Nitzan, M. W., Lamash, L., Hedley, D., Bury, S. M., & Gal, E. (2025). Letter to the editor:
Employment of autistic individuals in the age of AI integration: Challenges and opportunities. Autism, 0(0).
https://doi-org.ccl.idm.oclc.org/10.1177/13623613251401556We suggest that as AI becomes increasingly embedded in workplace processes, it introduces both risks and opportunities for autistic and other marginalized groups (Walkowiak, 2021). Recruitment is one of the most immediate areas where these risks are evident. Hiring processes have long posed challenges for autistic people, given recruiters’ reliance on implicit social expectations and norms and failure to consider differences in autistic communication styles. Integrating AI into recruitment may further entrench these challenges unless designed with inclusion in mind (Cope & Remington, 2022). For example, AI-based screening tools used to evaluate resumes, conduct video interviews, or score personality traits often rely on data reflecting neurotypical norms. They may prioritize candidates who exhibit neurotypical speech patterns, facial expressions, or eye contact (Fisher et al., 2024), although such traits tend to reflect social conventions more than job-relevant competencies (Lund et al., 2025).
Moreover, as AI evolves in complexity, its “objectivity” (i.e., ability to be impartial, unbiased, and based on truth) will be harder to assess. Likely, any bias that does exist will become more difficult to detect or challenge, and discriminatory outcomes may go unexamined. Without transparency and oversight, such tools risk deepening the exclusion of marginalized populations from employment under the guise of efficiency and objectivity (Fisher et al., 2024).Beyond recruitment, AI will likely reshape the broader work structure, having potentially significant implications for autistic workers. Although autistic people work in a wide variety of occupations, they are often overrepresented in certain roles (e.g., data analysis, quality assurance, records management) that are especially vulnerable to automation (
Walkowiak, 2021). This status may lead to disproportionate displacement for individuals in roles that AI will transform to the extent that there is no longer a need for human involvement, thereby exacerbating an already-inequitable landscape.
Alongside these risks, we believe there is a potential for AI to facilitate inclusive employment and benefit autistic people. When developed with inclusion at its core, AI can serve as a powerful tool for access and empowerment. AI technologies could support task structuring, provide real-time coaching, and reduce social communication demands, which are often identified as barriers hindering autistic employees’ access to and performance within traditional workplace environments (
Lund et al., 2025;
Walkowiak, 2021). For example, natural language processing tools can facilitate written communication or simplify ambiguous language, generate personalized recommendations for needs-based accommodation, and assist managers in creating accessible environments. AI platforms may benefit autistic workers by enhancing asynchronous and remote work, for example, by increasing autonomy or minimizing the impacts of sensory stressors (
Lund et al., 2025).
