those with long-term health conditions are fully considered and supported to participate and remain in secure, sustained paid employment. That is why we are providing £1 billion to fund the voluntary supported employment programme, Connect to Work, across England and Wales. That will assist up to 300,000 people by the end of this decade. The programme follows internationally recognised evidence to deliver holistic, personalised employment support to disabled people, those with health conditions and others with complex barriers to work. It also works with employers to support participants once they are in work.
At this point, I should also mention that last week I had the great pleasure of meeting Laura Davis from the British Association for Supported Employment. We had a really interesting discussion about the diverse needs of neurodivergent people and the importance of the personalised, inclusive approach that Connect to Work can provide.
On the current offer from the DWP to employers—which I know hon. Members are particularly concerned about —we already have a digital information service that guides employers through workplace scenarios, including supporting neurodivergent employees or employees with learning disabilities. In addition, the DWP oversees the voluntary Disability Confident scheme, which I just referred to in relation to Waitrose. That encourages employers to create disability-inclusive workplaces and to support disabled people to get work and to get on in work. However, we know that there is much more to do, and the DWP is actively engaging with stakeholders to look at how we can best strengthen that scheme.
Some employers are already doing well. Microsoft has a neurodiversity hiring programme, making adjustments to its recruitment processes to be more accessible for neurodivergent people. GCHQ has not only adjusted its recruitment processes, but made specific adjustments in the workplace to help neurodiverse people to thrive. As a Government, we want that to become the norm, not just an example of good practice.
That is why in January this year, we put in place an independent panel of academics with expertise and lived experience of neurodiversity. The panel, led by leading academic expert Professor Amanda Kirby, has been reviewing the existing evidence on neurodiversity in the workplace to consider why neurodivergent people have poor experiences and a low overall employment rate. Part of its work has focused on how employers can better support neurodivergent people in the workplace.
Several hon. Members have referred to the Buckland review. The independent Buckland review on autism employment reported to the previous Government, as we have heard, in February 2024. I agree that it was a valuable piece of work, and my predecessor and the Minister for Social Security and Disability met Sir Robert Buckland last autumn to discuss its findings and to outline our plans to raise awareness of all forms of neurodiversity.
I am really pleased that we have now received the independent expert panel’s findings and recommendations, which we want to consider alongside the Keep Britain Working review. That review, which came out last week and was led by Sir Charlie Mayfield, represents a pivotal moment in our mission to create genuine opportunity for all—fundamentally reshaping how we support people to stay healthy, stay in work and build better futures for themselves and their families. It is about creating a system with greater clarity and support, and where employers feel confident and empowered to act to support their employees to deliver greater productivity. It is also about helping more people to stay and thrive in work throughout their working lives, whatever health conditions or disabilities they may face. We want to work in partnership with employers to create workplaces that support health and wellbeing. We all know that successful businesses and healthy workers go hand in hand.
The hon. Member for Harrogate and Knaresborough, who speaks for the Liberal Democrats, talked at length about Access to Work. That scheme currently supports thousands of disabled people, including people who may have hidden disabilities, to start or stay in work. I do not accept the picture that the hon. Member painted. I do accept that the scheme needs to be looked at, and we have been working directly with disabled people and the organisations that represent them to make improvements to it. I hope to be able to report back on that in due course.
I will seek your guidance, Mr Turner, because I have been speaking for more than 10 minutes now. Is it the case that there is no time limit because we can sit until 6 pm?
Dame Diana Johnson
Then I will carry on, because there are a few other issues that it might be helpful for hon. Members to be aware of.
Since August this year, there have been the full-time equivalent of more than 1,000 Pathways to Work advisers in our jobcentres across England, Scotland and Wales. I wanted to highlight that because the DWP and Jobcentre Plus committed to making sure that the personalised work advice that we talked about earlier is available to individuals. We also have 700 disability employment advisers and 90 disability employment adviser leaders supporting work coaches, or customers directly, to deliver that holistic and tailored support.
Rebecca Smith
I seek clarification on those numbers. When I have heard them in the main Chamber during questions and statements, I have wondered whether those people are new members of staff or existing members of staff who have moved into a slightly different role. When we say that there are 1,000—or the other numbers that the Minister has just read out—are they brand-new members of staff, who previously did not work for the DWP, or are they members of staff who have changed jobs?
Dame Diana Johnson
I am happy to provide the hon. Lady with the details about that, but what is happening is that we are realigning the needs of individuals who come to jobcentres to ensure that they get a much more personalised, tailored approach. That is why the work that people do has shifted around. Some of those posts will of course be new, but other people will have been moved in. I am happy to get the details of that, but I want to recognise how important it is to have that personalised approach and specialist support.
We are going further by reforming, as I said, the employment support service into the new jobs and careers service, with much more personalised support. We have a pathfinder in Wakefield that is testing what that personalised offer would look like. Of course, the findings from the academic panel that I talked about will be a valuable addition to the evidence base available when we are looking at how we reshape the jobs and careers service for people whom we want to ensure get the support that they need.
I want to make some comments about young people, because we know that tailored support is equally important for them. Almost 1 million young people are not in education, work or training—that is more than one in eight of all young people in this country—and we expect that a significant number of those young people may be neurodivergent.
It is important that there is an effective careers education approach and programme during school and college for all young people, including those who are neurodivergent. That should particularly ensure that autistic young people gain the necessary employability skills and learn about themselves, while accessing tailored opportunities to prepare for adulthood and move into the workplace. Some excellent work is already going on in some of our special schools. In my constituency, Northcott in Hull North is an outstanding special school and does amazing work with young people in Hull and the East Riding.
We are testing and delivering eight youth guarantee trailblazers around the country for localised, tailored support for 18 to 21-year-olds. They will have the flexibility to tailor support and interventions to meet the specific needs and address the barriers faced by young people in those areas. The Chancellor announced that every eligible young person who has been on universal credit for 18 months without earning or learning will be offered guaranteed paid work. That forms part of the Government’s youth guarantee, and further details will be announced in the Budget.
To conclude, I hope I have made the case that getting more autistic adults into work is the right thing to do economically in reducing the disability employment gap and helping us to meet our long-term ambition for an 80% employment rate. Fulfilling that ambition would be a major driver for economic growth, but of course it is also the moral and right thing to do. We should never lose sight of how much this matters to every single neurodivergent person who is denied the opportunity to fulfil their potential. We all want that chance in life, and that is no different for neurodivergent people.
We have a huge challenge on our hands, but it is a great opportunity. By pressing on with the work we have begun—and by working with employers and autistic people—I have every faith we will be able to grasp it.
I will also add that many of the 1,000 individuals who I talked about earlier in my speech are existing staff but there will be additional funding to create new roles, so it will be a combination of both. The key thing is those staff are offering personalised support to groups for whom the one-size-fits-all approach of the past that I referenced at the beginning did not work.
Lisa Smart
I am grateful to everybody who has contributed to the debate, particularly those who brought stories from their constituents. The hon. Member for Shipley (Anna Dixon) suggested changing the way that some people enter employment, and we should take seriously the idea that interviews are not right for everybody. I was disappointed to hear about Workbridge closing from the hon. Member for Northampton South (Mike Reader). That underlines the fragmented nature of the support that is available—it can look different in different parts of the country.
Many hon. Members, including the hon. Member for Leicester South (Shockat Adam), my hon. Friend the Member for Surrey Heath (Dr Pinkerton) and the Minister, made the important point that employers need support, particularly some small employers who do not have a whole fleet of HR colleagues to work with. A number of hon. Members talked about how valuable work experience is; it absolutely can be, but there is a reason the campaign to end unpaid internships has been successful. That success has brought a sense of justice—that someone cannot go on volunteering their time without a pathway to paid employment, or a clear view as to what they are gaining from it or how they can contribute.
I thank my hon. Friend the Member for Harrogate and Knaresborough (Tom Gordon) for talking clearly about the exhaustion that can come from fighting against and within a system that does not work well enough. He talked about how Access to Work, although it exists, is not working for too many people. He made a point that was echoed by the hon. Member for South West Devon (Rebecca Smith): of course this issue is about individuals, but it is also about growth, productivity and our whole economy.
I am grateful to the Minister for recognising the work that is going on, but also that more needs to be done. We have not quite nailed this as a society just yet. We are missing out on the skills and talents of too many autistic people, and there is more we can all do to fix that.
Question put and agreed to.
Resolved,
That this House has considered employment opportunities for autistic adults.