02/20/2026
Today I had an important conversation with a journalist about job interviews and how current hiring practices can systematically disadvantage neurodivergent folks.
We often say interviews measure skills, communication, and professionalism. Yet many still prioritize eye contact norms, verbal speed, social fluency, and expressive body language, traits tied more to cultural expectations than actual job performance.
Behaviours frequently labelled “unprofessional” are often adaptive self-regulation strategies. We encourage candidates to request accommodations and celebrate accessibility, but many systems remain only partially accessible.
When adjustments depend on disclosure, people must weigh stigma, bias, and the emotional cost of asking for support in environments that have historically told them they are “too much.”
Meaningful change requires shifting responsibility away from individuals and toward systems. Accessibility should not be reactive it should be embedded into hiring practices from the beginning.
That work starts at the top: with leadership and policy that include autistic voices, challenge systemic barriers, and encourage honest reflection on our own biases. Tradition alone is not evidence that a process is equitable or effective.
This isn’t about lowering standards. It’s about measuring the right things. If hiring only rewards one communication style, we’re not selecting the strongest candidates we’re selecting the strongest performers.
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Disclaimer: This content is for educational and informational purposes only and is not intended to provide or replace mental health advice, assessment, or treatment. If you are looking for individual support or have questions about your own wellbeing, please contact a qualified professional. You can reach our team at admin@thrive-psychology.ca for inquiries.
