Sam M. Walton College of Business doctoral candidate in management Maira E. Ezerins. Credit Cheiko Hara

Job interviews can be a challenging experience for anyone, but for autistic individuals, they may come with unique hurdles. Sensory sensitivities, discomfort with eye contact, and difficulties interpreting social cues are just a few examples of factors that can amplify the stress. Unfortunately, traditional interviews often focus more on a candidate’s social skills than their actual ability to perform the job—something that poses a significant challenge for many autistic applicants.

Maira E. Ezerins, a doctoral candidate in management at the Sam M. Walton College of Business, recently conducted a study exploring the specific barriers faced by autistic applicants in job interviews. More importantly, her research highlights ways in which interview processes can be reimagined to better accommodate neurodivergent individuals.

The Power of Understanding and Awareness

Ezerins’ interest in this topic began while working as a management consultant. She encountered instances where employees with strong work records struggled with social interactions, leading her to question whether undiagnosed autism could be a factor. Simultaneously, she observed a growing trend in companies—such as Microsoft and EY—actively seeking to hire autistic talent for their unique strengths, particularly in detail-oriented tasks.

Through her study, Ezerins has sought to address the many unanswered questions surrounding autism and workplace inclusion.

Shifting the Narrative

Traditionally, research has focused on how autistic candidates can change their behavior to fit interview expectations—a strategy that often requires them to mask or suppress their authentic selves. Ezerins challenges this approach, advocating instead for changes on the employer’s side to create a more inclusive process.

Her study, published in the Journal of Management, surveyed 100 autistic and 100 non-autistic individuals about their interview experiences. Autistic respondents reported higher levels of anxiety and concern about how their traits might be perceived. Based on these findings, Ezerins and her co-authors developed a series of recommendations aimed at making interviews less daunting and more equitable.

Practical Steps for Inclusive Interviews

Some of the proposed accommodations include:

• Allowing flexibility in scheduling interviews to accommodate energy levels or sensory needs.
• Providing applicants with an outline of questions and topics ahead of time.
• Offering alternative ways to demonstrate skills that don’t rely on social interaction.

Interestingly, many non-autistic participants in the study also expressed enthusiasm for these changes, citing reduced stress and better opportunities to showcase their abilities.

As Ezerins points out, these adjustments benefit everyone—not just autistic individuals. By implementing such accommodations universally, companies can create a fairer, more supportive hiring process while allowing candidates to feel confident and authentic.

A Vision for the Future

As more employers recognize the value of neurodivergent talent, it’s encouraging to see research like Ezerins’ shining a light on ways to foster inclusivity. Whether you’re an autistic individual navigating the job market or someone advocating for workplace equity, this study is a reminder that change is possible—and that it can lead to better outcomes for all.