Autistic-inclusive internship schemes help employers encounter autistic talent, which can be missed through typical recruitment processes. Traditional routes into employment, such as interviews that haven’t been adjusted for inclusion, disadvantage autistic and fellow neurodivergent candidates.¹

Inclusive internship schemes give autistic and fellow neurodivergent people a chance to showcase their skills and abilities. Neuroinclusive internships also help employers broaden their talent pool and benefit from the diversity of thought and competitive edge that comes with neurodiverse teams.

We know employers want to do more to create inclusive environments for neurodivergent staff. We also know you want to get things right, so here are our top evidence-based tips for autism-inclusive internships. We created these tips based on findings from our trial with Deutsche Bank, which ran internships for autistic people. However, adopting these principles could also benefit interns who are neurodivergent in other ways.

Many autistic people prefer clear, direct communication and when people stick to their word. When running a neuroinclusive internship, provide clear expectations from the start and keep to them throughout the programme.

When interacting with interns, be clear in your use of language and sincere in what you offer. You should say what you mean, meet deadlines, and keep your promises wherever possible. For example, make it clear if there are opportunities for further employment after the internship scheme.

Every autistic person is different, with varying strengths and support needs. It is important to avoid making assumptions about someone based on your experiences with another autistic person. As the saying goes: If you’ve met one autistic person, you’ve met one autistic person.

For example, one autistic intern may find the social aspects of an internship daunting, while another might enjoy spending time with colleagues and make the most of networking opportunities.

When managing an autistic intern, take the time to understand their interests, strengths, and challenges and adjust your management style accordingly. For example, someone may prefer written instructions via email rather than being told in person, as they may struggle with processing spoken information.

Anyone interacting with autistic interns should access high-quality autism training. This training could help improve understanding within HR staff and the wider team. Training is crucial for the people managing interns, as the interns’ main point of contact. Managers should feel fully supported to get the best out of autistic interns. In addition to training, you may want to find opportunities for managers to seek guidance, so they have someone to ask questions. For example, meeting a job coach with relevant expertise.

At Autistica, we offer high-quality training on neurodiversity for professionals. It is based on evidence and informed by lived experience, combining professional and lived expertise.

Establish points of contact for the intern beyond their manager. For example, you may want to have a buddy who can check in on the intern, show them around, and answer questions.

It might also be useful to have an additional neutral point person. The neutral point person may have additional knowledge or understanding of neurodivergence. In the case of a disagreement, the neutral point person can facilitate discussions between the intern and their line manager.

Using these principles will help you run a successful internship scheme, helping you make the most of your autistic interns’ skills and abilities. With understanding and the right adjustments, autistic people can be an asset to your team. Inclusive internships can help you nurture and get the best out of autistic talent.